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Sustainable Careers and Flourishing Organizations

A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Psychology of Sustainability and Sustainable Development".

Deadline for manuscript submissions: closed (31 January 2022) | Viewed by 58929

Special Issue Editors

Prof. Dr. Amelia Manuti

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Guest Editor
Department of Education, Psychology, Communication, University “Aldo Moro” of Bari, 70121 Bari, Italy
Interests: career management; organizational development; human resource management
Dr. Antonino Callea

E-Mail Website
Guest Editor
Department of Human Sciences, LUMSA University, 00193 Rome, Italy
Interests: temporary employment; job insecurity; extra-role performance; test validation
Special Issues, Collections and Topics in MDPI journals
Prof. Dr. Maria Luisa Giancaspro

E-Mail Website
Guest Editor
Department of Education, Psychology, Communication, University “Aldo Moro” of Bari, 70121 Bari, Italy
Interests: organizational resilience, organizational change, human resource management

Special Issue Information

Dear Colleagues,

Drawing on the Positive Organizational Behavior framework (Luthans & Youssef, 2007; Bakker & Scahufeli, 2008; Luthans & Avolio, 2009), the Special Issue will explore the role of both organizational conditions and positively oriented human resources and capabilities of employees that can enhance workplace wellbeing and organizational performance, even in times of great change and uncertainty (Pluta & Rudawska, 2016). According to some of the most recent scientific developments in the field (Swarnalatha & Prasanna, 2012; Demerouti, Bakker & Gevers, 2015; Kuntz, Naswall & Malinen, 2016; Ramdas & Patrick, 2019), positive organizing refers to the generative dynamics in and of organizations that enable individuals and groups to flourish, thus becoming creative, resilient, and effective. In this vein, organizations are conceived as macro-contexts where individuals might find opportunities and affordances to develop and shape positive states and outcomes, influencing positive organizing and in turn individual and collective flourishing. Yet, people in organizations are unceasingly and dynamically evolving, learning, and developing. Therefore, it is critical to focus on the inspiring, motivating, and energizing forces of people, as they are the main drivers of organizational development as well as on the organizational conditions that allow people to implement positive behaviors for themselves and the organization (Jakubik, 2017). Basing on these premises, this Special Issue will collect contributions focused on the role of both organizational conditions (e.g., specific human resources management practices, career management initiatives, work/life balance programs) and personal resources (in terms of personality traits, employability, psychological capital, career growth, etc.) that can make current workplaces healthy and productive.

Prof. Dr. Amelia Manuti
Prof. Dr. Antonino Callea
Prof. Dr. Maria Luisa Giancaspro
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • flourishing organizations
  • human capital management
  • sustainable employability
  • career management

Published Papers (16 papers)

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Editorial

Jump to: Research, Review

6 pages, 206 KiB  
Editorial
Sustainable Careers and Flourishing Organizations
by Amelia Manuti, Maria Luisa Giancaspro and Antonino Callea
Sustainability 2022, 14(19), 11898; https://0-doi-org.brum.beds.ac.uk/10.3390/su141911898 - 21 Sep 2022
Cited by 1 | Viewed by 1086
Abstract
The idea of this Special Issue emerged within the last two years that (exclusively focusing on the impact of the pandemic on working life) will pass to history as one of the most complex times for individuals and organizations [...] Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)

Research

Jump to: Editorial, Review

15 pages, 296 KiB  
Article
Digital Onboarding: Facilitators and Barriers to Improve Worker Experience
by Sara Petrilli, Laura Galuppo and Silvio Carlo Ripamonti
Sustainability 2022, 14(9), 5684; https://0-doi-org.brum.beds.ac.uk/10.3390/su14095684 - 08 May 2022
Cited by 7 | Viewed by 8736
Abstract
The pandemic has forced organizations to find new ways of working. In fact, we are seeing an increase in remote working and this has inevitably impacted onboarding processes. In this respect, the aim of this study was to understand how young graduates under [...] Read more.
The pandemic has forced organizations to find new ways of working. In fact, we are seeing an increase in remote working and this has inevitably impacted onboarding processes. In this respect, the aim of this study was to understand how young graduates under 30 experienced digital onboarding (in terms of emotions and cognitions) when joining organizations with structured Human Resources processes. An exploratory qualitative study was conducted in which participants were asked to fill in ethnographic sheets in order to understand the barriers and facilitators that organizations can implement to improve the digital onboarding experience. We used thematic analysis. What emerged from our study is that newcomers struggled, in digital contexts, to find the right information, to be proactive and to receive immediate feedback in order to understand the context and to understand their fit with the company: it is important not to lose sight of the importance of socialization, but rather to find effective and structured practices that facilitate it and make it last over time. In our study, we argue that a structured digital onboarding program could be a relevant step in order to implement an effective transition towards remote working cultures and an attention to socialization processes. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
15 pages, 667 KiB  
Article
The Impact of University-Related Variables on Students’ Perceived Employability and Mental Well-Being: An Italian Longitudinal Study
by Giovanni Schettino, Leda Marino and Vincenza Capone
Sustainability 2022, 14(5), 2671; https://0-doi-org.brum.beds.ac.uk/10.3390/su14052671 - 24 Feb 2022
Cited by 14 | Viewed by 3097
Abstract
The COVID-19 outbreak has had a disruptive impact on the academic context and labor market. Indeed, the pandemic shock in such fields has been related to several changes with implications for young people’s careers and well-being. This two-wave longitudinal study, conducted in Italy, [...] Read more.
The COVID-19 outbreak has had a disruptive impact on the academic context and labor market. Indeed, the pandemic shock in such fields has been related to several changes with implications for young people’s careers and well-being. This two-wave longitudinal study, conducted in Italy, aimed to explore the predictiveness of some individual and organizational factors on students’ perceived employability and well-being. A total of 301 Italian students, aged between 18 and 33 (M = 20.63, SD = 1.99), completed a self-report questionnaire measuring career ambition, university reputation, university commitment, technostress related to technology-enhanced learning, perceived employability, and mental well-being at both time points. A path analysis showed that career ambition, university reputation, and organizational commitment positively predicted employability, which, in addition to such variables, positively affected well-being. In contrast, technostress was identified as a risk factor both for students’ perceptions of finding a job and for their well-being. These findings provide a theoretical contribution to a better understanding of the factors involved in undergraduates’ perceived employability and well-being. Moreover, they suggest the need to improve academic-related variables to enhance individuals’ resources in coping with the pandemic challenges. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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14 pages, 619 KiB  
Article
Promoting Flow at Work through Proactive Personality: A Sequential Mediation Model with Evidence from Italian Employees
by Antonino Callea, Emanuela Caracuzzo, Marco Costanzi and Flavio Urbini
Sustainability 2022, 14(5), 2477; https://0-doi-org.brum.beds.ac.uk/10.3390/su14052477 - 22 Feb 2022
Cited by 4 | Viewed by 2594
Abstract
In recent years, organizations have increasingly become aware of the importance of employee happiness as well as the role of HRM practices and personal resources in promoting well-being at work. Based on the Job Demand–Resources model, we investigated ways in which proactive personality [...] Read more.
In recent years, organizations have increasingly become aware of the importance of employee happiness as well as the role of HRM practices and personal resources in promoting well-being at work. Based on the Job Demand–Resources model, we investigated ways in which proactive personality may predict flow at work through sequential mediation via job crafting and work engagement. A total of 362 Italian employees completed an online questionnaire. The results showed a positive correlation between proactive personality, job crafting, and work engagement and flow at work. Additionally, proactive personality had a positive total effect on work engagement and flow at work. However, the significant effect on flow at work disappeared in favor of the sequential indirect effect. These results suggest that proactive employees experience flow at work through the mediating role of job crafting and work engagement. This paper contributes to scientific knowledge by filling a gap in the literature around the mechanisms which underly the relationship between proactivity and flow at work. Furthermore, it provides new evidence and new insights about the role of personal resources in promoting flow in the workplace. Our results here can provide practical implications for organizations. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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17 pages, 497 KiB  
Article
“I Like It like That”: A Study on the Relationship between Psychological Capital, Work Engagement and Extra-Role Behavior
by Maria Luisa Giancaspro, Antonino Callea and Amelia Manuti
Sustainability 2022, 14(4), 2022; https://0-doi-org.brum.beds.ac.uk/10.3390/su14042022 - 10 Feb 2022
Cited by 9 | Viewed by 3958
Abstract
Starting from the Positive Organizational Behavior movement, several studies showed that some personal resources and some contextual features within the working context might encourage individuals and groups in thriving, thus providing a concrete competitive advantage for organizations. Among the individual factors, psychological capital [...] Read more.
Starting from the Positive Organizational Behavior movement, several studies showed that some personal resources and some contextual features within the working context might encourage individuals and groups in thriving, thus providing a concrete competitive advantage for organizations. Among the individual factors, psychological capital (PsyCap) received a special interest because it was proved to promote positive work attitudes and behaviors. The present study aimed to investigate the positive effect of PsyCap on extra-role behaviors considering the mediating role of work engagement. A mediational hypothesis was tested via SEM on 1219 Italian employees, balanced for gender. Results suggested that work engagement partially mediated the positive relationship between PsyCap and extra-role behaviors. The present study shed a light on the psychological mechanisms according to which PsyCap positively affects extra-role behaviors. In line with the Positive Organizational Behavior Movement Theory, personal resources, i.e., PsyCap, tend to improve work engagement that, in turn, tends to promote positive behaviors at work. Finally, the present study discussed results especially in terms of practical implications in order to promote employees’ PsyCap in organizational setting. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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13 pages, 341 KiB  
Article
Relationships between Sense of Community, Authenticity, and Meaning in Life in Four Social Communities in France
by Mathilde Moisseron-Baudé, Jean-Luc Bernaud and Laurent Sovet
Sustainability 2022, 14(2), 1018; https://0-doi-org.brum.beds.ac.uk/10.3390/su14021018 - 17 Jan 2022
Cited by 5 | Viewed by 2482
Abstract
This research explored the effects of sense of community and authenticity on meaning in life in social communities in France. The sample included one hundred participants from four social communities (i.e., political, religious, virtual learning, and mutual aid). The Meaning in Life Questionnaire, [...] Read more.
This research explored the effects of sense of community and authenticity on meaning in life in social communities in France. The sample included one hundred participants from four social communities (i.e., political, religious, virtual learning, and mutual aid). The Meaning in Life Questionnaire, the Sense of Community Scale, and the Authenticity Scale were administered to the respondents. The correlational analyses indicated that sense of community and authenticity were more related to the presence of meaning (r = 0.29 and r = 0.54, respectively) than to the search for meaning (r = −0.39 and r = 0.03, respectively). In addition, no interaction effects were found between sense of community and the three dimensions of authenticity, suggesting that the level of authenticity did not influence the relationships between sense of community and presence of or search for meaning. The practical and research implications of the study for social communities in the field of existential psychology were discussed. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
18 pages, 329 KiB  
Article
Examining HRM Practices in Relation to the Retention and Commitment of Talented Employees
by Juraj Tej, Matúš Vagaš, Viktória Ali Taha, Veronika Škerháková and Michaela Harničárová
Sustainability 2021, 13(24), 13923; https://0-doi-org.brum.beds.ac.uk/10.3390/su132413923 - 16 Dec 2021
Cited by 6 | Viewed by 7006
Abstract
The claim that human resources or human capital is the most important and valuable asset of organizations is widespread and widely accepted. For this reason, one of the biggest challenges for organizations is to find the right employees with the necessary skills, high [...] Read more.
The claim that human resources or human capital is the most important and valuable asset of organizations is widespread and widely accepted. For this reason, one of the biggest challenges for organizations is to find the right employees with the necessary skills, high potential, and talent. However, the challenge for organizations is not only to find, but also to retain and to use the potential of talented employees. The main aim of this study is to identify the HRM practices which most significantly affect the retention and commitment of talented employees. Based on factor analysis, individual factors of HRM practices were identified. Through canonical analysis, the relationships between the identified factors of HRM practices, talent retention (the intention of talented employees to remain in the organization), and the organizational commitment of talented employees were identified. One of the most important results of the study is the identification of human resource management practices that are most strongly associated with talent retention and commitment. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
13 pages, 787 KiB  
Article
Construct Dimensionality of Personal Energy at Work and Its Relationship with Health, Absenteeism and Productivity
by Alexandra F. J. Klijn, Maria Tims, Evgenia I. Lysova and Svetlana N. Khapova
Sustainability 2021, 13(23), 13132; https://0-doi-org.brum.beds.ac.uk/10.3390/su132313132 - 26 Nov 2021
Viewed by 1952
Abstract
Personal energy at work has become a popular topic among HRM scholars and practitioners because it has proven to impact performance. Based on the outcomes of previous research and the call for further exploration of the construct of personal energy at work, we [...] Read more.
Personal energy at work has become a popular topic among HRM scholars and practitioners because it has proven to impact performance. Based on the outcomes of previous research and the call for further exploration of the construct of personal energy at work, we executed this quantitative study. We explored the factor structure of the construct and its relationships with health and productivity by examining the construct that addresses four dimensions: physical, emotional, mental and spiritual energy. Data were collected from 256 employees in an international health tech company and used to analyze construct dimensionality and relationships with health, absenteeism and productivity. The results provided support for the four-dimensional structure of personal energy at work and show that the construct of personal energy at work is related to the outcomes of health, absenteeism and productivity. Implications for theory and practice, as well as directions for future research, are discussed. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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16 pages, 476 KiB  
Article
Human Resource Management Practices Perception and Career Success: The Mediating Roles of Employability and Extra-Role Behaviors
by Maria Luisa Giancaspro, Amelia Manuti, Alessandro Lo Presti and Assunta De Rosa
Sustainability 2021, 13(21), 11834; https://0-doi-org.brum.beds.ac.uk/10.3390/su132111834 - 26 Oct 2021
Cited by 7 | Viewed by 3897
Abstract
Over the last decades, growing interest has been devoted to employees’ perceptions of Human Resource Management Practices because of their positive influence on individual attitudes and behaviors as well as on organizational performance. Furthermore, assuming the mutual benefits coming from a people-based management [...] Read more.
Over the last decades, growing interest has been devoted to employees’ perceptions of Human Resource Management Practices because of their positive influence on individual attitudes and behaviors as well as on organizational performance. Furthermore, assuming the mutual benefits coming from a people-based management of the human capital in organizations, both in terms of employees’ increased motivation, engagement and commitment, and consequently enhanced performance and competitive advantage, recent research in the field concentrated on the impact of HRM practices perceptions on some distinctive individual attitudes and behaviors driving the success of organizations especially in times of radical change like the present ones. Moving from these assumptions, the aim of the present study was to examine the relationship between HRM practices perception and objective career success, considering the mediating role played by employability and extra-role behaviors. Participants were 960 Italian employees who filled an online self-report questionnaire available through the web platform Google Forms. The questionnaire encompassed socio-demographic information and self-report scales assessing the study variables. Results showed that HRM practices perception was positively related to employability, objective career success, and extra-role behaviors. Implications for theory and practice, limitations, and future research directions were also discussed. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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18 pages, 609 KiB  
Article
Coping with Stress: How Hotel Employees Fight to Work
by Caiwei Ma, Lianping Ren and Jingxin Zhao
Sustainability 2021, 13(19), 10887; https://0-doi-org.brum.beds.ac.uk/10.3390/su131910887 - 30 Sep 2021
Cited by 5 | Viewed by 4443
Abstract
Working in hospitality establishments involves high levels of stress, partially due to the anti-social shift rotations and the high levels of emotional labor needed. Unmanaged stress often leads to psychological and even physical diseases, which harm both individual career development and hotel operations. [...] Read more.
Working in hospitality establishments involves high levels of stress, partially due to the anti-social shift rotations and the high levels of emotional labor needed. Unmanaged stress often leads to psychological and even physical diseases, which harm both individual career development and hotel operations. Thus, it is of great importance to identify effective stress coping strategies to maintain a sustainable hotel work force. Stress coping behavior varies among different demographics and generations. Commonly used stress coping scales were established almost 40 years ago, and under the context of daily events, and may not be applicable in today’s hospitality context. Thus, this study was designed to investigate effective stress coping strategies among today’s hotel employees. Data were collected from 470 hotel employees in 37 cities in China. The results identified 12 effective coping strategies that fell under three dimensions: distraction, sharing, and self-indulgence. The findings contribute to scholarly knowledge of stress coping. Managerial implications are also discussed. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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11 pages, 997 KiB  
Article
HRM Practices and Work Engagement Relationship: Differences Concerning Individual Adaptability
by Flavio Urbini, Antonio Chirumbolo, Gabriele Giorgi, Emanuela Caracuzzo and Antonino Callea
Sustainability 2021, 13(19), 10666; https://0-doi-org.brum.beds.ac.uk/10.3390/su131910666 - 26 Sep 2021
Cited by 2 | Viewed by 2125
Abstract
The importance of human resource management (HRM) practices to improve organizational attitudes and behaviors is not yet widely acknowledged. However, is not clear whether the effect of HRM practices on outcomes vary depending on the level of specific personal resources. The present paper [...] Read more.
The importance of human resource management (HRM) practices to improve organizational attitudes and behaviors is not yet widely acknowledged. However, is not clear whether the effect of HRM practices on outcomes vary depending on the level of specific personal resources. The present paper aims to examine the relationship between HRM practices and work engagement by focusing on the moderating role of adaptability. We used cross-sectional data with surveys from 1219 Italian employees in public, private, and non-profit organizations. The results of structural equation models (SEM) showed that HRM practices were positively related to work engagement overall for employees with low adaptability. Therefore, adaptability moderated the relationship between HRM practices and work engagement. In terms of originality, this study is based on the paucity of empirical studies linking developmental HR practices to employees’ work engagement. Hence, the present study addressed this gap by examining the relationship between the perception of HRM practices and work engagement, as well as how adaptability moderated this relationship. These findings are discussed in terms of their theoretical and practical implications for HRM. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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17 pages, 882 KiB  
Article
How Youth May Find Jobs: The Role of Positivity, Perceived Employability, and Support from Employment Agencies
by Chiara Consiglio, Pietro Menatta, Laura Borgogni, Guido Alessandri, Lucia Valente and Gian Vittorio Caprara
Sustainability 2021, 13(16), 9468; https://0-doi-org.brum.beds.ac.uk/10.3390/su13169468 - 23 Aug 2021
Cited by 4 | Viewed by 2929
Abstract
Youth unemployment is a relevant issue among most European countries; therefore, it is important to understand its individual and situational determinants. This study aimed to investigate a conceptual model that explains the associations among positivity (POS), perceived support from employment agencies, perceived employability [...] Read more.
Youth unemployment is a relevant issue among most European countries; therefore, it is important to understand its individual and situational determinants. This study aimed to investigate a conceptual model that explains the associations among positivity (POS), perceived support from employment agencies, perceived employability (PE), and employment status in a sample of 317 unemployed Italian youth involved in the Youth Guarantee program. In particular, this study investigated the relationships between POS and PE and between PE and employment. Moreover, we analyzed whether the relationship between POS and employment status was mediated by PE and whether the relationship between POS and PE was moderated by perceived support from employment agencies. Results showed that PE totally mediated the relationship between POS and employment status. Furthermore, the moderating role of perceived support from agencies was confirmed; when high, it boosted the relationship between POS and PE. In sum, this study contributes to understanding the key impact of POS on PE, as well as the role played by employment agencies as a “catalyst” of this relationship, allowing, with their support, unemployed youth to maximize their opportunity to find a job. Implications for both research and practice are discussed. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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11 pages, 644 KiB  
Article
Human Resources Management Practices Perception and Extra-Role Behaviors: The Role of Employability and Learning at Work
by Francesco Pace, Emanuela Ingusci, Fulvio Signore and Giulia Sciotto
Sustainability 2021, 13(16), 8803; https://0-doi-org.brum.beds.ac.uk/10.3390/su13168803 - 06 Aug 2021
Cited by 5 | Viewed by 3320
Abstract
Human Resource Management (HRM) processes are considered the beating heart of any successful organization. Recently, several studies have highlighted how organizations can use commitment-oriented HR practices to generate organizational and individual effectiveness. The aim of this study was to verify whether the perception [...] Read more.
Human Resource Management (HRM) processes are considered the beating heart of any successful organization. Recently, several studies have highlighted how organizations can use commitment-oriented HR practices to generate organizational and individual effectiveness. The aim of this study was to verify whether the perception of HRM practices could be able to elicit extra-role behaviors and, at the same time, whether this relationship could be mediated by employability and learning conditions. The analyses were carried out on a sample of 1219 Italian workers using Structural Equation Models. The structural model yielded good fit indices and the results showed a significant and positive effect of the perception of HRM practices on both employability and learning. However, the perception of HRM practices is not directly associated with extra-role behaviors, but only through the effect of both mediators (full mediation). Practical implications about the importance of creating working conditions that are adequately oriented to the development of individual skills in order to produce indirect beneficial effects on the organization are discussed. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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14 pages, 1002 KiB  
Article
Perceptions of Social Context and Intention to Quit: The Mediating Role of Work Engagement and Interpersonal Strain
by Silvia De Simone, Gianfranco Cicotto, Roberto Cenciotti and Laura Borgogni
Sustainability 2021, 13(14), 7554; https://0-doi-org.brum.beds.ac.uk/10.3390/su13147554 - 06 Jul 2021
Cited by 4 | Viewed by 2483
Abstract
Several studies have investigated turnover intention and its predictors underlining the role of organisational conditions and personal resources. This study focused on the role of the Perceptions of Social Context (PoSC) and Work Engagement as personal resources that can create healthy and productive [...] Read more.
Several studies have investigated turnover intention and its predictors underlining the role of organisational conditions and personal resources. This study focused on the role of the Perceptions of Social Context (PoSC) and Work Engagement as personal resources that can create healthy and productive organisations. The aim of this study is to investigate the factors that contribute to intention to quit focusing on the PoSC, including Work Engagement and a construct that describes mental and emotional detachment from other individuals in work contexts (Interpersonal Strain). A total of 647 employees of an Italian organisation completed a self-report questionnaire. A structural equations model was tested, the findings of which show that work engagement negatively predicts intention to quit, whereas interpersonal strain positively predicts this outcome. Moreover, the PoSC of the immediate supervisor and the PoSC of colleagues have negative mediated effects on intention to quit by reinforcing work engagement and by reducing interpersonal strain, respectively. Finally, the PoSC of management also have negative effects on intention to quit, both directly and by increasing work engagement. Nevertheless, it is now possible to plan different actions and interventions, taking into account these findings to enhance workplace well-being. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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Review

Jump to: Editorial, Research

16 pages, 1133 KiB  
Review
Systematic Review of Intervention Studies to Foster Sustainable Employability Core Components: Implications for Workplace Promotion
by Eleonora Picco, Andrea Gragnano, Arianna Daghini and Massimo Miglioretti
Sustainability 2022, 14(6), 3300; https://0-doi-org.brum.beds.ac.uk/10.3390/su14063300 - 11 Mar 2022
Cited by 11 | Viewed by 2895
Abstract
This review aims to outline the effectiveness of employer-initiated workplace interventions in promoting sustainable employability (SE), which means developing workers’ capabilities to foster productivity, health, and valuable work in the long term. A systematic search of the literature is performed in three databases [...] Read more.
This review aims to outline the effectiveness of employer-initiated workplace interventions in promoting sustainable employability (SE), which means developing workers’ capabilities to foster productivity, health, and valuable work in the long term. A systematic search of the literature is performed in three databases covering the period from January 1999 to February 2022. Fourteen studies are included. Considering SE core components, all interventions cover the valuable work component in terms of content, and the majority also cover the health component. Interventions addressing at least three SE components have more positive effects on SE outcomes. More positive effects are found for valuable work outcomes. Overall, the findings highlight the importance of developing workplace interventions considering a comprehensive model of SE and promoting an organizational culture for SE. Future directions and limits are discussed. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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49 pages, 1490 KiB  
Review
Personal Energy at Work: A Systematic Review
by Alexandra Francina Janneke Klijn, Maria Tims, Evgenia I. Lysova and Svetlana N. Khapova
Sustainability 2021, 13(23), 13490; https://0-doi-org.brum.beds.ac.uk/10.3390/su132313490 - 06 Dec 2021
Cited by 3 | Viewed by 4031
Abstract
There has been a significant increase in studies on personal energy at work. Yet, research efforts are fragmented, given that scholars employ a diversity of related concepts. To bring clarity, we executed a two-fold systematic literature review. We crafted a definition of personal [...] Read more.
There has been a significant increase in studies on personal energy at work. Yet, research efforts are fragmented, given that scholars employ a diversity of related concepts. To bring clarity, we executed a two-fold systematic literature review. We crafted a definition of personal energy at work and a theoretical framework, outlining the dimensions, antecedents and boundary conditions. The theoretical implication of the framework is that it allows one to explain why—given similar work—some employees feel energized whereas others do not. The difference depends on the context that the employer offers, the personal characteristics of employees and the processes of strain and recovery. The paper concludes with a discussion of how future research can build on the proposed framework to advance the theoretical depth and empirical investigation of personal energy at work. Full article
(This article belongs to the Special Issue Sustainable Careers and Flourishing Organizations)
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