Sustainable Career Development Research Articles

Sustainable careers within greening economies

Sustainable Livelihoods are more adaptable than precarious jobs, for career development through Decent Work. An essential element for Career Sustainability is Climate action, that includes Just Transitions from carbon-intensive to carbon-neutral or regenerative work. This paper analyses a municipal transition from coal-mining to a more carbon-neutral, city economy, which has foregrounded just transition for miners, and improved the wider ecosystem. The Polish city of Katowice in Poland illustrates how work and career structures, in this case municipal, can work for people in everyday life and their future careers. The case may also serve as a lighthouse project for future just transitions, as part of sustainable career development, by greening economies and supporting access to decent work for all.

Work education and educational developments around sustainable livelihoods for sustainable career development and well-being

Covid-19, Artificial Intelligence (AI), and Climate Change, have disrupted work education, rendering sustainability of careers and livelihoods a concern. This paper outlines a collaborative response to that challenge, offering opportunities for sustainable livelihoods in a work education cloud collaboration, Project SLiC (Sustainable Livelihoods Collaboration). We have joined forces across nation states in the Global South/North to share cloud resources, focused on teaching a postgraduate course, Sustainable Livelihoods. Online modules are stored in a secure cloud site, from which local courses draw-down, autochthonously, whichever resources fit workforce development in context. We outline modules, and an evaluative process, in a proof-of-concept trial. Finally, we envisage how this initial collaboration may morph into a whole degree, including research supervision. We close with a call to career development professionals to share their unique expertise and experiences at the work education frontline, on how to develop this sustainable careers project, for the greater good.

Becoming and being a translation and interpreting teacher in China: A sustainable role identity trajectory

This study presents a Translation and Interpreting Teacher Role Identity (TITRI) trajectory, a sustainable career development model for T&I teachers. It employs a qualitative case study method to investigate the professional lives of three T&I teachers in China, mapping their role identity development across three stages using the Dynamic Systems Model of Role Identity (DSMRI). The findings highlight that the three case participants have experienced some major events, symbolizing a career path beginning as a T&I practitioner and culminating into a multifaceted role. The analysis emphasizes how major events define the TITRI trajectory, shaping T&I teachers’ professional paths and highlighting the dynamic interplay between their personal experiences and professional development. The TITRI trajectory enhances our understanding of the professional role identity of T&I teachers. It adds to the existing literature on T&I teacher professional development by providing deeper insights into the mechanisms that help T&I teachers in cultivating their roles as trainers/educators, researchers and practitioners within the higher educational context.

Skills development for sustainable career planning in Bangladesh: the case of gender equality in education

Purpose This study aims to investigate the importance of lifelong learning in cultivating competent human capital, fostering long-term career sustainability and promoting gender equality in Bangladesh. Design/methodology/approach This study has used a qualitative research methodology with inductive reasoning. The researchers used purposive sampling to conduct semi-structured interviews with 34 male and female students at the graduate and undergraduate levels, in addition to six stakeholders. This research is grounded in the theoretical frameworks of human capital development theory and gender and development theory. Findings The results suggest that there exists a positive correlation between lifelong learning, sustainable career development and gender equality in the context of Bangladesh. Successfully executing strategies might also play a significant role in attaining Bangladesh’s sustainable development goals (SDGs). Practical implications Educational curriculum reform within institutions is urgently needed, necessitating the active involvement and influential contributions of actors and stakeholders. Implementing lifelong learning must also align with gender equality and SDGs. Originality/value This study addresses a significant gap in the existing literature by offering insights into the relationship between lifelong learning, career sustainability and gender equality within the specific context of Bangladesh. This study provides valuable contributions to scholars, stakeholders and policymakers while establishing a foundation for future research endeavors.

Job insecurity and (un)sustainable well-being: unravelling the dynamics of work, career, and life outcomes from a within-person perspective

ABSTRACT The present study investigates longitudinal relationships between job insecurity and a set of work, career, and life outcomes. Using an integrative theoretical framework that combines the principles of conservation of resources and sustainable career development, we aim to unravel the scope and dynamics of stressor-strain pathways that undermine employee well-being in these domains. To that end, latent curve modelling with structured residuals was performed on a large heterogeneous sample (N = 1134) of individuals living and working in Switzerland. Based on seven annual measurement points, the results revealed yearly within-person dynamics through which job insecurity may hinder sustainable well-being in different areas of life. Furthermore, our findings allow for contrasting short-term (yearly) versus long-term (7-year) effects. They uncover potential protective mechanisms through which between-person differences in the initial levels of sustainable well-being resources might mitigate the risks of being increasingly exposed to job insecurity over time, as reflected in within-person growth patterns. Research, policy, and practical implications are discussed based on these findings.

The effect of collectivism-oriented human resource management on employee resilience of hospitality employees.

In the face of an increasingly challenging and rapidly evolving business environment, not all the employees exhibit the requisite resilience necessary to recover from adversity. From both the individual and organizational perspectives, enhancing employee resilience emerges as a critical issue not only in the practical and academic fields. In the Chinese culture, this research aims to investigate how and why collectivism-oriented human resource management (C-HRM) fosters employee resilience. Drawing on the group engagement model, we propose a serial mediating effect of perceived overall fairness and three dimensions of social identity between C-HRM and employee resilience. Using a sample of frontline employees in the hospitality industry, we conducted a field survey among 342 employees (study 1) and a two-wave online survey among 294 hospitality employees (study 2). Findings from empirical analysis indicated that C-HRM significantly increases overall fairness perception of hospitality frontline employees and in turn, their identification and respect, which further fertilize employee resilience. In addition, the indirect effect of C-HRM on employee resilience through perceived overall fairness and pride was not statistically significant. These important findings are expected to help employees cope with the workplace pressures caused by ongoing challenges and change, and contribute to sustainable career development.

Sustainable Career Development of Nursing Graduates in Higher Vocational Colleges: A Case Study of Weifang Nursing Vocational College

Background and Aims: Currently, in China nursing graduates of higher vocational colleges are restricted by many factors, particularly career development. Career development is an important indicator for measuring the quality of nursing graduates and the extent to which government and hospitals attach importance to the employment of nursing graduates in higher vocational colleges. Therefore, it is necessary to delve into the career development of nursing graduates in vocational colleges under the current employment situation. This study mainly aimed to investigate the current situation of nursing graduates' career development and factors affecting the career development of nursing graduates. Materials and Methods: The sample was drawn from the 2019 nursing graduates in Weifang Nursing Vocational College using non-random sampling. These nursing graduates participated in the research voluntarily participation and accepted their participation in the research consent form. Data were collected using a questionnaire. The questions focused on many factors that affected their career development, including how hiring practices at government, hospitals, and colleges, factors affecting the recruitment process, and challenges facing career development. Results: The results show that nursing graduates have basic knowledge and skills in nursing. The results also showed that government employment policies, teaching program management, and employability development were the key factors influencing the career development of nursing graduates from higher vocational colleges are relatively successful. Additionally, results indicated that school-based classroom environments have a significant and positive impact on nursing graduates’ career development. The government should increase employment efficiency and change employment policies as necessary to achieve sustainable professional development. Educational institutions and nursing schools should improve their teaching and learning management systems to align with employment policies and needs. Conclusion: The results emphasize how crucial it is for the government to get involved in employment policy optimization to promote the nursing profession's long-term growth. In addition, educational establishments need to modify their pedagogical approaches to better prepare nursing graduates for the skills required by changing job markets and facilitate a smooth entry into the workforce.

A Psychology of Sustainable Career Development: Hypernormalized Ideology or Inherently Sustainable?

Sustainable career development is a great priority for organizations, governments and individuals alike. Facing the grand challenges of our global world, careers and their development have to be re-designed to incorporate more sustainable ways of living and working. However, most work around sustainable careers is centered around neoliberal modes of organizing, amplifying individual responsibility of individuals for their careers, while treating careers merely as an instrumental ‘tool’ towards organizational performance and viability. Hence, sustainable careers are a hypernormalized ideology. In the current paper, a psychology of sustainable career development is introduced that deviates from earlier, more conservative models, of career development towards a more radical interpretation and recognition of truly sustainable ways of organizing and developing careers. Anchored in an interpretation of sustainable careers as promoting dignity and capabilities of people, this conceptual paper formulates a new psychology of the sustainable career, towards integration rather than individualization.

Colleagues’ Support and Techno-Complexity: The Importance of a Positive Aging Climate

Aim/Purpose: With a focus on promoting sustainable career paths, this article investigates the intricate relationship between age diversity management and techno-complexity, emphasizing the pivotal role of a supportive work environment. Background: In the modern workplace, the dynamics of age diversity emerge as a crucial element influencing the well-being and productivity of employees, particularly amidst the swiftly evolving digital landscape. This becomes especially pertinent when considering workers’ unique challenges adapting to technological advancements. Methodology: Utilizing a cross-sectional design, data were collected from 160 employees in an Italian multinational company within the metalworking sector. Contribution: This study provides valuable insights into the complex dynamics between the aging climate, colleagues’ support, and techno-complexity. It emphasized the importance of considering the direct effects of organizational factors and their in-direct influences through social dynamics and support structures within the workplace. Findings: The results revealed the mediating role of colleagues’ support in the relationship between the aging climate and techno-complexity. These findings highlight the importance of a supportive work environment in the context of sustainable career development, contributing to a comprehensive understanding of diversity management within the modern digital era. Recommendation for Researchers: Our results open to a series of implications and future directions. First, the unexpected finding regarding the direct relationship between the aging climate and technostress calls for a deeper exploration of the intricacies involved. Future studies could delve into specific organizational contexts, technological demands, and individual differences that may modulate this relationship. Future Research: Future studies could delve into specific organizational contexts, technological demands, and individual differences that may modulate this relationship.

REGENERASI PERWIRA PENERBANG ANGKATAN DARAT

This study aims to analyze the optimal strategy in improving the regeneration of Indonesian Army (TNI AD) aviator officers to support the tasks of the Army. In this evolving era, the Indonesian Army faces complex challenges that require strong regeneration in its personnel, especially in terms of flight officers who have an important role in supporting military operations and national defense. The research method used in this research is a qualitative method with a descriptive analysis approach. The data used consisted of literature, policy documents, and interviews with relevant parties within the Army. The results of the analysis show that there are several strategies that can be applied to improve the regeneration of TNI AD flight officers. Among them are improving selection and recruitment by involving a comprehensive assessment of physical abilities, intelligence, leadership and relevant technical skills, developing effective education and training programs that involve a combination of academic education with intensive and realistic field exercises, developing adequate infrastructure and facilities for flight training, and a clear and sustainable career development program for flight officers. In order to improve the regeneration of Indonesian Army flight officers, the implementation of these strategies needs to be supported by a strong commitment from the government and related institutions. Through a holistic and sustainable approach, it is hoped that the Army can have a strong regeneration of aviator officers who are ready to face increasingly complex tasks in the future

Facilitating Sustainable Career Development in Fragility: A Psycho-Linguistic Intervention for Employability of Individuals with Fragile Literacy Skills

The brief report examines the burgeoning interest in sustainable career development by discussing the role of employability of individuals with fragile literacy skills, i.e., second-language learners (L2), and individuals with developmental dyslexia (DD). Considering sustainable career development as the umbrella of practices facilitating individuals flourishing, we aim to present an integrated flexible intervention to promote the employability of individuals with fragile literacy skills (DD and L2) that combines both the promotion of linguistic skills and psychological resources. Using an experimental research design, we tested our training intervention on language skills (reading and writing) coupled with psychological training intended to enhance psychological resources and psychological capital. A total of 38 individuals with DD took part in our examination (n = 22 in the experimental group) and n = 26 L2 (n = 11 in the experimental group). We measured employability skills and psychological capital pre and post our interventions both in the control and in the experimental groups. Our result show that the intervention led to a significant improvement in L2 and DD. We discuss our results and implications for research and practice.

International Engineering Education Accreditation for Sustainable Career Development: A Comparative Study of Ship Engineering Curricula between China and UK

Higher education accreditation within the Washington Accord has played a crucial role in advancing the global recognition of engineering training, greatly benefiting the professional sustainability of graduates. However, the existence of substantial disparities in higher engineering education systems among countries poses challenges for international engineering education accreditation, primarily due to information asymmetry. To address this issue, this study focuses on a comparative analysis of representative undergraduate programs in the field of ship engineering from the Ocean University of China in China and the University of Southampton in the UK. By examining the curriculum systems in the field of ship engineering in both countries, this study aims to shed light on the variations and similarities between the two. Moreover, the study delves into the specific example of the “Marine Engineering English” module to illustrate how an independent module can effectively fulfill the requirements for international recognition in higher engineering education accreditation while also serving the curriculum system. Serving as a significant practical case within the framework of the Washington Accord, this research provides valuable insights for the establishment of engineering education curriculum systems that are aligned with international standards. Ultimately, its findings hold considerable significance for promoting the international recognition of engineering education and fostering sustainable professional development for graduates.

Career Development Strategies to Improve Human Resources Sustainability in Organisations

In the era of globalisation and increasingly fierce competition, the sustainability of human resources (HR) becomes very important for the success of the organisation. Organisations that have effective career development strategies are able to retain quality human resources, increase productivity, and create a competitive advantage. The purpose of this study is to identify and analyse effective career development strategies in improving HR sustainability in organisations. The current research type is qualitative. Data collection techniques include listening and recording important information to conduct data analysis through data reduction, data display, and conclusion drawing. The study results show that in the context of improving HR sustainability in organisations, career development strategies play a very important role. In the above, we have discussed effective and relevant career development strategies by accommodating individual personality preferences and ensuring a match between the individual, the work environment, and organisational values. Holland's Career Choice Theory provides valuable insights in designing sustainable career development strategies.

What Research Should Vocational Education Colleges Conduct? An Empirical Study Using Data Envelopment Analysis

Higher vocational education (HVE) aims to cultivate high-quality technical and skilled talents so that the educated have the professional ethics, scientific culture, professional knowledge, technical skills, and other comprehensive professional qualities and action abilities required for engaging in a specific profession to achieve sustainable career development. Two problems related to critical management strategies for sustainable development activated this study: Should HVE colleges conduct academic research? What types of research should HVE colleges do? This article attempts to empirically study the second question while affirming the answer to the first question. HVE colleges focus on talent cultivation, which does not mean they will never engage in academic research. The key is to decide and evaluate the research types for HVE colleges. First, a survey was conducted on the current status and practical needs of HVE colleges globally and especially in China, and it was found that there is a mutually beneficial relationship between teaching and research in HVE colleges. Then, the positioning of HVE colleges for academic research was analyzed from three aspects—research type, performance assessment, and combination comparison—and three types of research positioning were proposed, i.e., applied research type, educational research type, and comprehensive research type. Then, three assessment index systems of academic research positioning types were designed from two input and output levels, and a research performance assessment model was established using data envelopment analysis (DEA). Finally, taking 22 vocational colleges in Shanghai as examples, a comparative study was conducted on the assessment results of three research types to determine the research types of different HVE colleges. Based on their educational history and academic research resources, HVE colleges can choose their research types. The HVE management department can guide HVE colleges to conduct differentiated academic research and support teaching and talent cultivation through input–output analysis for sustainable educational and teacher development.

Organizing School-to-Work Transition Research from a Sustainable Career Perspective: A Review and Research Agenda

Abstract A successful school-to-work transition is crucial to an individual’s initial entry into the labor market and overall sustainable career development. Scholarly interest in how emerging adults (i.e., late teens to late 20s) can achieve a successful transition to work has grown considerably, stemming from various disciplines, such as educational sciences, psychology, sociology, and economics. These disciplines have all produced valuable knowledge, yet, they mostly exist as separate silos, without clear integration. To create an overview of the literature, we systematically reviewed school-to-work transition literature and used a sustainable career lens to organize it. Based on 365 articles from the past 28 years, our review findings show that there are different conceptual and theoretical approaches to studying school-to-work transitions. We subsequently organize these perspectives into antecedents categorized into the sustainable career perspective’s person, context, and time dimensions. Moreover, we categorize school-to-work transition outcomes as proximal and more distal outcomes related to happiness, health, and productivity indicators. Finally, we reflect on the implications of our review article and suggest ways forward for conceptualizing and theorizing modern school-to-work transitions, along with an agenda for future research.

Antecedents and Consequences of Sustainable Career: A Conceptual Model

In this era of fast-changing workplace, sustainable career has emerged as a contested domain both for employees and the organizations. Currently, there is scant scholarship on the parsimonious model of sustainable career development, addressing antecedents and consequences of the issue. To fill this research gap, the study proposes a model of sustainable career by utilizing the theoretical discourse of conservation of resources theory and life-span theory. The conceptual exposition emphasizes on investigating sustainable HRM (S-HRM) practices as an antecedent of sustainable career and the impact of (S-HRM) on employee well-being through mediating mechanism of sustainable career. Further, the study highlights the considerable significance of career stage as a moderator between (S-HRM) practices and sustainable career as individuals on different career stages have multiple perceptions regarding sustainability of their careers. The study offers new insights into the scholarship of sustainable career and proffered to empirically test the model in future.

Sustainable Career Development of Chinese Generation Z (Post-00s) Attending and Graduating from University: Dynamic Topic Model Analysis Based on Microblogging

Chinese generation Z (post-00s) are about to confront career decisions as the first batch of post-00s graduates. However, current career studies rarely take the post-00s, the liveliest group with characteristics of the era, as research subjects to investigate their beliefs, attitudes, values, motivation, career behavior, etc. Existing studies focused on the status quo of post-00s career education without dynamically studying the career development process from college to graduation. This study performed big data analysis, using the dynamic topic model (DTM), combing the golden triangle theory to study the career development of the post-00s in China. We summarized the “connection between individuals and others” as a new dimension and tried to propose a corrected theoretical model of the “golden triangle” that can help the post-00s make sustainable career decisions.

Sustainable Career Development for College Students: An Inquiry into SCCT-Based Career Decision-Making

As an important factor in predicting the future sustainable development of college students, career decision-making (CDM) has attracted widespread attention in the field of vocational education. Based on Social Cognitive Career Theory (SCCT), this study proposed a moderated mediation model to investigate the relationship between work values and CDM, the mediating role of career decision-making self-efficacy (CDMSE), and the moderating effect of career goals. A total of 1300 questionnaires were collected using the snowball sampling method, and 1203 valid questionnaires were collected. The differences in background variables were examined by the independent sample t-test, and the validity of the research hypotheses was tested by SEM and multigroup analysis. The results of the study showed the following: (1) There were significant differences in CDM performance among college students of different genders and different grades. (2) CDMSE plays a partial mediating role between work values and career decision-making. (3) Career goals play a moderating role between CDMSE and CDM, and compared with low-level career goals, high-level career goals can promote the impact of CDMSE on CDM. In the future, colleges and universities can promote college students’ CDM by shaping work values, improving CDMSE, and guiding the establishment of career goals.

The impact of CSR on green purchase intention: Empirical evidence from the green building Industries in Taiwan.

Worldwide supplies are being utilized at a disturbing rate and to a significant degree, the building business has been accountable for this ecological deprivation, particularly because of its elevated level of energy expenditure. Hence, this research paper targets the customers of green building industries in Taiwan and developed a framework based on Carroll's corporate social responsibility (CSR) model, theory of planned behavior (TPB), and cognitive consistency theory (CCT), to measure the impact of CSR on green purchase intention (GPI). Furthermore, it analyzes the impact of CSR on green word of mouth (GWOM), green attitude (GA), green concern (GC), and green trust (GT). Moreover, it explores the roles of GA, GC, GWOM, and GT on GPI. Finally, to study the mediating roles of GC, GA, and GWOM, with the relationship between CSR and GPI. The data for this study was collected from 600 customers of green building businesses located in Taiwan with the help of a convenience sampling technique. As per the results of this research, CSR was discovered to have a positive impact on GPI, GWOM, GA, GC, and GT. Furthermore, GWOM had a significant impact on GPI. Moreover, GC and GT were in a significant relationship with GPI. Consequently, all the relationships were significant except the relationship between GA and GPI. Furthermore, GT, GWOM, and GC fully mediate the relationship between CSR and GPI. However, GA was not found to significantly mediate the relationship between CSR and GPI. The findings of this study provide practical implications regarding the impact of CSR on GPI and the trending issue of sustainable career development.

Encouraging China’s College Students to Achieve Sustainable Careers: Evidence from Structural Equation Modeling

China’s college graduates are experiencing extreme employment pressure, especially under the effects brought about by COVID-19. This study examines whether career-related psychological factors jointly affect college students’ career decision-making self-efficacy (CDMSE) to achieve sustainable career development. Leveraging self-administrated survey data with 703 undergraduate students, we find that career awareness, job search self-efficacy (JSSE), and career planning ability positively relate to CDMSE. We also find that career awareness positively correlates with JSSE and career planning ability. In addition, the results support that perceived career reality positively relates to JSSE and career planning ability. However, no evidence indicates the positive relationship between perceived career reality and CDMSE. Furthermore, mediation tests confirm that JSSE and career planning ability partially mediate the relationship between career awareness and CDMSE. Practical implications, limitations, and future directions are also discussed.