ABSTRACT
Due to the COVID-19 pandemic, most employees face increasing career-related stress, particularly those who work in multinational corporations (MNCs), because the international travel constraints prevent them from going back to their families. Hence, it is imperative to investigate the critical impact of employees' occupational burnout (OB) on career-related outcomes. In response, this research explores the moderating effect of OB on the relationships between career competencies (CCs) and career sustainability (CS). To achieve a more comprehensive understanding of relevant issues, we adopted a mixed-method research design that includes both qualitative and quantitative analyses. Findings indicate that all the three dimensions of CCs (i.e., reflective, communicative, and behavioral career competencies; RC, CC, and BC) were positively related to CS; moreover, OB negatively moderated the individual relationships of CC and BC with CS. The main contribution of this study is to enrich the existing career literature by addressing the critical moderating role of OB in the links of CC and BC individually with CS. Practical implications are also discussed in this study.
ABSTRACT
Reaching full employment and reducing the unemployment rate is one of the 17 sustainable development goals (SDGs) issued by the United Nations to face COVID-19 and the complex global economic situation. Although governments, society, and organizations have made efforts towards SDGs, how employees exert their subjective initiative and enhance their career adaptability is fundamental to solve the employment issue. How to enhance employees’ career adaptability to strengthen their psychological ability to face career changes is the guarantee of sustainable employment. In the light of the main force role and the unique characteristics of the new generation of employees in the workplace, this study aims to explore the relation between a proactive personality and career adaptability. According to the career construction theory, this study constructed a moderated mediation model to test the effect of a proactive personality on career adaptability through career identity and thriving at work, and the moderating role of task interdependence. Surveying 285 new-generation employees in China, this research found that a proactive personality had a significant positive impact on career adaptability, and that career identity and thriving at work mediate the relation. Task interdependence moderated this relation. Our findings extend the research of career construction theory on individual factors and contextual factors, and offer insights into enhancing the sustainability of human resource management and supporting sustainable economic development.
ABSTRACT
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.