PurposeThough the recent conceptualization of career sustainability, defining its indicators and dimensions prompted an important field of careers research, empirical research is still in its infancy. The current study empirically investigates how proactive personality, career adaptability and proactive career behaviors promote career sustainability based on the career construction model of adaptation.Design/methodology/approachThe authors used a two-wave survey design to collect data from 414 full-time working professionals representing different organizations located in India. The authors tested the proposed hypotheses using structural equation modeling in IBM SPSS AMOS.FindingsResults supported a serial indirect effect model with career adaptability and proactive career behaviors carrying the effect of proactive personality on career sustainability.Originality/valueThe study contributes to the emerging sustainable careers literature by unveiling the role of individual factors in career sustainability. Furthermore, the authors investigated these relationships through the complete career construction model of adaptation. By doing so, the current study contributes to careers literature by revealing the linkage between the career construction model of adaptation and career sustainability.

Despite a plethora of research on turnover intentions, we know little about the impact of subjective career aspects (e.g., authenticity, recognition, and meaningful work) on turnover intentions. Drawing upon turnover theory, we argue that subjective career success negatively influences organizational and occupational turnover intentions. This negative effect will be stronger in the presence of career competencies and high perceived employability. To test these relationships, we conducted two field studies using a two-wave survey method. Results of both studies indicated that the negative impact of subjective career success on turnover intentions was strongest when the perceived employability and career competencies were high. In Study 1, we found these relationships significant for organizational turnover intentions. Through Study 2, we found significant results for occupational turnover intentions due to their occupational investments in a new profession. We discuss the contributions of findings to the careers and turnover literature.

The economic liberalisation of the 1990s in India led to calls for increased labour flexibility. As achieving legislative reform proved difficult, the focus shifted to judicial interpretation of existing labour statutes. We present evidence that Indian courts changed their interpretations of labour laws over time, favouring flexibility at the expense of the protective purposes underlying the legislation. Our study is based on analysis of a sample of 196 judgments of senior appellate courts between 1999 and 2019 on protective provisions of the Contract Labour (Regulation and Abolition) Act 1970. The tendency of the Indian courts to support interpretations consistent with the goal of labour flexibility may be said to illustrate the role of the judiciary in promoting market-led economic development, but it also suggests a degree of bias in the courts’ approach to questions of labour law adjudication.

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