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Public library staff increasingly assist patrons with psychosocial needs (e.g. food or housing insecurity). To address growing demands for psychosocial support, libraries are engaging in social work (SW) collaborations; however, successful collaborations depend on library staff's openness to intervention. This quantitative study examines the relationship between burnout and openness to SW collaboration, and whether resilience and empowerment protect against burnout. Results show that career resilience mediates the relationship between psychological empowerment and burnout. Burnout was not associated with openness to SW collaboration. Findings suggest resilience plays a role in preventing burnout, and that library staff are open to SW collaborations. [ABSTRACT FROM AUTHOR]

Proactive career behaviors are critical for employee development, especially in today's uncertain environment. This study explores the impact of work–family conflict on proactive career behaviors, focusing on the mediating role of career resilience and the moderating role of conscientiousness, grounded in the conservation of resources theory. Using two-wave data from 169 employees in China, the results show that work–family conflict leads to a decrease in proactive career behaviors, with career resilience serving as a mediator. Additionally, conscientiousness intensifies the negative effects of work–family conflict on proactive career behaviors. This research provides an initial investigation into the link between work–family conflict and proactive career behaviors, offering practical implications for human resource management and career counseling. [ABSTRACT FROM AUTHOR]

Background: South African learners need more career preparation, as it provides a sense of control in the current economic climate of high unemployment, as confirmed by the business sector. Objective: The intentions of this study were to gain an understanding of the manner in which learners make use of career adaptability as a scaffold to prepare for the workplace, as well as the way African proverbs assist learners with thinking critically and deconstructing the career adaptability construct. Method: The study was an exploratory case study with 20 Grade 11 black African learners from an urban government secondary school in the Gauteng province, South Africa. Results: The study confirmed that scaffolding the career adaptability construct to career construction encouraged learners to think critically about their career planning strategies. Conclusion: The results demonstrated the extent to which the career adaptability construct functioned as a teaching scaffold during learners’ career preparation activities. Contribution: This study was undertaken to understand how learners plan for careers in the 21st-century world of work. The career adaptability construct was explicitly chosen to explore the potential possibilities for supporting learners and function as an instructional scaffold in the career path development process. The study can potentially add value to career education in all South African schools.

BackgroundNeonatal intensive care unit (NICU) nurses face immense pressure, yet research on their voice behavior and the motivational mechanisms behind it is limited. Specifically, the impact of organizational trust and career resilience on this behavior has not been thoroughly explored.AimThis study aims to examine the relationship between organizational trust and voice behavior in NICU nurses, with career resilience acting as a mediating factor, providing empirical evidence for nursing management.MethodsA multicenter cross-sectional survey was conducted from January to June 2023, involving 422 neonatal nurses from tertiary hospitals in Sichuan Province, China. Data were collected using a self-designed questionnaire, a voice behavior scale, an organizational trust scale, and a career resilience scale. Hierarchical regression and structural equation modeling (SEM) were employed to analyze the relationships among the variables.ResultsHierarchical regression analysis revealed that organizational trust (β = 0.28, p

This study integrates the psychological contract theory with the self-determination theory to examine the impact of relational and transactional psychological contracts on the professional identity of young professionals in Ghana's professional services sector. It further explores how these identities influence their career resilience, considering the moderating effects of conscientiousness and organisational support. Using a quantitative methodology, the research collected data from 421 professionals through a structured questionnaire across various sectors within Ghana's professional services firms. Data were analysed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings revealed that relational and transactional psychological contracts positively influence Professional Identity Strength, with relational contracts exhibiting a more substantial effect than transactional contracts. The study also reveals that professional identity strength significantly influences career resilience. Additionally, conscientiousness and a supportive organisational climate significantly enhance the positive impact of professional identity strength on career resilience. The findings underline the importance of relational contracts and a supportive environment in promoting a strong professional identity and career resilience among young professionals. This research provides new insights into the dynamics of professional identity and resilience in the workplace, particularly within Ghana's professional services sector. [ABSTRACT FROM AUTHOR]

With sufficient metacognitive knowledge and action, employees are better equipped in their time and work management, avoiding any unproductive behaviour. Metacognitive strategies thus equip them with the need to learn and develop their career resilience, especially the young and mature working adults. As there are limited intervention studies exploring the metacognition of both young and mature employees, the present study investigated a metacognitive intervention to promote adaptability and career resilience. It explored the metacognitive strategies that include planning, monitoring and evaluating and examined the differences of various outcome variables (e.g., adaptability, critical thinking and career resilience). A total of 71 participants were recruited, and they underwent an eight-week metacognitive intervention. Pre- and post-questionnaires were administered before and after the intervention. Key findings indicated that the group difference was insignificant, suggesting the importance of metacognitive strategies in supporting adaptability and career resilience for young and mature employees. Finally, limitations to the study were presented, and recommendations were made for future workplace research and practice. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Technology Economics is the property of Chinese Society of Technology Economics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Introduction: The study examines the interplay between gratitude and career success, with career resilience as the mediating mechanism and personality traits, i.e., conscientiousness and extraversion, as moderating factors. The overarching goal is to enhance our understanding of the complex dynamics that influence career outcomes of college students in China. Methods: Data are gathered through a survey-based technique, capturing responses from a diverse sample of participants. The analysis employs Structural Equation Modeling (SEM) to explore the relationships among gratitude, career resilience, personality traits, and career success. Results: The results reveal that gratitude impacts students’ career success through the mediating mechanism of career resilience. In addition, conscientiousness and extraversion are found to positively intervene the direct effect between gratitude and career resilience and the indirect effect between gratitude and career success through career resilience. Discussion: The findings offer valuable insights for individuals, organizations, and career development practitioners, emphasizing the importance of cultivating gratitude and recognizing the differential impact of personality traits on this process. As organizations seek to foster resilient and successful career paths, acknowledging these nuanced dynamics can inform targeted interventions and strategies. [ABSTRACT FROM AUTHOR]

Although career resilience (CR) research has revealed insights about the conditions under which individuals overcome obstacles and achieve career success, it has not explicated the nature of CR processes or considered how CR processes may be unique to particular social groups. Based on interviews with 41 women who self-identified as being in the early stages of traditionally male careers (TMCs), this study integrates CR with the communication theory of resilience to elucidate how women persist in TMCs despite facing gender-based marginalization. Findings reveal three broad categories of CR processes that (a) engage gendered discourses (using stereotypes, defying stereotypes, justifying behavior, proving worth), (b) challenge gendered discourses (building confidence, direct confrontation, engaging with network) or (c) both engage and challenge gendered discourses (organizational belonging). These themes provide a more robust understanding of CR and suggest future research directions. [ABSTRACT FROM AUTHOR]

Purpose– This study examines the subjective dimension of career success in the dynamic global tourism industry, specifically the relationship between Career Commitment (CC) and Subjective Career Success (SCS). It uses a serial mediation framework with self-efficacy (SE) and career resilience (CR) as mediators and focuses on tourism professionals. Research methodology – We developed a theoretical serial mediation model to investigate this relationship. We conducted regression analysis using SPSS version 25 and AMOS (the Process Macro model 6) to test our proposed hypotheses. A total of 357 employees from various tourism-related organizations participated in this research. Findings – Employees who invested in their careers reported higher satisfaction with SCS in their working lives. Independently and consecutively, SE and CR influenced the association between CC and SCS. Research implications and Originality – The implications of this research extend to individuals and tourism organizations. For individuals, it provides a deeper understanding of how CC, SE and CR interact to manage the complexities of the tourism industry and promote professional success. For organizations, it highlights the importance of promoting CC through effective career development initiatives that can lead to a competent and motivated workforce, which ultimately increases employee engagement and retention.

Guoying Qian,1,* Yufeng Wu,2,* Wei Wang,3 Ru Lei,4 Wanli Zhang,5 Suo Jiang,6,7 Yingying Huang,6 Zaiqing Zhang8 1College of Preschool Education, Capital Normal University, Beijing, 100048, People’s Republic of China; 2School of Psychology, Shaanxi Normal University, Xi’an, 330022, People’s Republic of China; 3Department of Psychology, Shanxi Datong University, Datong, 037009, People’s Republic of China; 4School of Education Science, Kaili University, Kaili, 556011, People’s Republic of China; 5School of Education Science, Shaanxi Xueqian Normal University, Xi’an, 710100, People’s Republic of China; 6Department of Applied Psychology in School of Psychiatry, Wenzhou Medical University, Wenzhou, 325035, People’s Republic of China; 7The Affiliated Wenzhou Kangning Hospital of Wenzhou Medical University, Wenzhou, 32500, People’s Republic of China; 8Beijing Jacademy Consulting Co., LTD, Beijing, 101121, People’s Republic of China*These authors have contributed equally to this workCorrespondence: Zaiqing Zhang, Beijing Jacademy Consulting Co., Ltd, Liyuan Dafang House, Tongzhou District, 330-1-2001, Beijing, 325035, People’s Republic of China, Email susanqy23@139.comPurpose: Chinese public mental health is currently characterized by a high prevalence of mental ill health and a low consultation rate, due primarily to the nation’s low mental health literacy. Previous studies have shown that occupational stress may be a risk factor for mental health literacy. In China, preschool teachers are under high pressure; however, few studies have examined the mechanisms that mediate and moderate the relationship between preschool teachers’ feelings of stress and their mental health literacy.Methods: A questionnaire was administered to 2352 preschool teachers to explore the relationship between their stress perceptions and mental health literacy.Results: Preschool teachers’ perceived stress was significantly and negatively associated with their mental health literacy, with anxiety playing a partially mediating role. Preschool teachers’ career resilience moderated the relationship between perceived stress and anxiety. Perceived stress positively predicted anxiety for teachers with low levels of career resilience; for teachers with high levels of career resilience, perceived stress still positively predicted anxiety, and the higher the level of career resilience, the weaker the positive prediction of stress perception on anxiety.Conclusion: Perceived stress directly predicted mental health literacy among preschool teachers, and also indirectly predicted mental health literacy through the mediating role of anxiety. Career resilience moderated the relationship between stress perception and anxiety. These findings provide new perspectives on the treatment and prevention of preschool teachers’ mental ill health.Keywords: mental health literacy, perceived stress, anxiety, career resilience, preschool teacher

BackgroundChina faces various public health emergencies, and emergency responders at the Centers for Disease Control and Prevention (CDC emergency responders) are a mainstay in responding to public health emergencies. Career resilience can help CDC emergency responders to effectively respond to and recover from public health emergencies, but there is no specific measurement instrument available. In this study, we aimed to develop and conduct an initial validation of the career resilience instrument for CDC emergency responders in China within the context of public health emergencies from a process perspective.MethodsBased on a survey conducted in Shanghai, interpretive phenomenological analysis (IPA), which is a qualitative research approach to describing and analyzing individual experiences, was used to analyze the interview texts to develop the initial career resilience instrument for CDC emergency responders. The initial career resilience instrument was revised through two rounds of expert consultation. Cronbach’s α coefficient and exploratory factor analysis were used to test the reliability and validity of the revised career resilience instrument.ResultsThe initial career resilience instrument for CDC emergency responders contained three first-level measurement dimensions, 9 second-level measurement dimensions, and 52 measurement items. After expert consultation, the first-level and second-level measurement dimensions were not revised, 13 measurement items were deleted or revised, and six measurement items were added, resulting in 48 measurement items. The revised career resilience instrument was tested for good reliability and validity.ConclusionCareer resilience for CDC emergency responders can be regarded as a set of protective factors and dynamic processes that can be cultivated and intervened in cognitive, affective, and behavioral dimensions to improve their ability to respond to and recover from public health emergencies.

The present study drew from the career construction theory of career adaptation and assessed the extent to which career agility and psychological capital (as psychological states of adaptive readiness) activated employees' career adaptability resources and fostered their career resilience and career satisfaction (as modes of career adaptedness). A sample of (N = 412; mean age = 38.79 years) Black African employees in the public services participated in the study. Correlational statistics showed positive associations between the study variables. Mediation effects highlighted technological adaptivity, agile learning, optimism, and hope as activators of career concern, career control, and career curiosity, which in turn boosted self-reliance, personal resilience, and work resilience. Psychological states of career agility and psychological capital had also direct effects on the career adaptedness modes of career resilience and career satisfaction. The findings enriched career adaptation theory and have utility for organisational career development practice in the public services. [ABSTRACT FROM AUTHOR]

Jinlai Tian,1 Yun Zhou,1,2 Shenggang Yu1 1School of Educational Science, Beihua University, Jilin City, People’s Republic of China; 2Jilin Agricultural Science and Technology University, Jilin City, People’s Republic of ChinaCorrespondence: Shenggang Yu, School of Educational Science, Beihua University, Jilin Street 15, Jilin City, Jilin Province, 132013, People’s Republic of China, Tel/Fax +86-432-64602516, Email yusg445@126.comBackground/Objective: This mixed-methods research aimed to examine the impact of the Healthy Teachers Program (HTP) on special education teacher career resilience.Methods: Forty special education teachers recruited from Jilin, China, were randomly assigned to the intervention group (n =20) and the control (n =20) group. Data were collected using self-report questionnaires. The intervention group was taught eight program lessons by a school psychology teacher, which covered topics related to understanding career resilience, supporting self-awareness, changing career goals, and establishing interpersonal relationships. The researchers statistically analyzed the data collected at three-time points with repeated-measures analysis of variance and also conducted the focus group method to collect qualitative data for the social validity of HTP.Results: The HTP positively influences the career resilience of special education teachers and has a high degree of social validity in the social significance of the goals and the social importance of the effects but an insufficient degree in the social appropriateness of the procedures. The findings of this study indicate the feasibility and applicability of the HTP to enhance the career resilience of teachers and its limitations in Chinese special school settings.Conclusion: The health teachers program can effectively improve the career resilience of special education teachers and has a high degree of social validity.Keywords: career resilience, intervention program, Chinese special education school teachers, social validity

Understanding the qualities that are most important for employees' career success has been fundamental in advancing career literature. Researchers, employers, and employees have shown an increased interest in the dynamics and factors involved in the relationship between career commitment and subjective career success. This study examined career commitment and subjective career success among South African veterinary professionals (N = 331), whilst exploring the possible moderating role of career resilience and self-efficacy. Empirical results showed significant positive relationships between career commitment, career resilience, self-efficacy, and subjective career success. Furthermore, results indicated that self-efficacy moderated the relationship between career commitment and subjective career success, although no evidence for the moderating role of career resilience in this regard, was found. These findings carry implications for organisations and training institutions on the qualities most important for the career success of veterinary professionals. Implementing career commitment initiatives and considering self-efficacy in the training of veterinary professionals are recommended. [ABSTRACT FROM AUTHOR]

Copyright of Psychological Science is the property of Psychological Science Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We aimed to examine the mediating role of kindergarten teachers' professional identity and work passion in the relationship between self-efficacy and career resilience. A sample of 662 kindergarten teachers from 30 kindergartens in China completed online surveys (female = 99.2%; mean age = 29.38 years, SD = 2.78 years; mean tenure = 9.27 years, SD = 2.21 years). We collected data on their self-efficacy, professional identity, career resilience, and work passion using validated measures. Structural equation modelling and mediating effect estimation analyses indicated that teacher self-efficacy positively predicted career resilience. Both professional identity and work passion separately mediated the relationship between self-efficacy and career resilience. Furthermore, professional identity and work passion had a chain mediating effect on the relationship between self-efficacy and career resilience, strengthening this relationship. These findings are consistent with work well-being theory. Based on these findings, we propose a need for school systems to support teachers in their professional identity and work passion for greater work well-being. [ABSTRACT FROM AUTHOR]

This study aimed to explore the personal and career resilience of project management practitioners working in the Architectural, Engineering, and Construction (AEC) industries and their organizational support in the context of the COVID-19 pandemic. The global pandemic offered a unique opportunity to explore resilience both as a state (using quantitative scales) and as a process (using qualitative responses) in the context of a shared transboundary disturbance in normal routines. A mixed methods approach was used to triangulate quantitative and qualitative data from an online survey which included established scales and open-ended questions. Informed by a total of 121 valid survey responses, hierarchical regression analysis of the scales provided insights into the relationship between career and personal resilience and how personal resilience contributed to greater career resilience and the ability to positively adapt to the pandemic's consequences. The quantitative analysis was complemented by a thematic analysis of the open-ended responses to identify the forms of organizational support that were important for resilience building during the pandemic. Organizational resources, such as training, mentoring, increased communication, and greater management support fostered employee adaptation to the pandemic shock. Evidence-based recommendations are made for AEC organizations to facilitate better workforce preparation for future adversities through providing effective resilience-promoting support mechanisms. The findings add to the body of knowledge by providing a better understanding of the importance of personal and career resilience and the role of organizational support in the process of resilience-building during adversities. [ABSTRACT FROM AUTHOR]

Background: Empirical research on career-adaptive attributes that elucidate the dynamic interplay between resources of career self-reactiveness and career self-reflectiveness in career human agency theory (CHAT) is scant. Objectives: The objective of the study was to assess the simultaneous interplay between constructs of career self-reactiveness (career adaptability, psychological capital, career agility) and constructs of career self-reflectiveness (career resilience and career satisfaction). Methods: The cross-sectional canonical correlational design of the study involved a random sample of black African employees (N = 412) in a South African public service government organisation. Results: Adaptive readiness, goal-directed adaptability and career forethought and intentionality in goal achievement emerged as four common synthetic themes that illustrated the mutually reinforcing dynamics among the study variables. Conclusion: The reciprocal associations among the study variables offer promising support for career counselling interventions that apply the CHAT. The findings may guide the use of career assessments for career-adaptive behaviours that help cultivate career human agency. Contribution: The study contributed to career development in the African context by enriching understanding of the role of individuals’ adaptive readiness, goal-directed adaptability, career forethought and career intentionality in agentic career goal achievement.

Background: The current study was conducted to explore the level of career resilience among nurses working in medical centers affiliated with the Tabriz University of Medical Sciences, and examine whether organizational education and other characteristics, such as background variables, have any effect on that resilience. This is of particular importance in light of the COVID-19 pandemic, which resulted in nurses playing a more prominent role than other medical staff when dealing with infected patients and consequentially experiencing a greater impact on their career resilience. Methods: This research study was a descriptive correlational design using a stratified sampling technique. A total of 351 participants, all nurses from medical education centers affiliated with the Tabriz University of Medical Sciences, were selected. Questionnaires covering career resilience, organizational education, and demographic items were used to collect the data. SPSS 22 was used to carry out the analyses, including t-tests, Pearson correlations, and linear regression tests. Results: The results showed that nurses had an average career resilience score of 56.4 out of a possible 100 with an average organizational education score of 48.6. Bivariate relationships revealed statistically significant associations between career resilience and organizational education (P < 0.001), years of employment (P < 0.001), and education level (P < 0.05). Although there was no statistically significant relationship between career resilience and sex in the bivariate analysis, sex was found to be significant in the multivariable analysis (P < 0.05). Conclusion: Organizational education is essential for nurses to maintain career resilience. To that end, hospitals and medical education centers should offer regular programs centered on enhancing career resilience and helping nurses manage job-related stress. [ABSTRACT FROM AUTHOR]

Sweden is known to be one of the most gender‐equal societies in the world. Thus, it remains as an enigma why a large discrepancy continues to exist regarding the gender balance in career choice and progression in many professions. Drawing on Hirdman's (1988) theory of gendered systems, in this paper, we explore the role of career resilience in the career progression of women who choose to work in the male‐dominated IT sector. We draw attention to how the day‐to‐day process of practicing career resilience in a gendered workplace tends to evolve as women progress in their careers. Based on an interview study with 50 female IT professionals as well as a discourse analysis of 502 newspaper articles on women in this sector, we develop a process model of career resilience in gendered professions, outlining different coping strategies that allow women to develop and enhance such resilience over time. We conclude the paper by providing some practical recommendations. [ABSTRACT FROM AUTHOR]

This study investigated the relationships between perceived internal and external marketability, learning agility, and career resilience. We constructed a model proposing that learning agility mediates the perceived marketability and career resilience relationship. Structural equation modeling was conducted on survey data from 259 Korean employees from three organizations. The results indicated that perceived internal marketability was positively related to career resilience. Conversely, perceived external marketability was negatively and not significantly associated with career resilience. Also confirmed by our results was that learning agility was mediating between perceived internal marketability and career resilience but not between perceived external marketability and career resilience. [ABSTRACT FROM AUTHOR]

This article reports on the value of life design-based counselling for an emerging adult who had experienced parental (emotional) neglect and was now ready to embark on a career. Purposive sampling was used to select an emerging adult who had experienced parental neglect and had entered the workplace stage. Such research in South African education contexts is limited. A QUAL + quan design was used to gather and analyse the data. An intrinsic, descriptive, exploratory intervention case study involving a single individual was the basis of the research. Thematic data analysis (in combination with ATLAS.ti) was conducted to analyse the data, that is, look for themes and subthemes in the data. The intervention enhanced the participant's career resilience and career adaptability. Exploring her life story for themes and patterns helped her gain new insight into the meaning of her experiences. The intervention enabled her to enter a new chapter in her life from a position of strength and an improved sense of self. Longitudinal studies on the long-term effects of life design-based interventions on groups of emerging adults who had experienced different kinds of parental neglect are needed to determine the longer-term value of the kind of intervention described in this article. [ABSTRACT FROM AUTHOR]

Experienced senior living leaders (SLLs) report the impact of spirituality and religious practice on SLL role adaptation and continuation. The sample included 18 SLLs in 18 skilled care settings representing public, non-profit, and for-profit types of incorporation, with oversampling of for-profit facilities. The average years of SLL experience was 24 years. In-depth interviews were examined through a thematic analysis approach using Excel software. Seventy-eight percent described how a higher power, religious beliefs, and faith practices were associated with their role. Their narratives revealed three major themes: Frame (calling and pre-dispositional spiritual beliefs and religious practices), Role Performance (how spirituality informed SLL administrative practice), and Benefits (perceived rewards of adherence to spiritual beliefs and practices). Further analysis of the three themes produced codes that added greater specification for each theme. Implications provided for normalizing the spirituality and work-life intersect and infusing ethical integration of spirituality and work-life in SLL educational programs. [ABSTRACT FROM AUTHOR]

This article aims to 1) examine youth career resilience as an important competency to face the year 2045; 2) assess the urgency of developing career resilience through guidance and counseling as an effort to prepare adolescents to become the golden generation of 2045. From the results of the study, it is known that 1) the golden generation of 2045 who has high career resilience will be able to face a borderless society, global urbanization, and international trade; 2) Through guidance and counseling services, career resilience can be developed from the age of adolescent development, with focus on developing career resilience attributes.

Objective: this study analyses how international literature informs the discussion of sustainability within career scope. Method: we conducted a systematic literature review through the Web of Science database and analyzed 152 papers with the sustainable-career-related keywords: resilience, systems, and ecosystem. By exploring the conceptual foundations of these concepts that have evolved in the context of career sustainability over the last three decades, we identified six clusters of different theoretical approaches. Results: these are the interplay of social spaces in the development of sustainable or unsustainable career paths; need for an open-systems perspective for organizational career management; significance of personal attributes and individual behaviors in career sustainability development; addressing satisfaction and well-being in work and life spheres; external and internal career mobility in complex environments; and contemporary sustainability challenges and their implications for careers, cities, and governments. Conclusion: based on the findings, we established six assumptions that may guide future empirical research in this field.

Workplace incivility remains a prevailing issue and has significant potential for harmful consequences. This study aims to investigate the influencing mechanism of workplace incivility on work alienation from the perspective of targets. Based on the social exchange theory, our research examines the role of interpersonal trust as a mediator along with the moderator of career resilience in the said association. Through a two-wave-timelagged quantitative research design, a sample of 315 nurses from China was investigated with questionnaires on workplace incivility, work alienation, interpersonal trust, and career resilience. The results indicated that workplace incivility was positively related to work alienation with interpersonal trust as a mediator. Workplace incivility caused a decline in interpersonal trust, which led to work alienation. Career resilience buffered such an impact. High career resilience weakened the association linking workplace incivility to interpersonal trust. Organizations should pay more attention to workplace incivility and consider empowering nurses’ career resilience, which could alleviate the negative impact of workplace incivility. [ABSTRACT FROM AUTHOR]

Business continuity practitioners looking to ensure the resilience of their career must dedicate time to understanding the profession, developing a career strategy, investing in professional development, and finding creative ways to leverage their personal uniqueness. This paper provides tips on how to do just this. [ABSTRACT FROM AUTHOR]

In China, social workers face great at-work stress, job burnout and turnover. Determining how to prevent and alleviate their job burnout and improve their work enthusiasm and engagement has become urgent. Using the affective events theory and challenge stressor-hindrance stressor framework, this study explored the impacts of different types of stressors on job engagement and its associated mechanisms and then examined the protective roles of positive emotion and career resilience. A total of 430 social workers in Beijing were investigated. The unique and combined contribution of the stress components to job engagement has been examined. The results showed that both challenge stressors and hindrance stressors had significantly negative impacts on social workers' work engagement and positive emotion, and positive emotion had a significant positive influence on work engagement. Positive emotion fully mediated the negative relationship between challenge stressors and work engagement, and partially mediated the negative relationship between hindrance stressors and work engagement. Furthermore, career resilience can buffer the negative influence of challenge stressors on positive emotion. [ABSTRACT FROM AUTHOR]

Drawing on the "top-down" view of life satisfaction, this study investigates the influence of employee career resilience on life satisfaction and examines mediating effects of indicators of career success (i.e., salary, job level, job satisfaction) and work-related well-being (i.e., work stress) on this relationship. Data were collected from a sample of 527 working professionals from various organizations across the central United States. Results revealed that career resilience was positively associated with life satisfaction. Two indicators of career success (job satisfaction and salary) and work stress were found to mediate this relationship. Taken together, these findings signal that career resilience contributes to employee subjective well-being and that both career success and work stress are instrumental in explaining this relationship. [ABSTRACT FROM AUTHOR]

The purpose of this study was to explore and assess the feasibility of counselling based on life-design principles in enhancing the career resilience of children who are exposed to family violence. The research project involved a QUALITATIVE–quantitative mode of inquiry with 6 participants chosen based on certain characteristics. Life-design-related intervention strategies, together with various (postmodern) qualitative and quantitative techniques, were used to gather data, while data analysis was done using thematic content analysis. Quantitative data were collected from parents as well as the participants before and after the intervention. Certain themes, sub-themes and sub-sub-themes that all contributed to participants’ career resilience were identified. Following the intervention, findings obtained from a qualitative perspective indicated that the outcomes of the life-design-related counselling intervention were substantial. The findings showed that various narrative techniques could be used to enhance the career resilience of children exposed to family violence. Future research could assess the value of life-design counselling in enhancing the career resilience of survivors of family violence in diverse group contexts. A greater focus could be placed on the (unforeseen) external trauma that had an impact on participants’ ability to (re-)construct their career-life narratives to enhance their future selves and careers.