A longitudidal study on the process of managerial career progress was begun in1972 in one of the largest department store chains in Japan . The study monitored theprofessional development of a cohort group of 80 newly recruited college graduatesover their first three years in the company. Result of the study indicated that bothpre-employment selection test results and measured quality of vertical exchages betweenthe newcomer and his immediate supervisor on the job were predictive of a widerange of career relevant outcomes (Wakabayashi & Minami 1978; Wakabayashi , Minami,Hashimoto, Sano, Graen & Novak, 1980; Wakabayashi , 1980). These results suggest thattwo managerial progress models developed in America , the human potential modeldeveloped in the AT&T Management Progress Study (Bray & Grant , 1966; Bray, Campbell & Grant, 1974) and the vertical exchange model developed in the ManagementRole Making Processes Project (Dansereau, Graen & Haga , 1975; Graen & Cashman,1975; Liden & Graen, 1980) were both generalizable across cultural differences as ameans of predicting outcomes of managerial progress in the Japanese organization . Thepresent study examines the predictive validity of an integrated model which combineshuman potential and vertical exchange factors. For this purpose follow up data on promotion,salary and bonus seven years later were collected . Results show predictabilityafter seven years for both the vertical exchange model and the integrated model . Theimplications of these results are discussed .
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