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A 71-year-old man was receiving follow-up examination because of a retention cyst in the pancreatic body that extended to the dorsal extrahepatic area, but presented to the Emergency Department at our hospital with dyspnea and cough. Chest X-ray showed a large amount of left-sided pleural effusion and abdominal computed tomography (CT) showed reduction in size of the cystic lesion. Biochemical testing of the pleural effusion revealed high levels of pancreatic enzymes. We, therefore, diagnosed rupture of the pancreatic cystic lesion into the chest cavity. Endoscopic retrograde cholangiopancreatography (ERCP) demonstrated stenosis of the pancreatic duct and leakage of contrast medium at the cystic lesion. CT after ERCP revealed leakage of contrast medium from the cystic lesion through the dorsal extrahepatic area into the chest cavity. Endoscopic naso-pancreatic drainage was performed, but the cystic lesion and pleural effusion remained unimproved. Distal pancreatectomy was, therefore, performed. Microscopic examination revealed eosinophilic infiltration of the pancreatic parenchyma, leading to a diagnosis of eosinophilic pancreatitis (EP). Pancreatic retention cyst secondary to chronic pancreatitis associated with eosinophilic infiltration was considered to have ruptured into the chest cavity. EP is a rare etiology of pancreatitis and few cases have been reported. This case was thus considered valuable.

Background: Gastrointestinal stromal tumors occur frequently. Endoscopic ultrasound-guided fine needle aspiration (EUS-FNA) is performed commonly for diagnosis. However, the success rate of histological diagnosis is insufficient when the submucosal tumor (SMT) is small. Recently, another technique, mucosal cutting biopsy (MCB) has been reported. The aim of this study is to evaluate the efficacy and safety of MCB. Method: Between January 2012 and August 2018, MCB and EUS-FNA were performed 16 and 31 times for diagnosing gastric SMT. The diagnostic rate, the rate of successful immunohistochemistry, and the safety were reviewed. Difficult locations for EUS-FNA were also evaluated. Results: The mean SMT sizes measured on MCB and EUS-FNA were 21.2 and 36.2 mm. The diagnostic rates of MCB and EUS-FNA were almost the same (88 vs. 81%), but successful immunohistochemistry was significantly higher in the MCB group (93 vs. 59%, p = 0.03). In the subgroup of SMTs < 20 mm, the successful histological diagnosis rate from EUS-FNA was relatively low. There were no complications. Failures of EUS-FNA were more frequent in the middle third of the stomach. Conclusions: MCB was an effective procedure for diagnosing gastric SMT, especially in the case of small SMTs located at the middle third of the stomach.

日本の組織における心理的風土を対象として,(1)その文化的特質を客観的かつ操作的な手続で抽出すること,(2)それにもとづいて,日本の心理的風土の特質を,可能な限り具体的に把握しうるような測定用具を開発すること,が本研究の目的である。基礎データとして,日本の心理的風土に関する直接的かつ現象的なデータが,現実の職域における従業員から収集され,それらを集約した形で,84枚のQ分類用カードが作成された。学識経験者100名(男65,女35)及びD社管理職男55名に実施したQ分類の結果にもとづいて,Q技法-因子分析を行なった。予備的研究の意味から,ここでは一応10個の因子を抽出し,足立(1981)の因子分析結果との関連で6個までを試みに解釈した。足立(1981)における一般的な心理的風土の6個の因子に関して,それぞれ日本の文化的要因を含んだ測定項目を選定するために,上記手続で抽出された因子別の因子列にもとづいて,測定用具作成に関するプリテスト用の予備的な調査項目が72個作成された。, The purpose of this study was: (a) to consider some characteristics of Japanese culture in psychological climates, using a Q-technique factor analysis, and (b) to explore the development of a measuring instrument of psychological climates of Japanese organizations or groups, based on the above findings. A considerable amount of phenomenal data that should reflect the characteristics of Japanese culture was collected by means of a preliminary survey. These data were summarized into 84 "Q-sort" cards. "Q-sort" and a principal components factor analysis with varimax rotation were performed. One sample represents 100 men and women among whom 20% scholars (male, 65; female, 35), and another represents managerial personnel (male, 55) in a company. 6 factors were hypothetically interpreted by means of the factor array of each derived factor. In order to select measurement items representing the 6 climate factors, 72 items for pre-tests were prepared, referring to the resultant factor array of the Q-technique factor analysis.

In the study (1), we came to the conclusion that, in order to cause the behavior change from defense motive to achivement motive, it was above all important for us to think much of the affiliation motive's role and group atmosphere related with those motives in human relations. It is necessary here to prove these findings from another actual point of view. Therefore, based on 'the principle of behavior change' found out in the study (1), a program of human relation's training was planned up, and the effects tested in both two experimental groups and one control group were evaluated with TAT. These results indicated that the achievement motive increased itself just after the test comparing with the motive just before the test (x^2 test, P

The "Diagnosis scale of group atmosphere" developed in the study (2) was tested here, using the results of having administered the Group Atmosphere Questionnaire to business organizations in Japan. The subjects were 2,570 employees belonging to 91 work groups (including departments, sections, and branches) in 7 different companies. Five of 7 companies were banking facilities and the subjects were 2,301 employees in 81 work groups in total. Relationships among the 81 work groups were examined by X^2-and t-test to investigate, whether all groups were sampled at random from the same population. The results suggested that there were two representative types of organizational climate (atmosphere) in banking facilities. One is the type derived from a bank (54 work groups, N=1686 in total) of higher productivity. The other is derived from the banks (27 work groups of 4 banks, N=615 in total) of lower productivity. It seems that the diagnostic scale developed in study (2) rather represents the latter type of climate. In X^2-and t-test, significantly different items of the questionnaire between these two types were as follows: No.4 (open & at ease), No.6 (cohesiveness), No.13 (consideration), No.14 (challenge), No.16 (Communication), No.18 (Feeling of trust). This scale was, through the same procedures, tested in the other organizations, i.e., 7 sales departments and one manufacturing industry. In summary, considering the early stage of development of the scale, further researches will be needed for examining varidity of this scale. Next, t-tests of means differences among sex, age and status were also made using the data of 6 companies mentioned above. Overall, it may be said that men and managers have a tendency to perceive their work group climates better than women and non-managerial employees. Third scale (a priori criteria) internal consistency and scale independence of the questionnaire were not so adequate through analyses of item intercorrelations and scale (criteria) intercorrelations. Then, the data were factor analyzed using a principal-components factor analysis with varimax rotation. Samples were 12 organizations (N=122, 143, 1686, 22, 24, 123, 34, 28, 373, 42, 30, 185) and they were respectively analyzed. After integrating these results, 7 common factors in all samples were designated as follows: (1) Intimacy and Consideration, (2) Group Identity, (3) Autonomy and Responsibility, (4) Risk-taking in Decision Making, (5) Challenge and Conflict, (6) Rule Pressure in Structure, (7) Constraining Conformity. All of them are factors of "perceptual (or perceived)" climate. It is also a further issue to study "objective" measures of climate, and to develop the psychological climate measure that reflects social or cultural situations of Japanese organizational climate.

The interrelation between group atmosphere and personality was investigated on the view of cognitive discrepancy of atmosphere and psychodynamic approach (TAT and Rorschach test). The results were as follows (Ss: 112 freshmen in a company). (1) Cognitive discrepancy of atmosphere represents the degree of adjustment. The less the discrepancy is, the significantly stronger achievement motive is. The more serious the discrepancy is, the significantly stronger both defence motive and affiliation motive are. (2) Cognitive patterns of atmosphere related significantly to the above motives were as follows: (1) achievement motive-support, frankness in talking (2) affiliation motive-reward (3) defence motive-responsibility, risk-taking, warmth, identification (4) achievement motive and defence motive-identification (5) defence motive and affiliation motive-identification (6) affiliation motive and achievement motive-goal standards. (3) The above findings suggest that these motives are organically related to each other about 'identification'. Affiliation motive represents the distortion of interpersonal relation, that is, 'ambivalent identification', and the more serious the distortion becomes, the more strongly affiliation motive may tend to take up defence motive into symptoms. On the other hand, a situation in which affiliation motive has been just solved may be equivalent to the base which triggers achievement motive, 'mutual identification'. Therefore, it would be considered that affiliation motive catalizes the interrelation between defence motive and achievement motive. This idea is the hypothetical principle of changing behavior presented in this paper. Based on this principle, a program of human relation training or of organization development can be suggested.

本研究では心理的風土の認知のズレ（偏差値を根拠とするDスコア）にもとづいて，心理的マージナリティの定量化が試みられた。そして，1) KY 社（本店，N＝122）において，地理的，社会的な空間の中心に位置すると見られる公式組織の管理者（N＝男31）は，必ずしも心理的空間におけるセントラルマンでないこと，2) 自己概念との関係では，心理的風土のDスコアと自己概念のDスコアが有意に対応しており，自己概念 の理想と現実の差などは有意ではないこと（M大学生男92），K女子大生129），3) 風土及び自己概念の因子分析結果は，Dスコアの大及び小郡間において，認知構造の違いを示唆していること（M大学生男92），などが見出された。 このことは，心理的風土という外界に対する知覚においても，自己という内界に対する知覚においても，心理的マージナルマンはそれぞれの心理的空間において，同時に，その中心に位置（存在）しないということを示唆するものであろう。これについては，臨床心理学的観点から，自己概念の因子分析結果なども加味しつつ，適応ないし自己受容の概念を用いてその心理的マージナリティ の意味が考察された。また心理的マージナリティの標識であるDスコアの妥当性も検討された。あわせて，日本的人間関係のキー概念を，心理的マージナリティの中に導入する操作的な研究方法を設定し，心理的風土の認知のズレに寄与する文化的要因について探索がおこなわれた 。, First, the "psychological marginality" was quantified, based on the discrepancies (D score computed from deviation values) of perceptions of psychological climate. Findings on D scores were: (1) Managers (N=31, male) of KY company (the head office, N=122) who are presumably located at the organizational center of the social space, were not always "central-man" in the psychological space (t-test). (2) D scores of psychological climate are significantly related to D scores of self-concept, but not significantly related to the differences between "ideal" and "real" self-concept (t-test; sample: students, male N=92, female N=129). (3) Factor analyses of climate (atmosphere) and self-concept suggested some differences of cognitive structures between high-D score and low-D score (Sample: students, male N=92). Second, the meaning of "psychological marginality was discussed from clinical psychologicol standpoint. Validity of the D score that should indicate the "psychological marginality" was also examined. Finally, an operational method to introduce key-concepts of Japanese human relations into the "psychological marginality" was designed and some factors which might affect the D scores of psychological climate were explored.

本研究の目的は組織風土の変革について心理学的見地より実験的な調査を行ない,組織開発の実践に具体的かつ実証的な論拠を得ようとすることである。それに伴う問題は二つある。第一は組織風土の把握に関する問題であり,他はリアルな組織開発の実践面をいかなる形で実験的に計画するかという問題である。前者は心理学の認知論的アプローチの立場から組織風土を操作的に把握することにし,後者は今日,組織開発の実践特に組織風土の変革において最も有効な方法だと考えられている職場ぐるみ訓練(ファミリートレーニング)が実施された。具体的な方法としては,内容とすすめ方を一定に統制した職場ぐるみ訓練を大阪にある金融機関N社のA支店とB支店に実施し,各支店の組織風土が訓練の直前と終了直後に本研究用に作成された調査用紙で測定された。結果と考察は次のように要約される。組織風土の変革の状態を把握するためには,どのような風土が新しく形成されたのかという形成面と,どのように良くなったのかという改善面の両方の次元から統合的に見ていかねばならない。その形成面は訓練の実施前と実施後の分散の変化でその状態が把握でき,改善面は同様に平均値の変化で把握できるであろう。そういう観点から職場ぐるみ訓練の一般的な効果を抽出するために,A,B両支店に共通して有意な変化を示したものをそれぞれあげれば下記の通りである。形成面では「危険負担」の指標が強く形成され,改善面では「葛藤の処理」「目標水準」「グループへの一体感」の指標が著しく改善されるといえる。そして,A,B両支店に共通して形成面も改善面もともに有意に変化しているものは「方法を考えるとき新しいアイデアを出しあおうとする」という測定項目であった。この項目は危険負担の指標に入るものであるが,一般的にいって職場ぐるみ訓練を実施すれば,この項目を頂点としかつ以上にあげた各指標がそれに関連するというひとつの体系的な組織風土の姿が職場には新しくできるがると考えられるのである。これが本研究の目的とするもの,即ち組織開発の実践における具体的かつ実証的な論拠となるものである。