Career development - Revision history

Livesadmin at 10:18, 14 October 2025

2025-10-14T10:18:22Z

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Livesadmin at 13:34, 2 June 2021

2021-06-02T13:34:40Z

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	Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency ([[Resources\|resources]]) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>		Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency ([[Resources\|resources]]) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>
	<br>		<br>
	Authors: Koorosh Massoudi, Jacques-Antoine Gauthier, & Ieva Urbanaviciute		Authors: Koorosh Massoudi, Jacques-Antoine Gauthier, Ieva Urbanaviciute
	==References==		==References==
	Callanan, G. A., Perri, D. F., & Tomkowicz, S. M. (2017). Career management in uncertain times: Challenges and opportunities. ''The Career Development Quarterly'', 65(4), 353-365.<br>		Callanan, G. A., Perri, D. F., & Tomkowicz, S. M. (2017). Career management in uncertain times: Challenges and opportunities. ''The Career Development Quarterly'', 65(4), 353-365.<br>

Livesadmin at 14:11, 20 April 2021

2021-04-20T14:11:12Z

← Older revision		Revision as of 14:11, 20 April 2021
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	Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency (resources) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>		Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency ([[Resources\|resources]]) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>
	<br>		<br>
	Authors: Koorosh Massoudi, Jacques-Antoine Gauthier, & Ieva Urbanaviciute		Authors: Koorosh Massoudi, Jacques-Antoine Gauthier, & Ieva Urbanaviciute

Livesadmin: /* Semantic network visualisation */

2021-03-09T14:37:05Z

Semantic network visualisation

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Livesadmin: /* semantic network visualisation */

2021-03-09T14:28:32Z

semantic network visualisation

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	==~~semantic~~ network visualisation==		==Semantic network visualisation==
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Livesadmin at 14:12, 9 March 2021

2021-03-09T14:12:37Z

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 Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency (resources) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>
 <br>
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 Vondracek, F. W., Lerner, R. M., & Schulenberg, J. E. (2019). ''Career development: A life-span developmental approach''. Routledge.<br>
-[[Category:CCI3]]

Livesadmin at 13:17, 9 March 2021

2021-03-09T13:17:43Z

← Older revision		Revision as of 13:17, 9 March 2021
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	Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency (resources) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>		Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency (resources) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>
	<br>		<br>
			Authors: Koorosh Massoudi, Jacques-Antoine Gauthier, & Ieva Urbanaviciute
	==References==		==References==
	Callanan, G. A., Perri, D. F., & Tomkowicz, S. M. (2017). Career management in uncertain times: Challenges and opportunities. ''The Career Development Quarterly'', 65(4), 353-365.<br>		Callanan, G. A., Perri, D. F., & Tomkowicz, S. M. (2017). Career management in uncertain times: Challenges and opportunities. ''The Career Development Quarterly'', 65(4), 353-365.<br>

Livesadmin at 13:20, 4 March 2021

2021-03-04T13:20:39Z

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	Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency (resources) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>		Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency (resources) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>
	<br>		<br>

Imstepft at 08:06, 8 October 2020

2020-10-08T08:06:34Z

← Older revision		Revision as of 08:06, 8 October 2020
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	<br>		<br>
	==References==		==References==
	Callanan, G. A., Perri, D. F., & Tomkowicz, S. M. (2017). Career management in uncertain times: Challenges and opportunities. The Career Development Quarterly, 65(4), 353-365.<br>		Callanan, G. A., Perri, D. F., & Tomkowicz, S. M. (2017). Career management in uncertain times: Challenges and opportunities. ''The Career Development Quarterly'', 65(4), 353-365.<br>
	Chen, C. P. (1998). Understanding career development: A convergence of perspectives. Journal of Vocational Education and Training, 50(3), 437-461.<br>		Chen, C. P. (1998). Understanding career development: A convergence of perspectives. ''Journal of Vocational Education and Training'', 50(3), 437-461.<br>
	De Vos, A., Van der Heijden, B. I., & Akkermans, J. (2020). Sustainable careers: Towards a conceptual model. Journal of Vocational Behavior, 117, advance online publication.<br>		De Vos, A., Van der Heijden, B. I., & Akkermans, J. (2020). Sustainable careers: Towards a conceptual model. ''Journal of Vocational Behavior'', 117, advance online publication.<br>
	Vondracek, F. W., Lerner, R. M., & Schulenberg, J. E. (2019). Career development: A life-span developmental approach. Routledge.<br>		Vondracek, F. W., Lerner, R. M., & Schulenberg, J. E. (2019). ''Career development: A life-span developmental approach''. Routledge.<br>

	[[Category:CCI3]]		[[Category:CCI3]]

Livesadmin at 16:19, 5 October 2020

2020-10-05T16:19:03Z

← Older revision		Revision as of 16:19, 5 October 2020
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	Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency (resources) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>		Career development is a life-long and life-span process representing a dynamic interaction between a changing (developing) individual in a changing context (Vondracek et al., 2019), which implies taking up various learning and work tasks, balancing work-life-leisure interplay, and managing transitions. It can be described as a sequence of occupations and career-related experiences over time (further training, re-orientation, re-training, unemployment, etc.), crossing several social spaces, and contributing to providing meaning to the individual (Chen, 1998; De Vos et al., 2020). As a result, the sustainability of career development is built on individual agency (resources) and shaped by structural boundaries imposed by institutions, the labor market, policies, and public views (Callanan et al., 2017; De Vos et al., 2020). A career can be considered sustainable when the framework conditions allow appropriate transitions and promote productivity, well-being at work, and satisfaction with life.<br>
	<br>		<br>
	~~'''~~References~~'''<br>~~		==References==
	Callanan, G. A., Perri, D. F., & Tomkowicz, S. M. (2017). Career management in uncertain times: Challenges and opportunities. The Career Development Quarterly, 65(4), 353-365.<br>		Callanan, G. A., Perri, D. F., & Tomkowicz, S. M. (2017). Career management in uncertain times: Challenges and opportunities. The Career Development Quarterly, 65(4), 353-365.<br>
	Chen, C. P. (1998). Understanding career development: A convergence of perspectives. Journal of Vocational Education and Training, 50(3), 437-461.<br>		Chen, C. P. (1998). Understanding career development: A convergence of perspectives. Journal of Vocational Education and Training, 50(3), 437-461.<br>