A sustainable career is related to the inclusive approach, which assumes that all employees are equal and have valuable competencies or talents that can be productively applied to organizations. This assumption, in turn, is one of the main claims of positive psychology, which focuses on all aspects of life that are good or functioning properly. Sustainable careers highlight the relevance of positive experiences at work due to human-centered HRM practices, allowing employees to fully utilize their potential at work and ensure physical and mental health. Meanwhile, alongside technological progress and a competitive environment, the Covid-19 pandemic has caused even more challenges for contemporary employees, thus forming a new scope of issues to be addressed from both the employee's and the employer's perspective.
The concept of a sustainable career has recently been gaining popularity. However, the extent and nature of a sustainable career is still under discussion, moreover, the recent challenges assume an emerging field of research. Throughout the lifespan, the employees experience career shocks caused by different reasons which might result in unsustainable careers. On the one hand, increased workload, or tempo, on the other hand, downtimes, or job loss; the need to adopt new technologies and adapt to changes in work organization; work-life balance issues and the need to strengthen physical and mental health. It encourages discourse on sustainable careers: how to match the expectations of employees and the organization in shaping a sustainable career; how to recover from work, be flexible and adaptable from the perspective of the organization and the employees, and include opportunities for integration across life spheres and experiences that lead to wholeness, completeness, and meaning and provide new insights, emphasizing the rapid change in the nature of work and the need to refine the characteristics of 'future work' and to identify the profile of 'future employer' (competencies, interests, values).
We encourage contributions that address issues related (but not limited) to the following areas:
• Burnout at work
• Career shock
• Competencies
• Future employer
• HRM practices
• Human-centered approach
• Inclusive approach
• Job (un)satisfaction
• Physical and mental health
• Positive experiences at work
• Sustainable career
• Talent management
• Work-life balance
• Work-related stress
A sustainable career is related to the inclusive approach, which assumes that all employees are equal and have valuable competencies or talents that can be productively applied to organizations. This assumption, in turn, is one of the main claims of positive psychology, which focuses on all aspects of life that are good or functioning properly. Sustainable careers highlight the relevance of positive experiences at work due to human-centered HRM practices, allowing employees to fully utilize their potential at work and ensure physical and mental health. Meanwhile, alongside technological progress and a competitive environment, the Covid-19 pandemic has caused even more challenges for contemporary employees, thus forming a new scope of issues to be addressed from both the employee's and the employer's perspective.
The concept of a sustainable career has recently been gaining popularity. However, the extent and nature of a sustainable career is still under discussion, moreover, the recent challenges assume an emerging field of research. Throughout the lifespan, the employees experience career shocks caused by different reasons which might result in unsustainable careers. On the one hand, increased workload, or tempo, on the other hand, downtimes, or job loss; the need to adopt new technologies and adapt to changes in work organization; work-life balance issues and the need to strengthen physical and mental health. It encourages discourse on sustainable careers: how to match the expectations of employees and the organization in shaping a sustainable career; how to recover from work, be flexible and adaptable from the perspective of the organization and the employees, and include opportunities for integration across life spheres and experiences that lead to wholeness, completeness, and meaning and provide new insights, emphasizing the rapid change in the nature of work and the need to refine the characteristics of 'future work' and to identify the profile of 'future employer' (competencies, interests, values).
We encourage contributions that address issues related (but not limited) to the following areas:
• Burnout at work
• Career shock
• Competencies
• Future employer
• HRM practices
• Human-centered approach
• Inclusive approach
• Job (un)satisfaction
• Physical and mental health
• Positive experiences at work
• Sustainable career
• Talent management
• Work-life balance
• Work-related stress
