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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 (8 November 2023) | Viewed by 14288

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Special Issue Editors

Prof. Dr. Michela Cortini

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Department of Psychological, Health, and Territorial Sciences (DiSPuTer), University “Gabriele d’Annunzio”, Chieti, Italy
Interests: boundaryless career; organizational learning; wellbeing
Special Issues, Collections and Topics in MDPI journals

Dr. Stefania Fantinelli

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Department of Humanities, Letters, Cultural Heritage and Educational Studies, University of Foggia, Foggia, Italy
Interests: innovation and wellbeing

Dr. Teresa Galanti

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Department of Psychological, Health, and Territorial Sciences (DiSPuTer), University “Gabriele d’Annunzio”, Chieti, Italy
Interests: talent management; remote work and organizational wellbeing

Dr. Ferdinando Toscano

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Department of Psychology “Renzo Canestrari”, University of Bologna, Bologna, Italy
Interests: remote work; leadership; organizational innovation; organizational well-being

Special Issue Information

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.

Keywords

sustainable career
organizational psychology
social responsibility
flexibility
personal fulfillment
wellbeing

Published Papers (13 papers)

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Research

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15 pages, 774 KiB

Open AccessArticle

The Role of Fulfilment and Disillusion in the Relationship between Burnout and Career Satisfaction in Italian Healthcare Workers

by Marcello Nonnis, Mirian Agus, Francesca Corona, Nicola Aru, Antonio Urban and Claudio Giovanni Cortese

Sustainability 2024, 16(2), 893; https://doi.org/10.3390/su16020893 - 20 Jan 2024

Viewed by 869

Abstract

Healthcare workers’ stress, burnout, and job dissatisfaction were exacerbated by the COVID-19 pandemic, whose mid-term negative effects are still present. The aim of this work was to consider the effects of burnout (psychophysical exhaustion, relational deterioration, and professional inefficacy) on the career satisfaction of healthcare workers. These relationships were evaluated by considering the direct and mediated effects of disillusion. For these purposes, the Link Burnout Questionnaire (LBQ) and the Career Satisfaction Scale (Occupational Stress Indicator—OSI) were administered to 295 healthcare professionals working at three Italian public hospitals in Cagliari, Italy. The analyses were conducted using the Partial Least Square Structural Equation Model (PLS-SEM) method. Outcomes highlighted that healthcare workers were in a condition of work distress, high risk of burnout, and career dissatisfaction. Also recognized was the direct negative effect of burnout dimensions on career satisfaction. Finally, the mediated negative effect of disillusion in the relationship between burnout and career satisfaction was identified. This study underlines the relevance of the dimension of disillusion, and its “bright side” fulfilment, in healthcare workers, specifically referring to the disregarded relationship between burnout and career satisfaction. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

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17 pages, 1301 KiB

Open AccessEditor’s ChoiceArticle

Italian Entertainment Professionals’ Sustainable Employability: What Factors to Consider? A Network Analysis

by Eleonora Picco, Andrea Gragnano and Massimo Miglioretti

Sustainability 2024, 16(2), 663; https://doi.org/10.3390/su16020663 - 11 Jan 2024

Viewed by 684

Abstract

Sustainable employability (SE) refers to a worker’s extensive set of capabilities to make a valuable and healthy contribution over time. Due to the high fragmentation and precariousness of their working conditions, entertainment professionals’ SE is at risk. Methods: By considering valuable work, health, productivity, and long-term perspective capabilities as expressing entertainment professionals’ SE, this study explored the unique pattern of associations among entertainment professionals’ SE, conversion factors at personal (i.e., intrinsic motivation) and contextual levels (i.e., work–health balance external support and health climate, SE policies and social policies), and SE outcomes (i.e., life and job satisfaction and task performance), descriptive and network analyses were conducted in a sample of 123 Italian entertainment professionals. Results: Italian entertainment professionals’ SE was associated with factors at all levels of conversion. Conversion factors at the organizational level (i.e., SE policies and social policies) had a higher predictability (i.e., practical potential) in the SE network, compared to factors at the personal level (i.e., intrinsic motivation). Conclusion. This study added empirical evidence to SE models based on the capability approach, by showing the central role of contextual factors in the development of an extensive set of entertainment professionals’ capabilities. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

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24 pages, 1938 KiB

Open AccessArticle

The Active Role of Job Crafting in Promoting Well-Being and Employability: An Empirical Investigation

by Fulvio Signore, Enrico Ciavolino, Claudio Giovanni Cortese, Elisa De Carlo and Emanuela Ingusci

Sustainability 2024, 16(1), 201; https://doi.org/10.3390/su16010201 - 25 Dec 2023

Viewed by 847

Abstract

Background: Job crafting is a proactive behavior displayed by workers to modify the boundaries of their roles, adapting them to their own needs, which is positively associated with motivational processes and negatively associated with mechanisms that compromise well-being. Methods: Starting from this framework, the objective of this study is to assess the strategic role of job crafting in the relationship between job insecurity and work engagement, psychological well-being and emotional exhaustion, and also to specifically investigate how much age impacts these behaviors and the relationship between job crafting and employability. The hypotheses were explored using partial least squares structural equation modeling (PLS-SEM) and validated using 5000 bootstrap re-samples, differentiating the models by the type of contract and organization of origin. Results: The results confirm the crucial role of job crafting in improving individual well-being and increasing processes of higher expendability in the job market and its protective role against stress mechanisms. Conclusions: Therefore, the results highlight the potentially beneficial effects of job crafting interventions, which are capable of providing tools to facilitate individual and cultural growth. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

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14 pages, 275 KiB

Open AccessArticle

Redefining ‘Careers’ and ‘Sustainable Careers’: A Qualitative Study with University Students

by Angela Russo, Robert G. Valls-Figuera, Andrea Zammitti and Paola Magnano

Sustainability 2023, 15(24), 16723; https://doi.org/10.3390/su152416723 - 11 Dec 2023

Viewed by 865

Abstract

Contemporary society challenges traditional linear career progressions with the emergence of the ‘sustainable career’ concept. This dynamic career path spans different societal domains over time and involves individuals actively shaping their paths through actions and the interpretation of their experiences. The evolving socioeconomic contexts demand a reevaluation of career development processes, necessitating an examination of individual perspectives on what makes a career authentically sustainable. Despite this, in the Italian and Spanish contexts, a definition of the concept of career and sustainable careers rooted in individuals’ interpretations is still absent. This qualitative study is designed to fill the existing gap by exploring the definition of the concepts of ‘career’ and ‘sustainable career’ in an initial sample of Italian (N = 197) and Spanish (N = 193) students (323 females, 67 males) aged 18–30 years (M = 20.13; SD = 2.13). Participants answered open-ended questions about ‘career’ and ‘sustainable career’. Qualitative data analysis software identified key themes, and correspondence analysis explored differences between the Italian and Spanish samples. The findings reveal that the concept of a career encompasses an evolving sequence of work experiences, incorporating training pathways, a continuous commitment to personal growth goals, and professional satisfaction. A sustainable career extends this, emphasizing a healthy work–life balance and the often-overlooked dimension of social empowerment. This study offers a perspective for designing research and interventions aimed at promoting careers and work environments perceived as authentically sustainable. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

12 pages, 1094 KiB

Open AccessArticle

Greening Organizations: The Relationship between Employee Environmental Concern, Perception of Advantages of Eco-Innovations, and Support for Innovation

by Salvatore Zappalà, Luca Radassao and Ferdinando Toscano

Sustainability 2023, 15(24), 16718; https://doi.org/10.3390/su152416718 - 11 Dec 2023

Viewed by 822

Abstract

Environmental sustainability is a relevant challenge for companies, and employees’ perceptions of the advantages of ecological innovation, or eco-innovation, introduced by the company represent an important driver of organizational change adoption. This study examines if employees’ environmental concerns, considered as a general attitude and a value orientation, are related to the perception of the advantages of eco-innovation. Building on climate literature, it also investigates if the climate of support for innovation moderates that relationship. A cross-sectional study was conducted with 130 Italian workers. A confirmatory factor analysis and a moderation model were tested. Results show a significant positive relationship between employees’ environmental concern and perceived benefits of eco-innovation. Intriguingly, the climate of support for innovation negatively, instead of positively, moderated this relationship. Results suggest that in order to increase the perception of the benefits of the introduced eco-innovations, organizations should consider the whole set of innovations undertaken and address, especially to very concerned and value oriented employees, the unique environmental benefits of those innovations. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

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10 pages, 677 KiB

Open AccessArticle

How Do Problem-Solving Demands Influence Employees’ Thriving at Work: An Explanation Based on Cognitive Appraisal

by Lulu Ma, Hongyu Ma, Xiangping Zhan and Yue Wang

Sustainability 2023, 15(20), 14879; https://doi.org/10.3390/su152014879 - 14 Oct 2023

Viewed by 933

Abstract

In globalized markets, it is important for companies to cultivate a thriving workforce that is motivated to grow and develop. Based on the transactional theory of stress, we discussed how the way people appraise their problem-solving demands, either as a challenge or a hindrance, impacts employees’ thriving at work. Data were collected from employees of a state-owned enterprise in China at two separate points with a 4-week interval. The results showed that problem-solving demands have a positive impact on employees’ thriving at work through challenge appraisal and a negative impact on employees’ thriving at work through hindrance appraisal. Additionally, we observed a moderated mediation effect in which organizational identity strengthened the positive effects of problem-solving demands on challenge appraisal, which in turn promoted employees’ thriving at work. The findings highlight the role of cognitive appraisal in interpreting employees’ responses to work stress. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

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33 pages, 1304 KiB

Open AccessArticle

The Mediating Impact of Goal–Role Clarity on the Relationship between Feedback–Seeking Behavior and Goal Orientations with Job Satisfaction Intrinsic Cognitions and Person–Organization Fit

by Madalina Manolache and Gheorghe Epuran

Sustainability 2023, 15(17), 12776; https://doi.org/10.3390/su151712776 - 23 Aug 2023

Cited by 1 | Viewed by 1499

Abstract

This study aims to offer a design for the cognitive calibration of employees’ work behaviors. The study focuses on fostering sustainable behavioral patterns in the workplace by arguing that, to sustain the cognitive maintenance of workplace behaviors, the nexus between self-efficacy behaviors, ability beliefs, job–role clarity, and employees’ perceived alignment should be considered during human resource (HR) processes and events, such as feedback conversations and performance reviews. The tool used to collect our data was a questionnaire administered both in paper format and digitally through an online platform compliant with European data protection regulations, to 210 professionals from two IT companies in northeastern Romania (n = 116 for the first sample and n = 94 for the second sample). The series of questions included Likert scales addressing frequency, (dis)agreement, and clarity. The model was tested using SPSS v.27 and SMART-PLS v.4 software, and the study used partial least squares structural equation modeling to examine the proposed hypotheses. Findings for Study 1 indicated that role clarity partially mediated the relationship between feedback–seeking and job cognitions whilst fully mediating the effect on person–organization fit. Results from Study 2 indicated that role clarity partially mediated the relationship between goal orientations and job cognitions and fully mediated the effect on person–organization fit. Therefore, it is possible to aid employees’ in storing their employment narratives in coherent cognitive schemas while elevating their assessment of work values’ alignment and meaningfulness. On this basis, effective tools and methodologies should be made available to employees, at the individual and team level, to help them understand the cognitive processing endorsing workplace behavioral patterns, compatibility, and causality for them to sustainably transform their workplace behavior. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

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15 pages, 2061 KiB

Open AccessArticle

Positive Affectivity as a Motivator: How Does It Influence Employees’ Sustainable Careers

by Jialing Miao, Hao Hu, Fang Wang and Baoguo Xie

Sustainability 2023, 15(16), 12662; https://doi.org/10.3390/su151612662 - 21 Aug 2023

Viewed by 911

Abstract

Given the critical role of the sustainable careers of employees in their survival and development, interest in how to improve employees’ sustainable careers is growing rapidly. Previous studies primarily focused on the role of contextual factors, and neglected the role of agentic factors such as positive affectivity. Based on the broaden-and-build theory of positive emotions, the aim of this study is to investigate whether, how and when positive affectivity affects sustainable careers. A time-lagged study with two waves of data collected 8 months apart was conducted. With a sample of 580 employees in China, regression analyses showed that positive affectivity influenced employees’ sustainable careers indicated by vigor and level of pay; cognitive reappraisal mediated the positive relationships between positive affectivity and sustainable careers; and organizational commitment moderated the indirect effects of positive affectivity on sustainable careers via cognitive reappraisal. Our findings illustrate the important role of positive affectivity in building employees’ sustainable careers in the workplace. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

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16 pages, 273 KiB

Open AccessArticle

Students’ Career Intention to Teach in Rural Areas by Region and Household Registration: A Study of Students at an Eastern Chinese Local Normal University

by Yajing Wang, Linlin Yang, Xinping Zhang and Zebin Shao

Sustainability 2023, 15(15), 11755; https://doi.org/10.3390/su151511755 - 30 Jul 2023

Viewed by 988

Abstract

The exodus of potential teachers from rural schools has resulted in a current imbalance in the source of teachers for primary education in China, exacerbating the inequality in the allocation of teacher resources between urban and rural areas and limiting the sustainable development of education. To address this issue, the Chinese government has recently implemented a localized rural teacher training policy to provide sufficient quality teachers for rural schools in remote areas. However, the effectiveness of this policy still needs improvement, as some students in teacher education lack enthusiasm for rural education and are reluctant to teach in rural areas, and do not truly view the rural teaching profession as one that provides individuals with economic stability and a sense of personal fulfillment. Using a spatial sociological framework, this research explores the disparities in students’ intention to teach in rural areas by region of origin, such as eastern and central-western China, and urban/rural household registration. Gender is included as a predisposing factor in further examining if students are interested in teaching in rural schools in their hometown. This study analyzed 990 teacher education students at a local normal university in an eastern region of China using a questionnaire survey and logistic regression analysis. The findings indicate that college students’ willingness to teach in rural areas relates negatively to urban household registration, and their willingness to teach in their hometowns does not relate to their household registration; college students’ willingness to teach in rural areas relates negatively to eastern region, and their willingness to teach in the local village relates positively to eastern region. Based on the findings, this paper reflects on China’s existing rural teacher support policies and suggests paying attention to the influence of spatial culture on college students’ career intentions. It also emphasizes the need for individual cultural reconstruction in rural teacher training and policy restructuring in rural teacher development in the current era. In this approach, the sense of wholeness of individual life and love for rural education can be fostered, and the integration of individual life areas in the rural teaching profession can be improved, thereby increasing rural teacher retention and decreasing turnover. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

17 pages, 2843 KiB

Open AccessArticle

How to Maintain Sustainable Research Productivity: From Talents Mobility Perspective

by Chuang Bao, Xinmeng Zhao, Yong Li and Zhong Li

Sustainability 2023, 15(15), 11506; https://doi.org/10.3390/su151511506 - 25 Jul 2023

Viewed by 1024

Abstract

Maintaining sustainable progress in knowledge and technology is essential in building a sustainable society. The transnational or transregional mobility of talents is one of the important channels for the flow and sustainability of knowledge and technology. Based on the social network theory, we attempt to investigate whether scholars’ mobility experience will effectively improve their future scientific research productivity. Empirical studies were conducted based on the academic curriculum vitae of faculties in a leading research university in China from 2008 to 2023. The results suggest that the mobility experience of scholars does not have a significant influence on the total number and quality of papers when we consider both domestic and international publications due to diversified publication channels in the social science disciplines. However, in terms of the number of papers published in international journals and international collaborations, the existence of mobility experiences in their past education or working experience has a significant positive impact on scholars’ later research productivity. In addition, scholars flowing through joint training programs at their doctoral phase tend to produce more co-authored papers. This research provides a reference for the wellbeing and sustainable productivity of university scholars, which is essential in higher education and social environments, and provides universities in developing countries with inspiration for building a sustainable academic talent flow system. It is important to note that this empirical study mainly focuses on researchers and publications in the social sciences, and the behavioral pattern and impact on research outputs might be different for scholars in the natural science disciplines. Due to the limitations with regard to data acquisition, this paper has not further discussed building an international academic network, which needs more in-depth research in the future. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

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16 pages, 288 KiB

Open AccessArticle

Evaluating Organizational Guidelines for Enhancing Psychological Well-Being, Safety, and Performance in Technology Integration

by Federico Fraboni, Hannah Brendel and Luca Pietrantoni

Sustainability 2023, 15(10), 8113; https://doi.org/10.3390/su15108113 - 16 May 2023

Cited by 4 | Viewed by 1848

Abstract

Organizations that integrate new technologies, such as collaborative robots, often struggle to maintain workers’ psychological well-being during transitions. Integrating new technologies can, in fact, negatively impact job satisfaction, motivation, and organizational culture. It is thus essential to prioritize workers’ psychological sustainability to benefit fully from these technologies’ advantages, such as reduced production times and increased flexibility. This study evaluates the impact of eight guidelines designed to support organizations in optimizing human–robot collaboration. The guidelines focus on safety, training, communication, worker agency, and stakeholder involvement. We investigated possible implementation solutions and assessment methods or KPIs for each guideline. We conducted an online survey targeting experts in robotics to gather opinions on the guidelines’ potential impact on workers’ psychological well-being, safety, and performance. The survey also asked about implementation solutions and KPIs for evaluating their effectiveness. Proposed solutions, such as demonstration videos and hands-on training, have the potential to enhance users’ perceived safety and confidence in the system. KPIs, such as subjective perceived safety, risk assessment, and user satisfaction, can be employed to assess the success of these implementations. The study highlights key strategies for ensuring workers’ psychological well-being, optimizing performance, and promoting a smooth integration of robotic technologies. By addressing these factors, organizations can better navigate technology integration challenges, fostering a more sustainable and human-centric approach to deploying robotic systems in the workplace. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

Review

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11 pages, 224 KiB

Open AccessReview

A Psychology of Sustainable Career Development: Hypernormalized Ideology or Inherently Sustainable?

by P. Matthijs Bal and Roxana Alhnaity

Sustainability 2024, 16(2), 578; https://doi.org/10.3390/su16020578 - 09 Jan 2024

Viewed by 809

Abstract

Sustainable career development is a great priority for organizations, governments and individuals alike. Facing the grand challenges of our global world, careers and their development have to be re-designed to incorporate more sustainable ways of living and working. However, most work around sustainable careers is centered around neoliberal modes of organizing, amplifying individual responsibility of individuals for their careers, while treating careers merely as an instrumental ‘tool’ towards organizational performance and viability. Hence, sustainable careers are a hypernormalized ideology. In the current paper, a psychology of sustainable career development is introduced that deviates from earlier, more conservative models, of career development towards a more radical interpretation and recognition of truly sustainable ways of organizing and developing careers. Anchored in an interpretation of sustainable careers as promoting dignity and capabilities of people, this conceptual paper formulates a new psychology of the sustainable career, towards integration rather than individualization. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

Other

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10 pages, 228 KiB

Open AccessBrief Report

Facilitating Sustainable Career Development in Fragility: A Psycho-Linguistic Intervention for Employability of Individuals with Fragile Literacy Skills

by Riccardo Sartori, Francesco Tommasi, Fatima Abu Hamam, Denis Delfitto, Maria Vender, Serena Dal Maso, Sabrina Piccinin and Andrea Ceschi

Sustainability 2023, 15(23), 16162; https://doi.org/10.3390/su152316162 - 21 Nov 2023

Viewed by 627

Abstract

The brief report examines the burgeoning interest in sustainable career development by discussing the role of employability of individuals with fragile literacy skills, i.e., second-language learners (L2), and individuals with developmental dyslexia (DD). Considering sustainable career development as the umbrella of practices facilitating individuals flourishing, we aim to present an integrated flexible intervention to promote the employability of individuals with fragile literacy skills (DD and L2) that combines both the promotion of linguistic skills and psychological resources. Using an experimental research design, we tested our training intervention on language skills (reading and writing) coupled with psychological training intended to enhance psychological resources and psychological capital. A total of 38 individuals with DD took part in our examination (n = 22 in the experimental group) and n = 26 L2 (n = 11 in the experimental group). We measured employability skills and psychological capital pre and post our interventions both in the control and in the experimental groups. Our result show that the intervention led to a significant improvement in L2 and DD. We discuss our results and implications for research and practice. Full article

(This article belongs to the Special Issue Sustainable Career Development and Organizational Psychology)

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