Sustainable careers

Newman, Karen L.

doi:10.1016/j.orgdyn.2011.01.008

Cited by 91 publications

(64 citation statements)

References 4 publications

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“…Scholars have just recently begun to conceptualize careers in terms of sustainability. Newman (2011) indicated that sustainability as it applies to careers suggests “preserving and enhancing human capital” and “restoring and maintaining balance” (p. 138). To be sustainable over time, individual careers must…”

Section: Sustainable Careersmentioning

confidence: 99%

“…integrate the various experiences and sectors within ones’ life to provide a sense of “completeness and meaning” (Newman, 2011, pp. 138-140).…”

Section: Sustainable Careersmentioning

confidence: 99%

“…The research to date on sustainable careers is in its infancy. Scholars are beginning to develop conceptualizations of what sustainable means as it applies to careers (e.g., De Vos & Van der Heijden, 2017; Kossek, Valcour, & Lirio, 2014; Newman, 2011; Van der Heijden & De Vos, 2017). Human resource development (HRD) has not yet examined sustainability from a career perspective.…”

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confidence: 99%

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Conceptualizing and Creating Sustainable Careers

McDonald

Hite

2018

Human Resource Development Review

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The world of work continues to change, with potentially dire predictions for the future as technology, work intensification, and workplace inequities impinge on careers, suggesting a need for increased attention on how to sustain them. This article focuses on the concept of sustainable careers: what they are, why they matter now, and what other disciplines are doing to address this phenomenon. The authors conclude with how human resource development can play a significant role in research and practice to develop both systems that foster career sustainability and individuals who are ready to embrace an evolving career climate.

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Section: Sustainable Careersmentioning

confidence: 99%

“…integrate the various experiences and sectors within ones’ life to provide a sense of “completeness and meaning” (Newman, 2011, pp. 138-140).…”

Section: Sustainable Careersmentioning

confidence: 99%

mentioning

confidence: 99%

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Conceptualizing and Creating Sustainable Careers

McDonald

Hite

2018

Human Resource Development Review

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“…As regards the individual level, investing more time and effort in training and education will enhance employability in terms of occupational expertise and adaptability (Van der Heijden, 2005), thereby probably boosting the worker’s confidence regarding the ability to continue working at a satisfactorily level until his/her retirement age (see also De Coen et al, 2015). In turn, this is likely to positively affect his/her intention to continue working until his/her official retirement age (Newman, 2011).…”

Section: Perceived Employability As a Mediatormentioning

confidence: 99%

To Leave or Not to Leave? A Multi-Sample Study on Individual, Job-Related, and Organizational Antecedents of Employability and Retirement Intentions

et al. 2019

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In view of the aging and dejuvenation of the working population and the expected shortages in employees’ skills in the future, it is of utmost importance to focus on older workers’ employability in order to prolong their working life until, or even beyond, their official retirement age. The primary aim of the current study was to examine the relationship between older workers’ employability (self-)perceptions and their intention to continue working until their official retirement age. In addition, we studied the role of potential antecedents of their perceived employability at three different levels: training and education in current expertise area as well as in an adjacent expertise area (individual level factor), learning value of the job (job level factor), and organizational career management practices (organizational level factor). Data were collected by means of e-questionnaires that were distributed among two groups of Dutch older (45-plus) white collar workers. The samples consisted of 223 employees of an insurance company, and 325 university workers, respectively. Our research model was tested separately in each sample using Structural Equation Modeling. We controlled for effects of respondents’ (self-)perceived health and (self-)perceived financial situation. Similar results were found for both samples. First, the relationship of perceived employability with the intention to continue working until one’s retirement age was positive, whereas the relationship between a perceived good financial situation with the intention to continue working until one’s retirement age was negative. Secondly, as regards the potential antecedents, results showed that the learning value of the job was positively related to perceived employability. In addition, an employee’s perception of good health is a relevant correlate of perceived employability. So, whereas perceived employability contributes to the intention to continue working until one’s retirement age, a good financial situation is a push factor to retire early. In order to promote the labor participation of older workers, this study indicates that organizations should focus on the learning possibilities that are inherent to one’s job rather than on providing additional training or career management. Further research is needed to test the generalizability of our results to other samples.

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“…Although it focuses on individuals as central career actors, the sustainable careers model takes into account a variety of contextual influences that shape career dynamics (De Vos et al, 2020). Taking the smart city as a context in which sustainable careers (may) develop and in line with De Vos et al (2020) and Newman (2011) we propose that sustainable careers are (1) mutually beneficial for the person and the smart city and (2) should be addressed in a systemic and developmental, long-term perspective . In order to jointly achieve this sustainability synergy, smart cities as career ecosystems should facilitate long-term employability, nurture flexibility and adaptability in terms of career choices as well as foster intelligent career choices by keeping citizens connected with all the stakeholders involved in career development.…”

Section: Striving For Sustainable Careers In Smart Citiesmentioning

confidence: 99%

Career challenges in smart cities: A sociotechnical systems view on sustainable careers

2020

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Smart cities are a modern reality in an increasingly digitized and fast changing world; and, as multidimensional, multilayered and interconnected career ecosystems they bring a number of challenges for the development of sustainable careers. What are the systemic roots of these challenges, and how can we deal with them to support the emergence of sustainable careers? We draw on a sociotechnical approach, supplemented by a dynamic person–environment fit perspective, to describe two systemic challenges tied to the development of sustainable careers in smart cities, namely: (1) an unbalanced fit, in that the highly digitized context fits best with highly educated and information and communications technology (ICT) literate citizens working in knowledge intensive organizations; and (2) a volatility of fit, associated with the complex and fast-changing smart urban context. Based on the sociotechnical analysis, we put forth three suggestions for addressing these challenges and creating a sustainable career ecosystem focused on: (1) the continuous development of ICT literacy, knowledge, talents and skills; (2) citizen participation and career communities; and (3) network-centric organizing of sustainable careers that could alleviate some of the challenges associated with the parallel development of sustainable careers and smart cities.

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Sustainable careers

Cited by 91 publications

References 4 publications

Conceptualizing and Creating Sustainable Careers

Conceptualizing and Creating Sustainable Careers

To Leave or Not to Leave? A Multi-Sample Study on Individual, Job-Related, and Organizational Antecedents of Employability and Retirement Intentions

Career challenges in smart cities: A sociotechnical systems view on sustainable careers

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