Abstract
The purpose of this introductory chapter is to set the scene for this handbook of research. The authors begin by briefly explaining how different fields within the literature have tended to operate independently. Even within fields, distinct research groups often work in silos, limiting intradisciplinary and interdisciplinary knowledge sharing. Next, the authors introduce and define the construct of ‘sustainable career ecosystems' as an opportunity to provide a framework for a more collaborative research agenda. The chapter concludes by giving a brief overview of the current state of play, identifying some of the challenges, and initiating the process of searching for solutions across the three key sections addressed by this handbook of research, (i) higher education and graduate employability, (ii) organizations and graduate employment, and (iii) sustainable careers and the future of work.
TopSustainable Career Ecosystems
Arthur et al. (1989) define a career as an “evolving sequence of a person’s work experiences over time” (p. 8) whilst a sustainable career is considered to be “sequences of career experiences reflected through a variety of patterns of continuity over time, thereby crossing several social spaces, characterized by individual agency, herewith providing meaning to the individual” (van der Heijden & De Vos, 2015, p. 7). A sustainable career plays out over three dimensions: person, context, and time, with three indicators of health, happiness, and productivity (De Vos et al., 2020). Sustainability themes of career management, development of talent, and technological change have also been conceptually proposed as leading to employee financial and personal well-being and financial and social performance for organizations (Donald et al., 2020). The New Psychological Contract and Career Ecosystems Theory underpins Donald and colleagues' model.
Key Terms in this Chapter
Chance Event: An unforeseen occurrence at the local, national, or international level.
Sustainable Career Ecosystems: A variety of interconnected and interdependent actors across higher education institutions and workplace contexts, whereby the lives and careers of individuals evolve and play out over time with an emphasis on sustainable outcomes for the individual, organizations, and broader society.
New Psychological Contract: A commitment between two or more parties (e.g. an employee and an employer) that is tacit and supplements any written or verbal contract.
Actors: Operators within a career ecosystem, including students, graduates, career counsellors, academics, universities, graduate recruiters, hiring managers, managers of early career talent, and organizations – among others.
Lifewide Learning: A self-motivated decision to engage in a variety of activities (e.g., sports, hobbies, volunteering, education, work, etc.) at any given point in time to acquire new or enhance existing personal resources via social, educational, and professional contexts.
Career Ecosystems: A variety of interconnected and interdependent actors across higher education institutions and workplace contexts.
Serious Leisure: Where casual leisure involves passive activities (e.g., watching Netflix or going to a concert), serious leisure captures activities requiring active participation and a commitment over time (e.g., playing in a sports team or volunteering), whereby the resources gained can be beneficial to one’s career.
Career Shock: A chance event that impacts an individual’s career either positively (e.g., an unexpected promotion) or negatively (e.g., an unexpected redundancy).
Sustainable Career: Plays out over three dimensions of person, context, and time with three indicators of health, happiness, and productivity.