How do individual factors affect career sustainability? An investigation of cascading effects through the career construction model of adaptation

Abstract

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.

Self-goal setting as a way to career sustainability: exploring the roles of career crafting and perceived organizational goal clarity

“…Deliberately sculpting one's career is a kind of career proactivity, that reflects various cognitive and behavioral strategies (Jiang et al, 2023), and this effective selfregulation is crucial to achieving long-term sustainable development (Parker et al, 2019). Few scholars have conducted empirical studies on the relationship between career crafting and career sustainability (Talluri et al, 2022;Van der Heijden et al, 2020). By identifying career crafting as a mediator in the relationship between self-goal setting and career sustainability, our study provides empirical evidence for the mechanism underlying the correlation of proactive goal-setting with positive career outcomes.…”

“…During this process, individuals may consider the mission and strategic context as well as the perspectives of others to implement changes in the right manner and engage stakeholders effectively. At the same time, in response to the call for further organizational factors (Baruch and Sullivan, 2022;Talluri et al, 2022), we examine the impact of perceived organizational goal clarity on individual careers. According to the notion that clear goals can guide employee behaviors (Stazyk et al, 2021) and facilitate employees feeling the importance of their work (Wright et al, 2012), it is interesting that we explore the mediating role of career crafting is moderated by perceived organizational goal clarity.…”

“…Faced with constant changes in society, various professions have received varying degrees of shocks and employee career paths are constantly being threatened (Van der Heijden and De Vos, 2015). Not surprisingly, how to respond to this dynamic environment and promote career sustainability deserves more attention (Talluri et al ., 2022). However, the current research mainly comprises qualitative research (e.g.…”

Antecedents and Consequences of Sustainable Career: A Conceptual Model

“…This implies that mechanism of career planning considers individual characteristics, contextual conditions, and developmental potential. Thus, sustaining individual's career across the entire career path has become a significant concern for individuals as well as for organizations (Talluri, Schreurs, & Uppal, 2022).…”

“…Despite the increasing importance of sustainable careers, there has been little available scholarship on the individual as well as organizational antecedents and outcomes of sustainable career (Tordera, Peiró, Ayala, Villajos, & Truxillo, 2020). In recent past, few studies have attempted to investigate precursory effects of sustainable career, for example, impact of personality traits i.e proactive personality on sustainability of career (Talluri et al, 2022), impact of inclusive leadership on sustainable career (Fang et al, 2021), impact of career competencies on sustainable career (Tu, Zhang, & Chiu, 2020) and impact of HRM practices on sustainable career (Tordera et al, 2020). These studies have provided valuable insights in the domain of sustainable career, but it is largely unknown that how and up to what extent sustainable human resource management (S-HRM) practices play their role in shaping sustainable career and what are the outcomes of sustainable career.…”