This study used three personal (P) factors and three environmental (E) factors to identify different profiles of work from home (telework) during the COVID-19 pandemic in Japan. A person-centered approach (cluster analysis) identified 4 clusters with different characteristics of P-E factors and they had different levels of work-life conflict (WLC) and boundary control perceptions. The WLC level depended on work and family identities that included overlapping roles in the work and family domain, ICT stress, and the lack of P-E fit. Work-life crafting activities were introduced to manage WLC and to gain boundary control perceptions.

This study used data from a survey of patients with cancer to examine how patients’ unconscious bias and support by managers in the workplace affect their satisfaction with work style after receiving a cancer diagnosis. The results yielded three factors of unconscious bias: pessimistic, subjective, and optimistic factors. Pessimistic factors were associated with lower levels of satisfaction, whereas subjective factors were associated with increased satisfaction. In addition, understanding and support from managers were associated with increased satisfaction with work style after a cancer diagnosis. Therefore, one’s satisfaction with work style after receiving a cancer diagnosis relies on managing one’s unconscious bias, especially pessimistic factors.

In this paper, mixed methods research is used to empirically examine the process of changing career prospects in those in their 30s and the circumstances and factors leading to the resulting decision to leave or remain in the workforce. After grouping retirees and enrolled employees into “excellent” and “general” groups from personnel micro data in a quantitative study for a large telecommunications company, we conducted interviews with selected subjects from the four groups in a qualitative study and analyzed the results. The results of the analysis showed that the perception of getting promoted, which was emphasized by all groups when they first joined the company, changed after working for a certain period of time, and the points emphasized by the four groups differed. For example, it was found that the retirees from the excellent group changed jobs and opened their prospects not in terms of faster promotions, but for reasons other than promotions, such as degree of career autonomy and freedom of career choice. These results suggest that when managing employees, companies need to rethink the subjects by not only generation, but also by evaluation, and change the way they relate to them.

The purpose of this study is to note a development assignment for first year university students and reveal any related factors between communication skills and variables in Career Decision-Making Self-Efficacy（CDMSE）using Covariance Structure Analysis. A survey was conducted involving 726 first year university students. All agreed to cooperate while enrolled in the career education class during the first semester of fiscal year 2022. Their average age was 18.3 years old（SD＝0.98）. Researchers used communication skills with a psychological scale that included self-esteem, a willingness to learn, and CDMSE to be verified through Covariance Structure Analysis. Results showed that communication skills directly affect self-esteem and a willingness to learn, while indirectly affecting CDMSE. The fit index, which reveals how well the Covariance Structure Analysis model is adapted, showed high adaptability to fit as GFI＝0.962, AGFI＝0.932, RMSEA＝0.084, and AIC＝142.23. Additionally, it could explain the coefficient of determination for the Career Decision-Making Self-Efficacy of 54%. Looking at these results, it seems important to improve first year university students’ communication skills, as it is an important index to promote career development.