About this Research Topic
This Research Topic aims to bring together both theoretical and empirical research that can illustrate in which ways major shifts in today’s world of work can influence individual career development in the contemporary workplace. Given the rise of, for example, temporary employment contracts and the gig economy, it is clear that employment relations are also fundamentally shifting. How do these changes affect individuals’ career development?
We wish to collect research projects proposing new theories and models for dealing with individual career management complexities in volatile, uncertain, complex, ambiguous (VUCA) employment contexts. In addition we will consider research projects that position positive psychological and organizational behavior (OB) topics such as: career and workplace well-being; recent conceptualizations of career success, flourishing and thriving; career resources (e.g., career adaptability, career competencies); employability; career engagement; work-life balance/integration; psychological contracts; organizational culture/climate and support in the realm of organizational career development behavior in multiculturally diverse and multinational career contexts.
Moreover, this Research Topic will take into account how traditional and new emerging career paradigms might explain differences in individuals’ career agency and potentiality for career success and agility in times of frequent career transitions and career uncertainties. Evidence-based research projects shedding light on the role of human resource management and development practices in supporting individuals’ career development are also a good fit with this Research Topic.
This Research Topic is open to conceptual (theory building), quantitative and qualitative manuscripts that contribute new theory from different disciplines, such as organizational psychology, organizational sociology, management, and organizational behavior. Multidisciplinary approaches are also welcome.
We wish to collect research projects proposing new theories and models for dealing with individual career management complexities in volatile, uncertain, complex, ambiguous (VUCA) employment contexts. In addition we will consider research projects that position positive psychological and organizational behavior (OB) topics such as: career and workplace well-being; recent conceptualizations of career success, flourishing and thriving; career resources (e.g., career adaptability, career competencies); employability; career engagement; work-life balance/integration; psychological contracts; organizational culture/climate and support in the realm of organizational career development behavior in multiculturally diverse and multinational career contexts.
Moreover, this Research Topic will take into account how traditional and new emerging career paradigms might explain differences in individuals’ career agency and potentiality for career success and agility in times of frequent career transitions and career uncertainties. Evidence-based research projects shedding light on the role of human resource management and development practices in supporting individuals’ career development are also a good fit with this Research Topic.
This Research Topic is open to conceptual (theory building), quantitative and qualitative manuscripts that contribute new theory from different disciplines, such as organizational psychology, organizational sociology, management, and organizational behavior. Multidisciplinary approaches are also welcome.
Keywords: Career development, Career Management, Employment Relations, Organizational Career Development, Career Theory
Important Note: All contributions to this Research Topic must be within the scope of the section and journal to which they are submitted, as defined in their mission statements. Frontiers reserves the right to guide an out-of-scope manuscript to a more suitable section or journal at any stage of peer review.
