Abstract
The goals of sustainable development set priorities for a broad range of stakeholders, i.e. individuals, organisations, societies, and states. They translate into career management priorities, with a view to making careers sustainable. The article presents the preliminary results of the analysis of the concept and the range of meanings of a sustainable career. As a result of a critical analysis and the placement of this concept in the area of management and quality, the assumptions and the definition of a sustainable vocational career were formulated, indicating that it is a sequential arrangement of personal work and outof-work experience related to the performance of work that make it possible to retain physical and mental health and to match competences in a manner enabling productive and meaningful work over a long period.
Highlights
Employees’ careers are the area of interest of e.g. human resources management, organisational behaviour, organisational psychology, and andragogy
As a result of a critical analysis and the placement of this concept in the area of management and quality, the assumptions and the definition of a sustainable vocational career were formulated, indicating that it is a sequential arrangement of personal work and outof-work experience related to the performance of work that make it possible to retain physical and mental health and to match competences in a manner enabling productive and meaningful work over a long period
A sustainable career will mainly be presented as an organisational behaviour, as it is assumed that a career is “the evolving sequence of a person’s work experience over time” (Arthur et al, 1989, p. 8), which does not mean that no reference will be made to human resources management
Summary
Employees’ careers are the area of interest of e.g. human resources management, organisational behaviour, organisational psychology, and andragogy. A sustainable career will mainly be presented as an organisational behaviour, as it is assumed that a career is “the evolving sequence of a person’s work experience over time” The author assumes that organisations are able to implement sustainable organisational careers if they are aware of what such sustainability means for employees, which is the subject of this article, and what legal and institutional solutions could support their internal standards and good practices. The objective of this article is to identify the characteristics of sustainable careers in the literature, to assess critically the approaches and concepts developed to date, and to present the author’s own proposal for a sustainable career
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