Development and Validation of a Career Sustainability Scale

Chin, Tachia; Jawahar, I. M.; Li, Genyi

doi:10.1177/0894845321993234

Cited by 40 publications

(87 citation statements)

References 69 publications

(84 reference statements)

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“…Specifically, inclusive leaders tolerate employees' opinions and temporary failures, consider their personal value and long-term career development, and enhance their career flexibility (Randel et al, 2018 ). In addition, inclusive leaders emphasize employee development, provide training opportunities for meeting changing occupational requirements, and enhance career renewability (Chin et al, 2021 ). Furthermore, inclusive leaders encourage employees to express opinions.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…In particular, the misalignment of the skill and job role is a critical factor leading to unemployment (Blustein et al, 2020 ). Technological innovation is unremitting, and individuals who endeavor to compete sustainably must continually meet increasingly higher requirements (Chin et al, 2021 ). According to the job characteristics model (Hackman and Oldham, 1976 ), feedback is a job characteristic affecting employees' work status and outcomes.…”

Section: Introductionmentioning

confidence: 99%

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Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

et al. 2021

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Career sustainability is a well-researched issue in academics and other sectors. Technology advancements and COVID-19 have jeopardized career sustainability. Numerous studies have explored the influence of individual characteristics on career sustainability, but few have focused on leadership. In addition, cultural factors must be considered because leadership is rooted in culture. In particular, inclusive leadership reflects traditional Chinese culture. Therefore, based on self-determination social exchange theories, we analyzed the effects of inclusive leadership on career sustainability as well as the roles of thriving at work and supervisor developmental feedback (SDF) in career sustainability. In total, 363 samples were collected from China. The results revealed that inclusive leadership improves career sustainability through SDF and thriving at work. Theoretically, our study fills the research gap and establishes a mechanism and theoretical framework for inclusive leadership and career sustainability. Practically, we offer guidance for enterprises to cultivate inclusive leadership and improve career sustainability.

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Section: Theory and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

et al. 2021

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“…To improve the level of cognition and reduce cognitive bias, information technology and "big data" can be extensively used to establish a knowledge sharing platform suitable for local culture (Chin et al, 2021). Such a platform creates an atmosphere of knowledge sharing and communication among countries, financial organizations, enterprises and individual stakeholders and realizes cross-regional and cross-organizational knowledge sharing (Peralta and Saldanha, 2014).…”

Section: Enrich and Improve The Cross-cultural Management System And Strengthen The Communication Among Economic Subjectsmentioning

confidence: 99%

The impact of cross-border knowledge management on internationalizing Renminbi: lessons from the belt and road initiative

Liu

Cheng

et al. 2021

JKM

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Purpose In the process of Renminbi (RMB) internationalization, the heterogeneity and complexity in knowledge under the multicultural contexts have been considered as important factors that can have profound impacts on the cross-border flow of the RMB currency. Moreover, COVID-19, an exogenous shock, also triggers more in-depth reflection on the relationship between cross-border knowledge management and the financial risk governance. In addition, the needs to effectively respond to global risks and crises prompt the necessity in systematically establishing an effective cross-border knowledge management mechanism and innovatively solidifying the knowledge bases needed for the further internationalization of the RMB. Design/methodology/approach Based on the analysis on the current status of the RMB internationalization, this paper qualitatively explores some major challenges and difficulties encountered in the process of RMB internationalization from the perspectives of knowledge management and cross-cultural theories. To effectively mitigate these challenges and difficulties, discussions and recommendations centered on three main aspects: cross-cultural management; cognition; and innovation for the further development of the RMB internationalization are also presented in this paper. Findings Based on the analysis on the cross-border knowledge management and cross-cultural perspectives, this paper identifies three major challenges and difficulties that the RMB internationalization is encountering, including: cultural heterogeneity and its adverse impacts on the communication amongst economic entities; the existence of knowledge iceberg; and the difficulty it presents to cognition and financial innovation. Meanwhile, the authors also present recommendations on the development of the cross-border knowledge management mechanism for furthering the progress of internationalizing the RMB currency. Research limitations/implications From the perspective of cross-border knowledge management, this study not only elaborates on the recommendations aimed at further promoting the RMB internationalization but also provides reference and guidance for the state, central banks and commercial banks to play better roles in furthering the RMB internationalization. Originality/value This paper creatively integrates the micro knowledge management into the macro process of RMB internationalization, thoroughly discusses two main challenges and difficulties encountered in the process of RMB internationalization from the unique perspective of cross-border knowledge management under the multicultural contexts and provides relevant recommendations for RMB’s further internationalization. This study also enriches the exploration of knowledge management outcome variables and further expands the research field of knowledge management.

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“…However, the career sustainability of mid-level expatriate managers decreases day by day. Previous studies demonstrate that advanced skills and competitive competencies enhance career sustainability ( Chin et al, 2019b , 2021a ).…”

Section: Introductionmentioning

confidence: 99%

The Impact of Career Competence on Career Sustainability Among Chinese Expatriate Managers Amid Digital Transformation in Vietnam: The Role of Lifelong Learning

Zhang

Chin

et al. 2022

Front. Psychol.

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Digitalization and advanced technologies are replacing human jobs. Around the world, many people have lost their jobs due to increasing digitalization. Similarly, Chinese expatriates associated with the manufacturing sector in emerging countries such as Vietnam face similar challenges. Therefore, Chinese expatriates need to bring competitiveness in their competencies. This competitiveness brings sustainability to their career. The aim of this study is to investigate the impact of career competencies on career sustainability. Moreover, we test the mediating effect of lifelong learning in the relationship between career competencies and career sustainability. A questionnaire survey approach was used in this study. The target population was the Chinese expatriate managers working at China-invested manufacturing multinational organizations in Vietnam. To estimate the proposed relationships, we use structural equation modeling. The results are confirmed that in the direct relationship career competence has a positive impact on career sustainability. The findings of this study also indicate that career competencies have a positive impact on lifelong learning. Furthermore, outcomes confirmed that lifelong learning has a positive impact on career sustainability. Similarly, results are also confirmed that lifelong learning is positively mediating between career competencies and career sustainability. Therefore, the empirical results of this article identify that lifelong learning has a critical impact on sustainable careers. Specifically, this study is useful for mid-level managers who are associated with multinational organizations. At the end of this article, we also explained the practical implications, limitations, and future research directions.

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Development and Validation of a Career Sustainability Scale

Cited by 40 publications

References 69 publications

Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

The impact of cross-border knowledge management on internationalizing Renminbi: lessons from the belt and road initiative

The Impact of Career Competence on Career Sustainability Among Chinese Expatriate Managers Amid Digital Transformation in Vietnam: The Role of Lifelong Learning

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