Sustainable Career Development and Organizational Psychology

Dear Colleagues,

Sustainability has become a critical concern in modern society, with individuals and organizations seeking ways to operate in a more sustainable manner. This includes not only environmental, social, and economic sustainability but also psychological sustainability.

Career and organizational psychology aim to understand and improve the relationships between individuals and their work environments. These topics include employee motivation, job satisfaction, leadership, and organizational culture. In recent years, there has been growing interest in how these topics intersect with sustainability.

From an individual perspective, sustainable careers are those that enable individuals to make a positive impact on society and the environment while also providing financial stability and personal fulfillment. Sustainable careers also involve opportunities for integration across individuals' life spheres and experiences that create a sense of wholeness, completeness, and meaning. This means that individuals can find ways to integrate their work with other life spheres, such as spending time with their family, engaging in social activities, pursuing personal interests, and taking care of their health. By doing so, they can achieve a better work-life balance, reduce stress and burnout, and improve their overall well-being.

From an organizational perspective, sustainable organizations are those that prioritize sustainability in their operations and decision-making. From a psychological perspective, this involves supporting employee satisfaction and well-being. Several studies have shown that employees who are satisfied and engaged in their work are more productive, innovative, and committed to their organizations. Furthermore, sustainable organizations that prioritize employee well-being are likely to experience lower levels of turnover and absenteeism, as well as increased employee loyalty and job satisfaction. In addition, a sustainable organization that prioritizes employee well-being sends a positive message to its stakeholders, indicating that it is not only concerned with profit but also with the welfare of its employees.

The implications in terms of employer branding are evident. Sustainable organizations tend to be more attractive to employees, customers, and investors who are increasingly concerned with sustainability issues.

In addition to its practical applications, sustainable career and organizational psychology also have theoretical implications. This includes exploring the role of values and meaning in sustainable careers, understanding the psychological factors that contribute to sustainable behaviour, and examining the impact of sustainable organizational practices on employee well-being and performance.

For this special issue, authors are encouraged to consider how organizational psychology can promote sustainability in the workplace, what new opportunities, risks, and problems may arise for managers and employees trying to foster sustainable behaviours at work, and how the economy and industry will change, evolve, and sustain. We encourage contributions that combine a high academic standard and innovative insights aimed at providing practical solutions. The issue will include interdisciplinary studies, as well as literature review papers, position papers, and empirical studies.

We look forward to receiving your contributions.

Suggested readings

Anseel, F. Agile learning strategies for sustainable careers: A review and integrated model of feedback-seeking behavior and reflection. Cur. Opi. Env. Sust. 2017, 28, 51-57. https://doi.org/10.1016/j.cosust.2017.07.001.

Benevene, P.; Buonomo, I. Green Human Resource Management: An Evidence-Based Systematic Literature Review. Sus. 2020, 12, 5974. https://doi.org/10.3390/su12155974.

De Hauw, S., & Greenhaus, J. H. Building a sustainable career: The role of work–home balance in career decision making. In Handbook of research on sustainable careers (pp. 223-238). 2015.  Edward Elgar Publishing.

 Heslin, P. A., Keating, L. A., & Ashford, S. J. How being in learning mode may enable a sustainable career across the lifespan. J. Voc. Behav. 2020, 117, 103324. https://doi.org/10.1016/j.jvb.2019.103324.

Iles, P. Sustainable high‐potential career development: A resource‐based view. Car. Dev. Intern. 1997, 2 (7), 347–353. https://doi.org/10.1108/13620439710187981.

Lent, R. W.; Brown, S. D. Career Decision Making, Fast and Slow: Toward an Integrative Model of Intervention for Sustainable Career Choice. J. Voc. Behav. 2020, 120, 103448. https://doi.org/10.1016/j.jvb.2020.103448.

Magnano, P.; Santisi, G.; Zammitti, A.; Zarbo, R.; Di Nuovo, S. Self-Perceived Employability and Meaningful Work: The Mediating Role of Courage on Quality of Life. Sust. 2019, 11, 764. https://doi.org/10.3390/su11030764.

Stuer, D.; De Vos, A.; Van der Heijden, B.I.J.M.; Akkermans, J. A Sustainable Career Perspective of Work Ability: The Importance of Resources across the Lifespan. Int. J. Environ. Res. Public Health 2019, 16, 2572. https://doi.org/10.3390/ijerph16142572.

Prof. Dr. Michela Cortini
Dr. Stefania Fantinelli
Dr. Teresa Galanti
Dr. Ferdinando Toscano
Guest Editors

Manuscript Submission Information

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Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

• sustainable career
• organizational psychology
• social responsibility
• flexibility
• personal fulfillment
• wellbeing