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Occupational Psychology and Sustainable Career Development
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Occupational Psychology and Sustainable Career Development

A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Psychology of Sustainability and Sustainable Development".

Deadline for manuscript submissions: closed (19 May 2024) | Viewed by 2247

Special Issue Editors

Dr. Ilaria Sottimano

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Guest Editor
Department of Psychology, University of Turin, 10124, Turin, Italy
Interests: organizational psychology; aging at work; work ability; sustainability at work; health psychology
Dr. Giacomo Garzaro

E-Mail Website
Guest Editor
Department of Psychology, University of Turin, 10124 Turin, Italy
Interests: organizational psychology; aging workforce and work ability; sustainability at work; burnout; violence
Dr. Sara Viotti

E-Mail Website
Guest Editor
Department of Psychology, Università degli Studi di Torino, 10124 Turin, Italy
Interests: work ability; aging workforce; ergonomics
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

The aging of the workforce is one of the most important shifts in Western countries, and is a consequence of a general aging population. The World Health Organization (WHO, 2022) shows that by 2030, 1 in 6 people in the world will be aged 60 years or over and many of them will still work. Already in 2016, the employment rate for older workers aged 55–64 in the EU stood at 55.3%, compared with 66.6% for those aged 15–64 as a whole (Eurofound, 2017), and the increase has been largest among older women. More recently, in 2021, nearly 1 in 4 American workers was aged 55 years or older (U.S. Bureau of Labor Statistics). These demographic shifts have made the issue of protecting and supporting the safety and health of workers, especially for older workers, and urgent research focus.

In view of the above, the aim of this Special Issue is investigating the main critical issues related to the aging of workers to develop sustainability interventions at work throughout the working life cycle.

Suggested themes include the aging workforce, work ability, workplace interventions, sustainability at work, health promotion and prevention in the workplace, and health and work balance.

In this Special Issue, original research articles and reviews are welcome. Research areas may include (but are not limited to) the following:

  • Occupational psychology;
  • Health psychology;
  • Environmental research and public health;
  • Organizational psychology;
  • Aging at work;
  • Workability and sustainability at work;
  • Health psychology;
  • Aging workforce;
  • Health prevention and promotion.

We look forward to receiving your contributions.

Dr. Ilaria Sottimano
Dr. Giacomo Garzaro
Dr. Sara Viotti
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability is an international peer-reviewed open access semimonthly journal published by MDPI.

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.

Keywords

  • sustainability at work
  • aging workforce
  • work ability
  • health prevention and promotion

Published Papers (2 papers)

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Research

21 pages, 1174 KiB  
Article
Possessing 21st-Century Skills and Building Sustainable Careers: Early-Career Social Sciences Graduates’ Perspectives
by Ayşegül Karaca-Atik, Marjan J. Gorgievski, Marieke Meeuwisse and Guus Smeets
Sustainability 2024, 16(8), 3409; https://doi.org/10.3390/su16083409 - 18 Apr 2024
Viewed by 850
Abstract
In today’s complex labor market, social sciences graduates encounter various challenges and negative experiences in their current jobs and job transitions, which may threaten the sustainability of their careers. Possessing 21st-century skills is considered important in supporting their career sustainability. Employing a cross-sectional [...] Read more.
In today’s complex labor market, social sciences graduates encounter various challenges and negative experiences in their current jobs and job transitions, which may threaten the sustainability of their careers. Possessing 21st-century skills is considered important in supporting their career sustainability. Employing a cross-sectional survey design, this study investigated which 21st-century skills help social sciences graduates build a sustainable career after their graduation. The sample consisted of 129 early-career social sciences graduates. We utilized both a variable-centered (path analysis) and a person-centered (latent profile) approach to data analysis. The path-analysis results showed that collaboration, creativity, and problem solving, but not communication and critical thinking, related to career sustainability. The results also revealed a suppressor effect of problem solving on the positive relationships between creativity and health-related problems, suggesting that problem solving may prevent creative individuals from developing health-related issues. Furthermore, latent-profile analysis demonstrated two profiles: sustainable and non-sustainable careers. While both profiles exhibited similar productivity levels, individuals from the non-sustainable profile reported lower happiness and higher health problems. Partly corroborating the path-analysis results, graduates with sustainable careers differed in communication and collaboration skills. This study enhances the understanding of 21st-century skills’ role in career sustainability and validates the model of sustainable careers. Full article
(This article belongs to the Special Issue Occupational Psychology and Sustainable Career Development)
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14 pages, 701 KiB  
Article
How Does Sustainable Organizational Support Affect Job Burnout in the Hospitality Sector? The Mediating Role of Psychological Capital
by Mohamed A. Moustafa, Musaddag Elrayah, Abdulaziz Aljoghaiman, Ahmed M. Hasanein and Mona A. S. Ali
Sustainability 2024, 16(2), 840; https://doi.org/10.3390/su16020840 - 18 Jan 2024
Viewed by 1056
Abstract
The hospitality industry is often regarded as a labor-intensive sector which is particularly susceptible to job burnout among employees, emphasizing its significant reliance on human resources for various service-oriented functions. This study explores the intricate dynamics between organizational support, job burnout, and psychological [...] Read more.
The hospitality industry is often regarded as a labor-intensive sector which is particularly susceptible to job burnout among employees, emphasizing its significant reliance on human resources for various service-oriented functions. This study explores the intricate dynamics between organizational support, job burnout, and psychological capital in the context of the hospitality sector. It aims to investigate how the level of support provided by organizations influences the occurrence of job burnout among employees in the hospitality industry, with a specific focus on the mediating role played by psychological capital. This research employs a theoretical framework to examine the relationships between these key variables and adopts structural equation modeling (SEM) to analyze the data. The study encompassed data from a total sample of 385 employees, with a gender distribution indicating that the majority (64.1%, N = 247) were male, while 35.9% (N = 138) were female. The main results showed that psychological capital was significantly enhanced by organizational support (β = 0.714, t-value = 45.211). On the other hand, it was found that psychological capital (β = −0.092, t-value = 2.176) and organizational support (β = −0.477, t-value = 11.674) had a substantial negative impact on job burnout. The finding of this study showed that psychological capital mediates the relationship between job burnout and organizational support to some extent (β = −0.066, t-value = 2.134). The findings are anticipated to shed light on effective strategies for organizations to mitigate job burnout by fostering positive psychological capital through supportive organizational practices, ultimately enhancing the well-being and performance of employees in the demanding and dynamic field of hospitality. By unraveling the interplay of organizational support, psychological capital, and job burnout, this study contributes valuable insights to academia, sustainable occupational health, and practitioners in the hospitality sector. Full article
(This article belongs to the Special Issue Occupational Psychology and Sustainable Career Development)
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