Career development: Difference between revisions
Livesadmin (talk | contribs) No edit summary |
Livesadmin (talk | contribs) No edit summary |
||
| (5 intermediate revisions by the same user not shown) | |||
| Line 1: | Line 1: | ||
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) 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> | ||
| Line 11: | Line 8: | ||
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> | ||
==Semantic network visualisation== | |||
Click to activate zoom- and drag-fonctionnality | |||
''(scroll to zoom, drag nodes to move, click and hold nodes to open next level)'' | |||
{{#network: | |||
| class = col-lg-3 mt-0 | |||
| exclude = Main Page ; Sitemap ; Worksheet | |||
}} | |||
Latest revision as of 13:34, 2 June 2021
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.
Authors: Koorosh Massoudi, Jacques-Antoine Gauthier, Ieva Urbanaviciute
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.
Chen, C. P. (1998). Understanding career development: A convergence of perspectives. Journal of Vocational Education and Training, 50(3), 437-461.
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.
Vondracek, F. W., Lerner, R. M., & Schulenberg, J. E. (2019). Career development: A life-span developmental approach. Routledge.
Semantic network visualisation
Click to activate zoom- and drag-fonctionnality (scroll to zoom, drag nodes to move, click and hold nodes to open next level)