Sustainable Careers: Towards a Conceptual Model
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This presentation features some highlights from our conceptual paper on sustainable careers (De Vos, Van der Heijden, & Akkermans, 2018 in Journal of Vocational Behavior)
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Introduction and bios
This document summarizes presentations from a workshop on career development over the life course. It discusses how economic and social changes are transforming employment relationships, requiring more flexible career path management that addresses changing individual needs over time. It notes that building satisfactory career paths depends on developing resources throughout life. Transition phases between jobs, unemployment, and inactivity require support through public policies, businesses, and other organizations. The workshop seeks to address how to prevent increasing discrepancies in resources, offer sustainable careers and working conditions, and enable businesses to adapt while supporting employees.
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Presentation given to IHI on 14th December 2022: Creating Tomorrow Today: Unleashing Learning as a Power for Transformation
Introduction and bios
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development: career competencies. The present article provides a framework of
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competencies. Six career competencies are discerned: reflection on motivation,
reflection on qualities, networking, self-profiling, work exploration, and career control.
Based on this framework, we developed the Career Competencies Questionnaire
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between 16 and 30 years of age. The results provided initial support for the
content, factorial, discriminant, and incremental validity of the CCQ. We hope to
stimulate further discussion, research, and development of interventions in the area
of career development. Implications for theory and practice are also discussed.
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millennial generations. This research is included in quantitative research. The population of this study were
workers aged 22-57 years. The samples collected in this study were 160 respondents. The sample selection
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and well-being of young employees. In a quasi-randomized control trial, the effects of the program were tested in a homogeneous sample of young employees
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J. Félix Lozano1 • Teresa Escrich2
Received: 12 January 2015 / Accepted: 6 March 2016 / Published online: 16 March 2016
� Springer Science+Business Media Dordrecht 2016
Abstract Cultural diversity is an increasingly important
phenomenon that affects not only social and political har-
mony but also the cohesion and efficiency of organisations.
The problems that firms have with regard to managing
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decades from the perspectives of management theory and
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Discussion 1: Reflections on Qualitative Research for Social Change
Introduction: Social Change
In the recent years, the pursuit for institutions, “practical researchers” and individuals to join in the crusade for
social change
has been remarkable; as many people around the world are reaching out to their neighborhoods as a member of the community to contribute to the common good through research, service, and educational opportunities (
Yob
& Brewer, 2015. p.2). Social change constitutes a change in the nature, the social institutions, the social behavior or the social relations of a society, community of people, or other social structures (Walden University, 2016). Social change can be at the micro scale (that positively shape values, attitudes and behaviors) or at the macro scale (that positively shape
economies, religion and families).
The Essence of Social Change to a Walden Student
Yob
& Brewer (2015) observed that the term “social change” has been defined and analyzed across the academic disciplines, reflecting the particular perspective of that discipline and its research agenda. Prominent among the definition of
social change
are the concepts of
social justice
and
equity
which have been significant in discussions of social change in education, psychology, and social and cultural studies (Curry-Stevens, 2007; Drury &
Reicher
, 2009;
Moely
,
Furco
, & Reed, 2008; and
Peterson, 2009, as were cited in
Yob
& Brewer (2015). There are as many definitions for
social change
as we have social scientists. However
Hoff and
Hickling
-Hudson (2011), supporting the definition of
Aloni
(2002), provided the definition which places social change as “challenging trends of discrimination, exploitation, oppression, and subjugation displayed by groups who regard themselves as favored and, thus, take privileges for themselves and deprive other groups of the right to a dignified life” (p. 189). In this context, “
change”
as is used in the “social change” is defined here in positive and value-laden terms that relate more particularly to the agents of social change than to others they might want to change.
There is a great range and variation in the roles and positions that researchers takes up in research, as was observed by
Ravitch
& Carl (2016).
Over the years (
more than 45 years), Walden University has produced career professionals with the opportunity to transform themselves as scholar-practitioners so that they can apply what
they’ve
learned to effect positive social change. Walden is focused on inspiring and celebrating the remarkable achievements of community members who continue to make a difference by addressing challenges where they live, in their professions, and in the world around them. This was a major factor that attracted me to pursue a
programme
at Walden. In our sub-region, (the sub-Sahara Africa), addressing the issue of social change from the national perspective has not been as significant relative to the.
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J. Félix Lozano1 • Teresa Escrich2
Received: 12 January 2015 / Accepted: 6 March 2016 / Published online: 16 March 2016
� Springer Science+Business Media Dordrecht 2016
Abstract Cultural diversity is an increasingly important
phenomenon that affects not only social and political har-
mony but also the cohesion and efficiency of organisations.
The problems that firms have with regard to managing
cultural diversity have been abundantly studied in recent
decades from the perspectives of management theory and
moral philosophy, but there are still open questions that
require deeper reflection and broader empirical analysis.
Managing cultural diversity in organisations is of prime
importance because it involves harmonising different val-
ues, beliefs, credos and customs, and, in essence, human
identity. Taking into consideration these cultural differ-
ences and harmonising them is a human rights issue
(UNDP, Cultural liberty in today’s diverse world, 2004)
and a central dimension of corporate social responsibility.
Here we are going to focus on theoretical reflection about
the ideas that lie behind corporate policies and organisa-
tional initiatives that deal with cultural diversity. The aim
of our paper is twofold: to present a critical reflection on
the ideology of tolerance, and propose an ideology of
respect for dealing with cultural diversity. We start by
presenting the plurality of interpretations of the concept of
ideology, and justify its applicability to the field of cultural
diversity. We then reflect on the differences between
‘‘tolerance’’ and ‘‘respect’’ and identifying the practical
implications for managing cultural diversity. And finally,
we propose a culture of r ...
"The New Responsibility Paradigm: Implications for Strategic Competitiveness"
Snapshot of my "Futurist Lecture Series" presentation at the 2010 annual conference of the World Future Society in Boston. This PDF has a few sample slides. Want more? Invite me to present!
HCS103 topic 1
This document provides an overview of the fields of practice in HCS103, a core subject in social work and social welfare degrees. It introduces key terminology related to human services and social work. Social work draws from various disciplines and aims to facilitate social change, empowerment, and social justice. Social welfare practice requires understanding human development, social systems, and how individual and societal factors interact. Practice occurs at micro, meso, and macro levels.
A Critical Review Of Resilience Theory And Its Relevance For Social Work
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Published article To Care or Not to Care
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The quantified self at work
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A Good Teacher Essay | PDF | Teachers | Learning. essay on my favourite teacher in english. Essay About Teacher - My Favorite Teacher. Essay- Becoming an excellent teacher. Teachers Essay. Essay Of Teacher – Telegraph. Essay On Teachers Day. 310 best images about teacher stuff on Pinterest | Teaching, Earth day .... What Is A Teacher Essay Example | Sitedoct.org. "I Am a Teacher" 2011 Texas Teacher of the Year essay by ATPE member .... Essay on Teachers Day in English for Students 500 Words. Essay on Teachers Day/Ten lines about Teachers day/Essay writing/Best .... [Essay] Good and Bad Teachers | Teachers | Emotions. ️ Becoming a teacher essay. Becoming A Teacher Essay. 2019-01-31. Teacher’s Passionate Essay Brings Year’s Worth of School Supplies to .... Essay on Teachers Day (2023) in English [Short, Simple & Best]. Short essay about a teacher. Essay on Teacher | Teachers | Classroom. My teacher essay - Purchase Custom Written Essays.. 006 Essay Example Why I Want To Teacher ~ Thatsnotus. Being A Teacher Essay – Telegraph. Essay on Teacher in English for Kids and Students | 500 Words Essay on .... Essay on my teacher is the best in 2021 | Essay, College application .... My Teacher Essay | Essay on My Teacher for Students and Children - A .... Essay about teachers - College Homework Help and Online Tutoring.. essays on teachers | Teacher favorite things, Essay help, Writing .... Short Essay on Teachers' Day [100, 200, 400 Words] With PDF - English .... ESSAY - Qualities of a Good Teacher | Teachers | Action (Philosophy ....
HSM-2.ppt
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PDD 2019 Career development informed by social justice - Ann Delauzun
This document provides information on designing career development learning interventions informed by social justice. It begins with definitions of social justice and examples of how social justice can be applied to career development. It then describes a workshop delivered on this topic, including the design, student consultation conducted during planning, evaluation and applications to other contexts. The workshop aimed to increase understanding of social justice in career and inspire individual and social change. Student feedback indicated collaborative learning was an effective approach. Challenges included managing emotional aspects and facilitating debate on competing views.
Qualitative Research Critique II 2
This qualitative study explored the attitudes, beliefs, and practices of 40 undergraduate smokers through interviews. The researchers identified several themes: many students viewed smoking as social and a stress reliever; most wanted to quit but found it difficult; and many were aware of health risks but felt invincible as young adults. The study provided insights into the perspectives and behaviors of college-age smokers to help inform future smoking prevention and cessation programs.
Planetary Awareness Driving the Green Transition
The speaker, Hazel Henderson, is the founder of Ethical Markets Media, LLC and the creator and co-executive Producer of its TV series. She is a world renowned futurist, evolutionary economist, a worldwide syndicated columnist, consultant on sustainable development, and author of The Axiom and Nautilus award-winning book Ethical Markets: Growing the Green Economy (2006) and eight other books. She co-edited, with Harlan Cleveland and Inge Kaul, The UN: Policy and Financing Alternatives, Elsevier Scientific, UK 1995 (US edition, 1996).
Discussion 1 Reflections on Qualitative Research for Social Change.docx
Discussion 1: Reflections on Qualitative Research for Social Change
Introduction: Social Change
In the recent years, the pursuit for institutions, “practical researchers” and individuals to join in the crusade for
social change
has been remarkable; as many people around the world are reaching out to their neighborhoods as a member of the community to contribute to the common good through research, service, and educational opportunities (
Yob
& Brewer, 2015. p.2). Social change constitutes a change in the nature, the social institutions, the social behavior or the social relations of a society, community of people, or other social structures (Walden University, 2016). Social change can be at the micro scale (that positively shape values, attitudes and behaviors) or at the macro scale (that positively shape
economies, religion and families).
The Essence of Social Change to a Walden Student
Yob
& Brewer (2015) observed that the term “social change” has been defined and analyzed across the academic disciplines, reflecting the particular perspective of that discipline and its research agenda. Prominent among the definition of
social change
are the concepts of
social justice
and
equity
which have been significant in discussions of social change in education, psychology, and social and cultural studies (Curry-Stevens, 2007; Drury &
Reicher
, 2009;
Moely
,
Furco
, & Reed, 2008; and
Peterson, 2009, as were cited in
Yob
& Brewer (2015). There are as many definitions for
social change
as we have social scientists. However
Hoff and
Hickling
-Hudson (2011), supporting the definition of
Aloni
(2002), provided the definition which places social change as “challenging trends of discrimination, exploitation, oppression, and subjugation displayed by groups who regard themselves as favored and, thus, take privileges for themselves and deprive other groups of the right to a dignified life” (p. 189). In this context, “
change”
as is used in the “social change” is defined here in positive and value-laden terms that relate more particularly to the agents of social change than to others they might want to change.
There is a great range and variation in the roles and positions that researchers takes up in research, as was observed by
Ravitch
& Carl (2016).
Over the years (
more than 45 years), Walden University has produced career professionals with the opportunity to transform themselves as scholar-practitioners so that they can apply what
they’ve
learned to effect positive social change. Walden is focused on inspiring and celebrating the remarkable achievements of community members who continue to make a difference by addressing challenges where they live, in their professions, and in the world around them. This was a major factor that attracted me to pursue a
programme
at Walden. In our sub-region, (the sub-Sahara Africa), addressing the issue of social change from the national perspective has not been as significant relative to the.
Aussie paradigm paper
This document discusses how different paradigms have shaped the field of home economics over the past century and will continue to impact practice. It argues that home economics is undergoing a paradigm shift from a scientific to a more contextual paradigm. The document provides background on paradigms and how they shape one's worldview and approach to problems. It examines how the scientific paradigm has influenced home economics and discusses calls for the field to adopt a more critical perspective to better address changing family needs.
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Discussion 1 Reflections on Qualitative Research for Social Change.docx
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On Monday September 25th I gave a guest lecture at Erasmus University Rotterdam about sustainable careers. Among other things, we discussed what a sustainable career is, why we need to pay attention to them, and what young individuals can do to successfully start a sustainable career.
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During AOM 2017, I presented a paper about the role of career competencies and career adaptability in students' well-being and performance, on behalf of the first author, Kristina Paradniké.
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I presented this paper on behalf of the first author, Rowena Blokker. The paper features a systematic review of the school-to-work transition literature, including antecedents and consequences, and a preliminary conceptual model of macro and micro factors.
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These are the slides from a keynote talk that I did during the CityWork Amsterdam event on May 29th 2017 at the RAI convention center in Amsterdam.
EAWOP 2017 Symposium Employability 2.0
The document discusses innovative ways of studying employability and presents findings from a study on employability conducted by Jos Akkermans, Stefan Mol, and Sofija Pajic at the EAWOP Meeting in Dublin, Ireland. The study used latent profile analysis to examine different profiles of employability competencies in university graduates and their relationship to study and job performance, drawing on a systematic literature review. The findings from the study were discussed by Nele de Cuyper.
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This study examined how unit commitment climate buffers the negative effects of psychological contract breach (PCB). The researchers found that:
1) A high level of agreement in commitment climate (climate strength) moderated the relationship between PCB and decreased work engagement, such that strong agreement buffered the negative effects.
2) However, only the interaction between high commitment climate level and strength buffered the effects - high level alone did not.
3) PCB had the most strongly buffered negative effects on engagement when both commitment climate level and strength were high.
EAWOP 2017 Presentation All In or All Out
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De slides van Ans de Vos, de keynote van het jaarcongres 2017.
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This was the overall symposium presentation during the 2014 Academy of Management conference, which was co-organized by Nele de Cuyper and Anneleen Forrier.
Kooij et al. (2017) - The Influence of FTP on Work Engagement and Performance...
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting,
and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the
lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke
different forms of job crafting, which in turn would be associated with changes in work engagement
and job performance. In line with our expectations, we found that employees whose open-ended FTP
increased over a 1-year time period also crafted more job resources and challenging job demands such
that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations,
employees whose limited FTP increased over the 1-year time period did not proactively reduce their
hindering job demands. Hence, although crafting fewer hindering job demands was directly related to
decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These
findings have important implications for the literature on job crafting and FTP.
Akkermans & Tims (2017) - Crafting your Career: How Career Competencies Relat...
This study aimed to investigate whether career competencies could enhance an
employee's subjective career success in terms of perceived employability and
work–home balance via job crafting behaviors. Based on Job Demands-
Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success
through expansive job crafting. The results showed that job crafting mediated
the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the
positive relationship between career competencies and work–home enrichment.
We expected a negative association between job crafting and work–home interference,
yet our results indicated that career competencies are indirectly and
positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be
considered a personal resource, (2) empirically examining the role of job crafting
in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use
these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Plomp et al. (2016) - Career Competencies and Job Crafting: How proactive Emp...
This study examines how proactive employees influence their well-being through job crafting and career competencies. The study found that proactive personality was positively related to both job crafting and career competencies. Job crafting and career competencies were both found to mediate the positive relationship between proactive personality and employee well-being, as measured by job satisfaction and perceived health. The findings suggest that proactive employees can enhance their well-being through both proactively shaping their job duties and developing career-related skills and abilities.
Akkermans & Tims (2016) - Crafting your Career: How Career Competencies Relat...
This study examines whether career competencies can enhance subjective career success in terms of perceived employability and work-home balance through job crafting behaviors. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability as well as work-home enrichment. However, career competencies were also positively related to work-home interference through job crafting. The findings suggest that career competencies and job crafting can help employees achieve better career success by improving their employability and work-home balance.
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Connect to Grow: The power of building networks
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
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Sustainable Careers: Towards a Conceptual Model
- 1. SUSTAINABLE CAREERS: TOWARDS A CONCEPTUAL MODEL Ans de Vos, Beatrice van der Heijden, & Jos Akkermans EAWOP SGM Employability – TUE Eindhoven 29-06-2018
- 2. Vrije Universiteit Amsterdam 2 SUSTAINABLE CAREERS……?
- 3. Vrije Universiteit Amsterdam 3 SETTING THE STAGE Sustainable Careers: Towards a Conceptual Model
- 4. Vrije Universiteit Amsterdam 4 SUSTAINABLE CAREERS Sustainable Careers: Towards a Conceptual Model “Sequences of career experiences reflected through a variety of patterns of continuity over time, thereby crossing several social spaces, characterized by individual agency, herewith providing meaning to the individual” Van der Heijden & De Vos, 2015, p.7
- 5. Vrije Universiteit Amsterdam 5 Sustainable Careers: Towards a Conceptual Model
- 6. Vrije Universiteit Amsterdam 6 CONCEPTUALIZING SUSTAINABLE CAREERS Sustainable Careers: Towards a Conceptual Model Individual Approach Individual is the central career actor Systemic Approach Careers evolve in contexts and with various stakeholders Dynamic Approach Process perspective, between + within persons
- 7. Vrije Universiteit Amsterdam 7 INDICATORS OF SC Sustainable Careers: Towards a Conceptual Model Happiness e.g., engagement, subjective career success Health e.g., workability, well-being Productivity e.g., performance, employability Dynamic Person-Career Fit
- 8. Vrije Universiteit Amsterdam 8 DIMENSIONS FOR ANALYZING SC Sustainable Careers: Towards a Conceptual Model Person Creating agency and meaning, e.g., through career competencies and adaptability Context Understanding role of various actors in different layers of context Time Careers as cyclical self-regulatory processes with dynamic learning
- 9. Vrije Universiteit Amsterdam 9 Sustainable Careers: Towards a Conceptual Model
- 10. Vrije Universiteit Amsterdam 10 THEORIES FOR UNDERSTANDING SC Sustainable Careers: Towards a Conceptual Model Conservation of Resources Theory (Hobfoll, 1989, 2001) Principles of (1) primacy of resource loss and (2) resource generation Self-Determination Theory (Deci & Vansteenkiste, 2004; Ryan & Deci, 2000) Fulfilling needs of autonomy, competence, and relatedness Lifespan Theories (SOC, Baltes et al., 1999; SST, Carstensen, 1996; LSTC, Heckhausen et al., 2010) Goals change over the lifespan, strategies for (1) growth, (2) maintenance, and (3) regulation of loss
- 11. Vrije Universiteit Amsterdam 11 CONCEPTUAL MODEL: AN EXAMPLE Sustainable Careers: Towards a Conceptual Model CAREER SHOCKS (Akkermans et al., 2018; Seibert et al., 2013) Different ways to deal with them (person), different shocks can occur in different situations (context), and at different occasions (time) dynamic interactions Can impact happiness, health, and productivity. Can cause resource gain/loss (COR), hinder the fulfillment of needs (SDT) and have differential impact over time (lifespan).
- 12. Vrije Universiteit Amsterdam 12 SC: A FUTURE RESEARCH AGENDA Sustainable Careers: Towards a Conceptual Model (interactions between) Dimensions and indicators Underlying mechanisms and processes Different types of workers and countries/cultures Sophisticated new analysis types (k-clusters, data mining)
- 13. Vrije Universiteit Amsterdam 13 WRAP UP Sustainable Careers: Towards a Conceptual Model Jos Akkermans (@Jos__A) 29 June 2018 Towards further conceptualization of #sustainable careers @TUE Eindhoven during EAWOP SGM on #employability: dynamic happinness, health, and productivity are key! ans.devos@ams.ac.be b.vanderheijden@fm.ru.nl j.akkermans@vu.nl
- 14. Vrije Universiteit Amsterdam 14 ANY QUESTIONS? Sustainable Careers: Towards a Conceptual Model