In the present paper, the effects of self-esteem, sociometric status, and perceived status on congruency were investigated.
The main results are as follows:
(1) When subjects (Ss) have positive feelings toward others, S's self-esteem is significantly related to the occurrence of congruency. That is to say, S's self-esteem correspond to congruency. But when Ss have negative feelings, the clear-cut effects of selfesteem on congruency were not found.
(2) The status perceived by S is related to the occurrence of congruency both in posititve feelings and negative feelings. But there are found some differences in his direction of the effects of perceived status.
(3) S's sociometric status is relevant to congruency, not only when S has positive feelings, but also negative feelings.

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The purposes of the study are as follows;
(1) to investigate whether or not empathy can be an effective measure for the selection of leaders or salesmen.
(2) to clarify the correlation between empathy and personality traits or situation factors.
Empathy has been measured by the conventional method of Empathy Test and by an original method which was composed of counselor empathy extracted from actual talks.
And seven Ss-groups and ten psychological tests batteries have been set up.
The results and discussions are as follows;
(1) Counselor empathy was found to be significantly correlated to leader's performance appraisal, but Empathy Test was not.
(2) It would be considered that Empathy Test is more useful for the selection of men of common sense rather than for the measurement of empathy.
(3) It was found that empathy was based on the back ground of social maturity.
In conclusion, however, empathy and its psychological traits seemed to be something more related to situation- for example attitude or psychodynamics, rather than character.

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The aims of this study were to examine the effects of sex, weight (in Experiment I), and isolation-induced aggression (in Experiment II) upon the dominance-subordination relationships in rats.
Experiment I and It were carried out in the competitive perching box in which the only one member of a pair could avoid the shock.
1) The dominancy score was not related to sex, weight, or isolation-induced aggression.
2) Spearing posture was observed in 70% of male vs. male pairs and in 10% male-female ones.
3) Clear dominance-subordination relationships existed in isolation rats too who were separated from their fellows after the weaning period.
4) The structure of dominance-subordination relationships of eight groups were classified to four types: unstructured type, scapegoat type, dictatorial type and hierarchy type.

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The aim of the present study is to elucidate the differencial effects of the verbal instructions on the performace in the mirror drawing test.
The subjects were forty eight senior high school girls. In accordance with the score of Tayler's MAS, the groups of the anxiety levels, high anxiety group (N=24), and low anxiety group (N=24), were set. The mirror drawing test was carried out five times under the three kinds of instructions: that is, the speed-emphasized instruction, the accuracyemphasized instruction and the standard instruction.
The main results were as follows.
1. As regards task performance, under the standard instruction, the accuracy of high anxiety group was superior to that of low anxiety group, but there was no difference between these two groups in speed. The speed of high anxiety group was clearly accelerated by the speed-emphasized instruction, but the accuracy was impaired. The accuracy of low anxiety group was increased by the accuracy-emphasized instruction.
2. High reverse correlation between the speed and the accuracy was found only in the high anxiety group under the speed-emphasized insrutction.

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This study attempted to investigate the influence of need for achievement to supervisory methods (P-M types) and group performance norms in a chemical company.
Subjects were 31 supervisors and 192 subordinates. (16 groups of sales and office work division, 15 groups of research and developement division.)
Data was collected by TAT (need for achievement) and questionnaire (P-M types and group performance norms).
The results of the study were:
1. The higher the n-Ach of supervisors were, the higher the n-Ach of subordinates.
2. Relationship was found between n-Ach of supervisors and group performance norms. But no significant relationship was found between n-Ach of subordinates and group performance norms.
3. Supervisors' scores of n-Ach were higher than subordinates.
4. The n-Ach of M type supervisors and PM type supervisors were higher than P type and pm type. n-Ach of subordinates were highest under M type supervisors.
5. Regardless of subordinates' n-Ach scores, group performance norms were highest under PM type. M type was next to PM type.
6. The effect of P function of supervisory behavior to group performance norms was suggested to be different according to group member's n-Ach.
When group member's n-Ach were higher, planning P function of supervisory behavior was effective to produce higher group performance norms, while group member's n-Ach were lower, such relation was not found.

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