Sustainable Career Development of Newly Hired Executives—A Dynamic Process Perspective

Abstract

While prior literature indicated the positive outcomes of successful executive successions for both individuals and organizations, we still know little about the influencing factors and mechanisms of successful executive successions from the individual perspectives of newly hired executives. As prior research of executive succession suggested to consider the contextual change on the entire duration of executive employment, we adopted a qualitative research design to explore important experiences in the process of career development after an executive, who was newly hired from outside the company, joined a new organization with a dynamic perspective. Our goal was to help newly hired executives realize their career development process with key tasks and core competencies in distinct stages, in order to achieve sustainable career development in a new enterprise. There are also implications for enhancing process-oriented career development research and advancing career-development managerial practices.

Towards Career Sustainability: A Systematic Review to Guide Future Research

“…The systematic review of the articles demonstrated the role of non-work contexts in enhancing (or not) an individual's career sustainability, emphasizing the interplay between the individual and multiple social contexts embedded in one's career path. In the context of career, sustainability development is not only evaluated through competency development, but also interactions with other actors (Heslin et al, 2020;Li et al, 2020). This is consistent with the proposal of a systemic approach to understand sustainable career development across the lifespan of a sustainable career model (De Vos et al, 2020).…”

“…Career customization (Straub et al, 2020) and reduced working hours (Kossek & Ollier-Malaterre, 2020) have emerged as effective practices for fostering sustainable careers by providing an opportunity to balance intrinsic needs and those related to other spheres of personal life with those required by the organization. The findings emphasize the significance of organizational practices with macro-contextual configurations as well as the company's potentials as an ally in promoting sustainable career systems that enable dynamic learning and development opportunities critical to career sustainability and labor market needs (Guo et al, 2020;Li et al, 2020).…”

How Do Students Become Good Workers? Investigating the Impact of Gender and School on the Relationship between Career Decision-Making Self-Efficacy and Career Exploration

“…According to the definition of sustainable careers, time, social space, agency and meaning are the four core elements. Time indicates the influences of various career activities and events occurring in the past, present and future; social space emphasizes the importance of external environments on sustainable careers; agency illustrates the impacts of individual differences on sustainable careers; and meaning represents that sustainable careers including both skills development and the meaning of career experiences [1,2]. From a sustainable career perspective, sustainable career development contributes to the personal survival and self-realization value [3].…”