This paper aims to move the research field on sustainable careers forward by building conceptual clarity about what a sustainable career means and delineating what distinguishes sustainable from ...non-sustainable careers, thereby providing key indicators of a sustainable career. Moreover, we approach sustainable careers from a systemic and dynamic perspective and address influential factors associated with stakeholders situated in multiple contexts and evolving over time. We elaborate on core theoretical frameworks useful for enhancing our understanding of what makes careers sustainable and present three key dimensions that can help to analyze and study sustainable careers: person, context, and time. Finally, we propose a research agenda that we hope will spur scholars to examine the topic in more detail in future empirical work.
•Sustainable careers can be described in terms of happiness, health, and productivity.•Three key dimensions are useful to study sustainable careers: person, context and time.•Insights from core theoretical frameworks add to understanding sustainable careers.
Having finally achieved her goal of becoming a paediatric nurse, Antonia Philp was devastated when she developed a skin condition that jeopardised her career.
The COVID-19 pandemic has become a significant global crisis that requires individuals, organizations and nations to take necessary steps to cope. To develop a comprehensive and systematic ...understanding of the impact of COVID-19 pandemic on individuals' career development and possible coping strategies, we adopt a cultural psychological perspective to analyze: (1) how internalized cultural orientations (e.g., values, thinking styles, regulatory focus) may shape individual responses and coping strategies to COVID-19 pandemic; (2) how national culture influences the collective actions and norms during COVID-19 pandemic; (3) how to integrate insights from cultural psychology to enrich research on career management strategies in response to a fast changing environment. While this paper primarily focuses on the role of national culture (i.e., the shared meanings and practices in a nation), these discussions can largely be applied to other cultural settings. Practical implications are also discussed.
The purpose of this research is to analyze the development planning process in the Riau Islands in 2020 which is not optimal. The development planning process is analyzed and described using three ...indicators by Willian N. Dunn's development planning evaluation theory, that is: (1) efficiency; (2) equality and (3) responsiveness. The research method used is a qualitative research method. The results of this research indicate that although the development planning process starting from the phasing and scheduling carried out by the Riau Islands Provincial Government in the preparation of the 2020 Regional Government Work Plan has been appropriate and stakeholder participation in the Musrenbang is also quite good, the work achievements contained in the regional head performance agreement at the end of the year it was found that 25% of the performance targets had not been achieved.
...there was no significant difference between completing advanced training or entering an academic practice among GI fellows (P-value = 0.20) (Figure 1b). No significant difference was found between ...GI (28.1%) and other fellows (28.0%) in terms of pursuing advanced training (P-value = 0.92) (Figure 1c). Comparison between GI fellows and other IM subspecialties fellows in various career paths and practice settings Gastroenterology Other subspecialties P-Value n % n % Total number of fellows in 2021 573 100% 4208 100% Fellows with known plans 516 90.10% 3800 90.30% Pursuing advanced training 145 28.10% 1063 28.00% 0.92 Private practice 239 46.30% 1460 38.40% < 0.001 Academician 132 25.60% 1165 30.70% 0.013 Practicing in the US 239 46.30% 1460 38.40% 0.06 In Same Specialty 200 83.70% 1256 86.00% 0.26 Group practice 150 62.80% 745 51.00% 0.002 In the Same State as the Program 68 28.50% 485 33.20% 0.13 Author Notes *Presenter
Social cognitive career theory (SCCT) consists of five interrelated models. Its original models focus on the determinants of educational and occupational interest, choice, and performance (including ...persistence) (Lent, Brown, & Hackett, 1994). A fourth model is aimed at satisfaction and other aspects of well-being in academic and career-related settings (Lent & Brown, 2006a, 2008), and the fifth model highlights processes whereby people manage common developmental tasks and uncommon challenges across the career lifespan (Lent & Brown, 2013). Each of the models seeks to integrate relevant streams of inquiry, with the larger goal of producing a unifying perspective on educational and career behavior. On the occasion of the 25th anniversary of SCCT's introduction, we consider the empirical status of the original three models as well as inquiry on the sources of self-efficacy and outcome expectations, which undergird the three models. Drawing primarily on meta-analytic findings, we examine the tenability of each of the models, observe the roles of particular social cognitive variables within and across model tests, note moderators of model relationships and anomalous findings, point to hypotheses that have been understudied, and suggest additional directions for future inquiry.
•Examined the empirical status of the original three models of social cognitive career theory.•The interest, choice, and performance models generally offer good fit to the data in meta-analytic studies.•There is also general support for hypotheses regarding the experiential sources of self-efficacy and outcome expectations.•Certain social cognitive variables play somewhat varying roles in the different models.
What motivations move young people to jobs and organizations? How many workers in today's world of work aspire to organizational retirement, and what types of organizations aspire to it? One research ...topic that contributes to answering these questions is the study of career development. The literature review reveals a lack of theoretical and practical models that address career development from the combined perspective of individual and institutional relationships. As a result of the comparison, analysis and systematization of the theoretical sources consulted, a model of multilevel career development stages is presented, which includes the perspective of dialectical analysis of the relationships between individuals and institutions and which critically assimilates the theories of Super and Schein. The meeting and coincidence points of the work trajectories of individuals and organizations in the career development process are located. Psychological interviews and the assessment and feedback method for potential development can technically contribute to this purpose.
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