Kim Suyeon, Lee Heesu, Jin Sungmi
Department of Human Resource Development, Chung-Ang University, Seoul, Republic of Korea.
Department of Education, Chung-Ang University, Seoul, Republic of Korea.
Front Psychol. 2024 Dec 27;15:1442119. doi: 10.3389/fpsyg.2024.1442119. eCollection 2024.
A sustainability perspective on careers builds a resilient career system by simultaneously considering individual's current career needs and long-term career outcomes. The individual career agent's strategy for achieving a sustainable career is a powerful approach to career development in an environment where an individual's proactive career competencies are emphasized. Mid-career individuals, especially those facing career transitions, need to increase their sustainability by maintaining, renewing, and developing their current careers. To support sustainable career development for mid-career employees, a tool is needed to objectively diagnose the level of career sustainability, taking into account the characteristics of their career transitions. The purpose of this study is to develop and validate a mid-career employee career sustainability scale. The research methodology comprised four systematic scale development processes. First, an integrated literature review was conducted to develop a conceptual model of mid-career career sustainability. Second, an initial pool of career sustainability items was developed and subjected to expert content validation. Third, an exploratory factor analysis (EFA) was conducted on 257 participants to verify the reliability and validity of the preliminary items. Finally, a confirmatory factor analysis (CFA) was conducted on 534 participants to finalize the final items. The participants were all mid-career employees aged 40-55 currently employed in Korean organizations. The new scale reliably and validly measured mid-career career sustainability across four dimensions: meaning perception of career sustainability, skill acquisition for career sustainability, relationship building for career sustainability, environmental awareness for career sustainability.
从可持续性角度看待职业生涯，通过同时考虑个人当前的职业需求和长期职业成果，构建一个具有韧性的职业体系。在强调个人积极职业能力的环境中，个体职业主体实现可持续职业的策略是职业发展的有力途径。处于职业生涯中期的个人，尤其是那些面临职业转型的人，需要通过维持、更新和发展他们当前的职业来提高其可持续性。为了支持职业生涯中期员工的可持续职业发展，需要一种工具来客观诊断职业可持续性水平，同时考虑到他们职业转型的特点。本研究的目的是开发并验证一个职业生涯中期员工职业可持续性量表。研究方法包括四个系统的量表开发过程。首先，进行综合文献综述以构建职业生涯中期职业可持续性的概念模型。其次，开发了一份职业可持续性项目的初始清单，并进行了专家内容验证。第三，对257名参与者进行探索性因素分析（EFA），以验证初步项目的可靠性和有效性。最后，对534名参与者进行验证性因素分析（CFA），以确定最终项目。参与者均为目前受雇于韩国企业、年龄在40至55岁之间的职业生涯中期员工。新量表在四个维度上可靠且有效地测量了职业生涯中期的职业可持续性：职业可持续性的意义感知、职业可持续性的技能获取、职业可持续性的关系建立、职业可持续性的环境意识。
