Sustainable Career Development Research Articles

Sustainable career development for R&D professionals: Applying a career development system in Basque country

The goal of this study is to measure the effectiveness of a career development system implemented at a research and technology organization at satisfying the context requirements of a decree issued by the Basque Country government. Through in-depth surveying of 80 R&D professionals over the five years, the authors aimed to determine whether a career development system, when it is linked to context requirements and researchers’ contributions, could offer researchers feedback about their career aims and increase their job satisfaction. During the five years of the study, the researchers’ capacity to meet career requirements improved by 20%, and job satisfaction, although it declined at first, increased substantially in the last two years, reaching a historic high for the employee satisfaction survey.

Impact of Future Time Perspective on Entrepreneurial Career Intention for Individual Sustainable Career Development: The Roles of Learning Orientation and Entrepreneurial Passion

This study addressed the underlying mechanisms through which future time perspective (FTP) motivates entrepreneurial career intention. By focusing on entrepreneurship as an important career decision for individual sustainable career development, we argued that the generic use of a learning orientation approach mediates the effect of the presence of an extended FTP on individual entrepreneurial career intention. We also posited that entrepreneurial passion for founding moderates the relationship between learning orientation and individual entrepreneurial career intention. Using a survey data of 416 students attending a Chinese public sector university, we found that FTP enhanced learning orientation, which, in turn, stimulated entrepreneurial career intention. Moreover, the positive relationship between learning orientation and entrepreneurial career intention became strong as entrepreneurial passion for founding increased. Results were discussed in terms of implications for theory and practice.

Promoting Career Counselors’ Sustainable Career Development through the Group-based Life Construction Dialogue Intervention: “Constructing My Future Purposeful Life”

Continuous professional development refers to maintaining, enhancing, and broadening individuals’ knowledge, skills, and the personal qualities required in their professional lives. The present experimental study attempts to explore the way(s) that the Life Construction intervention: “Constructing my Future Purposeful Life” contributes to career counselors’ sustainable career development. Two groups of career counselors participating in a training program delivered by the National and Kapodistrian University of Athens were involved, namely, an experimental group (N = 33) that received the intervention and a control group (N = 27) that did not receive any intervention. The effectiveness of the intervention was verified through qualitative and quantitative analysis, including the calculation of effect sizes, of the data obtained through the Future Career Autobiography, and the Greek version of the Life Project Reflexivity Scale. The results indicate that the Life Construction Intervention improved career counselors’ reflexivity and self-awareness, while, concurrently, the need for practical training in contemporary interventions to support their sustainable career development is highlighted. The main conclusion refers to the fact that the career counselor needs to construct his or her own Self as a sustainable project beforehand, in order to be able to support individuals in their own Self construction and promote their well-being.

Sustainable Career Development of Newly Hired Executives—A Dynamic Process Perspective

While prior literature indicated the positive outcomes of successful executive successions for both individuals and organizations, we still know little about the influencing factors and mechanisms of successful executive successions from the individual perspectives of newly hired executives. As prior research of executive succession suggested to consider the contextual change on the entire duration of executive employment, we adopted a qualitative research design to explore important experiences in the process of career development after an executive, who was newly hired from outside the company, joined a new organization with a dynamic perspective. Our goal was to help newly hired executives realize their career development process with key tasks and core competencies in distinct stages, in order to achieve sustainable career development in a new enterprise. There are also implications for enhancing process-oriented career development research and advancing career-development managerial practices.

From School to Work: Improving Graduates’ Career Decision-Making Self-Efficacy

As boundaryless careers become mainstream, individuals need to enhance career decision-making self-efficacy (CDSE) during career transitions to secure better employment outcomes and sustainable career development, especially when moving from a school to a work environment. Drawing on social cognitive career theory, this study empirically proposed a moderated mediation model to examine whether proactive personality (measured at Time 1), career success criteria clarity (CSCC, measured at Time 2), and family socioeconomic status (including family income, parents’ educational level, and parents’ occupational level; measured at Time 1) would contribute to CDSE (measured at Time 2). Results based on a two-wave survey of 235 college students showed that: (1) proactive personality positively predicted CDSE; (2) CSCC positively predicted CDSE; (3) CSCC partly mediated the relation between proactive personality and CDSE; (4) the positive effect of CSCC on CDSE was stronger among students with a lower family socioeconomic status. Individuals with strong proactive personalities were more likely to develop salience in career success criteria and in turn became more confident in making career decisions. Therefore, vocational educators in higher education could help to improve students’ CDSE by promoting training programs for proactive thinking, providing successful role models, and encouraging family involvement, especially for students with a lower family socioeconomic status.

Assessing the Impact of Cultural Intelligence on Sustainable Career Competitive Advantage for Students in College of Design

In culturally diverse career settings, some designers are performing more effectively than others. The competence and intelligence behind their performance are crucial to sustainable career development in the highly competitive and globalized design industry. We believe that cultural intelligence (or CQ as a shorthand label) is highly required in such cross-cultural design situations, and it could be trained and improved through design education. Therefore, to better prepare students in design colleges for sustainable career development, we extend and assess the CQ model in design education. We begin the study by determining the demographic differences of design students in terms of CQ, then clarify associations between CQ and competitive advantage. The results of variance analyses using both a t-test and ANOVA showed that education level had a significant effect on two dimensions of CQ (cognitive and motivational CQs), whereas gender, age, and design field did not have significant effects on any dimensions of CQ. Further, step-wise regression analyses demonstrated that three dimensions of CQ (motivational, metacognitive, and behavioral CQs) had significant impacts on competitive advantage. Based on these results, theoretical and practical implications, as well as suggestions for future studies, are further discussed.

A Sustainable Career Perspective of Work Ability: The Importance of Resources across the Lifespan.

In this study, we examine employees’ perceptions of their work ability from a sustainable career perspective. Specifically, we investigate the role of a person’s perceived current fit (i.e., autonomy, strengths use and needs-supply fit), and future fit with their job as resources that affect perceived work ability, defined as the extent to which employees feel capable of continuing their current work over a longer time period. In addition, we test whether meaningfulness of one’s work mediates this relationship, and we address the moderating role of age. Our hypotheses were tested using a sample of 5205 employees working in diverse sectors in Belgium. The results of multi-group Structural Equation Modelling (SEM) provide mixed evidence for our hypotheses. While all four resources were significantly and positively related to perceived meaningfulness, only needs-supply fit was positively related to perceived work ability. Strengths use, on the other hand, was also significantly related to perceived work ability, yet in a negative way. These findings underscore the importance of distinguishing between several types of resources to understand their impact upon perceived work ability. Interestingly, the relationship between future-orientedness of the job and perceived work ability was moderated by age, with the relationship only being significant and positive for middle-aged and senior workers. This suggests an increasingly important role of having a perspective of future fit with one’s job as employees grow older. Contrary to our expectations, meaningfulness did not mediate the relationships between resources and perceived work ability. We discuss these findings and their implications from the perspective of sustainable career development.

A whole-life perspective of sustainable careers: The nature and consequences of nonwork orientations

Developing a sustainable career necessitates actively considering nonwork roles relative to one's career. However, little is known about who is more or less likely to consider nonwork roles, and what consequences this entails for a sustainable career development. To address this issue, we investigated the nomological net of nonwork orientations (NWO) in two studies, with five samples (total N = 2679). Study 1 explored the nomological net of NWO and found that among students and employees, people high in agreeableness more strongly considered the family and community role, whereas those high in extraversion and openness showed higher NWO for private life and community. Moreover, students and employees who endorsed self-transcendence work values scored higher on NWO. Study 2 examined how different combinations of NWO and work role commitment relate to work–nonwork conflict and enrichment with latent profile analysis. Across three samples including younger, age-heterogenous, and older workers, we identified five distinct profiles: average levels, work focused, personal life focused, family and personal life focused, and whole-life focused (i.e., high in NWO and work role commitment). Notably, people with a whole-life profile (between 6% and 29% of the samples) reported more work–nonwork enrichment, and a tendency for less work–nonwork conflict compared to individuals predominately focused on either work or personal life. Moreover, we found some meaningful age group differences which call for more research into lifespan dynamics in sustainable careers. Overall, the results of the studies help to better understand the meaning of NWO and how they relate to a sustainable approach to career development.

Quality culinary workforce competencies for sustainable career development among culinary professionals

Competencies are vital factors that provide an incredible impact on individuals' career sustainability. However, the lack of guidelines has made it difficult to define and measure these competencies. This study attempted to identify important competencies that are deemed essential for culinary professionals in the hospitality industry. The qualitative research design composed of document analysis and interviews with culinary experts in Malaysia. The qualitative data were used to form the framework of the Star-Chef Competency Model, which consists of six identified competency constructs. The compilation of the identified competency statements was fully utilised in the development of the competency model and is believed to be a very helpful guidance for culinary professionals in Malaysian hospitality industry. Findings provide culinary educators and trainers with useful insights on important competencies that need to be emphasized in the training and education of professional chefs.

Please Don't Look at Me That Way. An Empirical Study Into the Effects of Age-Based (Meta-)Stereotyping on Employability Enhancement Among Older Supermarket Workers.

At present, individuals increasingly have to take ownership of their working lives. This situation requires them to self-manage and plan their careers. However, individuals’ career management does not happen in a vacuum. Studies have therefore stressed the importance of organizations introducing Sustainable Human Resource Management to share the responsibility for individuals’ employability. This is expected to motivate especially disadvantaged workers, such as older workers (≥ 50 years) and those working in lower-skilled jobs, to work longer across the life-span. In view of the growing scholarly and societal attention for Sustainable Career Development (SCD), the present study examines the relationships between workers’ chronological age (comparing older workers with younger and middle-aged groups, respectively) and dimensions of self-reported employability, and how perceptions of negative (meta-)stereotyping regarding older workers’ productivity, reliability, and personal adaptability moderate these relationships. To examine how possible underlying psychological mechanisms can affect individuals’ labor market decisions and behaviors, we developed hypotheses derived from socio-emotional selectivity and self-categorization theory, which we tested using data collected among supermarket workers in various age groups (N = 98). Moderated regression analyses showed that, in line with our hypotheses, perceptions of negative age-based (meta-)stereotyping amplifies the negative effect of older workers’ age on their self-perceived employability. In particular, we found that: (1) the older worker group reported lower levels of three of the distinguished employability dimensions (i.e., anticipation and optimization, corporate sense, and balance, but not occupational expertise and personal flexibility) and (2) perceptions of stronger negative (meta-)stereotypes regarding older workers in the organization had a moderating effect on the relationship between age group and four of the distinguished employability dimensions (i.e., occupational expertise, anticipation and optimization, corporate sense, and balance, but not personal flexibility). We conclude that age group membership as well as negative age-based (meta-)stereotypes deter older workers from enhancing their employability, which may potentially impact their career decisions and opportunities, especially in view of swift changing labor market demands. We argue, therefore, that Sustainable HR practices should focus on opposing negative age-based (meta-)stereotyping and on creating an inclusive work climate, meanwhile enhancing workers’ ambitions and career opportunities over the life cycle.

Contemplating the Antecedents of a Sustainable Work Life in an Emerging Economy: Lessons from Early Retirees in the ICT Sector of Pakistan

Sustainable careers at present are characterized by elements of both planned and unplanned career transitions traversed over the entire life course. Planned career transitions involve voluntary departure from the routine career while unplanned career displacements come in the form of involuntary retirement decisions resulting from the job-cuts imposed by organizations. Involuntarily-displaced workers are challenged with threats, such as an unwelcoming job-market, depleted skillsets and potential obsolescence which results in limited employability. For developed nations, extant research has investigated to a reasonable extent this budding avenue of post-retirement career decision making and its dependency on various micro-level socioeconomic determinants. However, the same avenue is, as yet, unexplored for developing economies. In an endeavor to fill this gap, the present research is undertaken to study different post-retirement career trajectories chosen by middle-aged and elderly workers after a job loss from the information and communication technology (ICT) sector in Pakistan. We employ the technique of multinomial logistic regression on data obtained from 295 early displaced workers (M = 217, F = 78) to compare different retirement decisions in the light of various socioeconomic factors, such as age, gender and specific measures of human, social and financial capital and risk-taking ability. Age, gender and health status are observed to be major deterrents to sustainable career participation while technical qualification helps to sustain reemployment opportunities. Our research offers notable contributions to the realm of sustainable career development by identifying the factors which influence workers’ employability for sustainable workforce participation. Managerial and theoretical implications are discussed followed by conclusions and research limitations.

Sustainable career development of new urban immigrants: A psychological capital perspective

Sustainable development goals (SDGs) emphasize decent work and well-being, while sustainable career development is a key determinant of these two parts. Based on Psychological Capital Theory, we investigate the micro mechanism of new urban immigrants' sustainable career development which is good to their social incorporation and sustainability. Especially this paper constructs a model including job performance as mediator and origin region as moderator to propose the relationship between psychological capital and new urban immigrants' career successes. Several hypotheses are supported by empirical evidence of a sample of 306 questionnaires filled by supervisors and employees with 11 firms. We found that psychological capital has a significant impact on career development including opportunities and satisfaction through job performance. Employees' origin region moderates the relationship between psychological capital and job performance. Compared to urban employees, the psychological capital of rural employees has a stronger influence on job performance. Origin region also significantly moderates the relationship between job performance and career development opportunities. Namely at the same level of performance, supervisors give more career development opportunities to rural employees. In regard to career development, psychological capital is more important to new urban immigrants than urban aborigines. We suggest that government and firms should pay more attention to new urban immigrants' psychological capital to propel them achieve sustainable career development which is good to society sustainability.

The Canadian Traumatic Brain Injury Research Consortium: Epitomizing Collaborative Research in Canada.

Traumatic brain injury (TBI) is the leading cause of death in the first half of life and a chronic disability for Canadians of all ages. Despite the recognized importance of TBI, there is no integrated national strategy for research and best practices in Canada. We therefore created the Canadian TBI Research Consortium (CTRC) to build an ideal model of collaboration between Canadian TBI researchers. Our objectives were to: (1) Create a collaborative Canadian research network, (2) improve patient survival, functional outcome, and health through sustainable and scalable evidence-based practice implementation, (3) strengthen the healthcare system for patients with TBI, (4) provide international leadership and collaboration in TBI research, (5) build stronger links with patients and their representatives to help set the research agenda, and to participate in analysis of its impacts, and (6) support current researchers and prepare the next generation of leaders in TBI research. Building on the highly successful 30-year history of the Canadian Critical Care Trials Group, we developed a highly collaborative research group that integrates the multi-disciplinary network of TBI researchers in Canada. The CTRC conducts multi-center clinically relevant practice changing research. Our research is developed around investigator-led project-based research using a programmatic approach and multiple methodologies. Through strong and sustainable career development and mentorship programs, we train and develop the next generation of TBI researchers. Our group is composed of more than 100 Canadian researchers from coast to coast, most of them funded by the Canadian Institutes of Health Research and other granting agencies. In conclusion, the CTRC prioritizes investigator-led TBI research and broadens the research agenda by integrating researchers from different disciplines in the field of TBI research to optimize delivery of care and improve the health of Canadians with TBI. Our goals are being accomplished across the whole continuum of care by conducting clinically relevant and practice-changing research.

Sustainable Career Development of The Senior High School Educators

This paper aimed to describe how educators explore their career to achieve the goals which have been set beforehand. It also attempted to provide a clear image of different career strategies which have been implemented by the educators at schools. This study used qualitative approach by employing the multi-case study design. Data was analyzed using the constant comparative method. The result indicated some differences were found at the stage of career exploration. Furthermore, at the stage of determination of career goals, the educators had been determined to commit to their organizational or professional growth.Keywords: career development, educators, career exploration, career goals, career strategies.

Using collaborative approaches with a multi-method, multi-site, multi-target intervention: evaluating the National Research Mentoring Network

Background and purposeThe NIH-funded National Research Mentoring Network (NRMN) aims to increase the representation and success of underrepresented groups (URGs) in biomedical research by enhancing the training and career development of individuals from diverse backgrounds, communities, and cultures. The national scope of NRMN, its wide array of innovative programs in mentor and mentee matching and training across the career spectrum, requires a collaborative evaluation strategy that addresses both internal and external evaluation needs. Due to the variety of programs implemented for each target group, the NRMN program is responsible for its own process and short-term outcome evaluations and the national Coordination and Evaluation Center (CEC) is responsible for assessing the medium and long-term effectiveness of the implemented strategies and program sustainability. Using a collaborative, utilization-focused evaluation framework, both internal NRMN evaluators and the CEC are working to translate findings into information that can be used to make both short term and long-term decisions about the efficacy and reach of the NRMN model. This important information can then inform efforts to institutionalize the current programs and potentially replicate them elsewhere.Program and key highlightsThe overall evaluation of NRMN is guided by both outcome and process questions that are tailored for each target group. The different target groups include faculty and others who serve as mentors, mentees across academic training and career stages, and researchers without a history of independently funded research. NRMN is also building the capacity for training those pursuing biomedical careers by developing “master trainers” for both mentoring and grantsmanship programs in organizations and institutions that can support expanded training efforts aimed at diversifying the biomedical workforce.ImplicationsResults of this evaluation will be used to inform the design and implementation of sustainable, effective, and comprehensive mentoring and career development initiatives that promote diversity in the biomedical research workforce. Our collaborative evaluation design, theoretically-derived measurement instruments, efficient data systems, and timely reporting serve as an example of how to put evaluation principles described into practice for large, multi-site, and multi-dimensional research training programs like NRMN.

Hope in Early Careers: Mediating Effects of Work Motivation on Performance and Turnover Intentions

The flexible work environment of today has lead to the assumption that being hopeful is critical for sustainable career development and facilitates successful adaptation in the workplace. However, the construct of hope has been fairly recently introduced into the organizational literature and there is a lack of empirical research investigating the mechanisms that link hope and its assumed positive outcomes. We propose that hope, the perception of being capable to achieve desired goals and to generate possible ways of attaining them, influences positive work outcomes through an increase of work motivation. We conceptualized work motivation as a system containing autonomous goals (reason to motivation), positive affect at work (energized to motivation), and occupational self-efficacy beliefs (can do motivation). We suggest that hope, mediated by work motivation, has a positive effect on two important work outcomes: job performance and turnover intentions. We tested the hypotheses among 590 Swiss adolescents in vocational education and training. Performance ratings were obtained for a subsample of 136 individuals from their apprenticeship supervisors. Results showed that hope was positively related to all three motivational states and job performance and negatively related to turnover intentions. Positive affect mediated the effects of hope on both performance and turnover intentions. Autonomous goals mediated the effect from hope on turnover intentions. Our hypotheses are thus partially supported and emphasize the importance of hope already at early career stages. The results indicate the potential of the hope construct for employee selection and development.

Fostering Sustainable Career Development and Employability Among Young People in the Changing World of Work: Employers’ Perspective

This paper considers employers’ perspective on personal change management and adaptation characteristics relative to young people's career development and employability in Cross River State, Nigeria. Subjects were 210 employers (112 males and 98 females), with varying years of working experience. These were drawn from 66 public and private work settings in the State. The subjects were required to specify and rate those personal traits they consider important with regard to enhancing young people's career development and employability within the context of increasingly complex and rapidly changing workplace. Actual numbers and percentages were used to present results. Findings indicated that: continuous learning, networking, teamwork, persistence, planfulness, risk-taking, optimism, and flexibility were most popular qualities considered by subjects. However, goal-orientation, continuous learning and responsiveness were rated highest in terms of their relative importance. Counselling implications were discussed.