The contemporary career literature or ‘new career’ theory emphasizes the importance of individual agentic career management processes in which individuals manage their careers to achieve career satisfaction by flexibly adjusting to the dynamic environment. There is limited research, however, on how individuals strategize their careers as they age, by utilizing or balancing organizational career management factors, including developmental human resource (HR) practices and organizational support. This study, therefore, documents how age, career self-management and organizational career management factors interactively influence career satisfaction, integrating conservation of resources (COR) and socioemotional selectivity (SES) theories. Using time-lagged data collected from 364 Japanese employees, the results supported the predicted three-way interaction effects. For young employees, the positive relationship between career self-management and satisfaction was stronger when developmental HR practices and organizational support were high, and thus a synergistic effect was salient. For middle-aged employees, the positive relationship was stronger when these factors were low, and thus a compensatory effect was manifested. Interestingly, middle-aged employees who perceived a lack of developmental practices or support showed marked improvements in career satisfaction by engaging in career self-management behaviors. We discuss the changing nature of career management strategies across an individual’s lifespan from both vocational and managerial viewpoints.

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This paper attempts to document how employees' perceptions of organizations' human resource management (HRM) practices influence their work behavior and outcomes, including the level of turnover intentions and job quality improvement, in a Japanese organizational and management context. In particular, an examination was made to clarify the mediating role of person-environment (P -E) fit and multiple aspects of work commitment to reach possible explanations of the relationships between perceived HRM practices and employees' behavioral outcomes, following recent work that studied the above linkages. The results of structural equation modeling using a sample of 1052 healthcare service employees in Japan provided basic support for the idea that the effects of HRM practices and employees' behavioral outcomes are neither direct nor unconditional. Moreover, employees' evaluations of their fit and commitment to their organizations were found to be the important mediators of the relationships between perceived HRM practices, while their evaluations of their fit to and involvement in their jobs were not. The findings are used to discuss why the specific forms of P-E fit and work commitment appear salient in Japanese organizations. The generalizability of the findings and the limitations of the study are discussed.

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p53 expression was studied immunohistochemically to identify a precursor lesion of basal cell carcinoma (BCC) in the epidermis adjacent to BCC. With two different anti-p53 antibodies of CM1 and DO7, p53 expression was frequently detected in the epidermis adjacent to BCCs arising on the face and in the normal epidermis with usual sun exposure. In the epidermis adjacent to BCC, stained cells were occasionally clustered in a small area, but no cluster was found in the normal epidermis with usual sun exposure. The expression was less frequent in the normal epidermis with rare sun exposure. Ten cases of normal skin with usual sun exposure, showing CM1 staining in the epidermis, were screened for p53 gene mutations with polymerase chain reaction-single-strand conformation polymorphism analysis using DNAs obtained from the epidermis. No mutation was detected in exons 2 to 10 of the p53 gene in these 10 cases. The epidermis flanking three BCCs that was stained with CM1, on the other hand, carried a missense mutation of C to G transversion at a dipyrimidine site of codon 249. This alteration replaced arginine with threonine. The mutation of codon 249 was not detected in the three BCCs. Our results first suggest that ultraviolet light irradiating the skin in a daily life induces p53 accumulation in the epidermis and secondly that the frequent clonal expansion of p53 mutant cells occurs in the epidermis adjacent to BCCs. This clonal expansion of mutant p53 may provide a molecular basis for high risk of developing subsequent new skin cancers in patients with BCC.