| Abstract [eng] |
These days, the rapidly changing economic, technological and business environment is making employees' careers increasingly uncertain. These changes lead to the optimization of organizational processes, the allocation and elimination of resources and human resources. In these challenging situations, the resilience of employees is manifested, which determines their ability to recover, adapt to and learn from situations, and to increase their employability both inside and outside the organization. Changing work environments affect the sustainability of employees' careers by increasing stress levels, reducing work-life balance, changing employee productivity, and changing the importance of happiness and health at work. Empirical studies have therefore identified the phenomenon of sustainable careers along five dimensions: employee productivity, employee happiness, employee work-life balance, employee health and employee employability. There is a large amount of research in the literature on the different dimensions of sustainable careers, but an analysis of the literature reveals that there is a lack of studies that analyze the expression of sustainable careers among employees with different resilience. It can therefore be argued that this topic is relatively new and has potential for further research. The object of the research: the expression of sustainable careers of employees of different resilience. The aim of the work: to reveal how sustainable careers emerge among workers with different levels of resilience. In order to analyze how sustainable careers are expressed among employees with different levels of resilience, a qualitative research design was chosen: semi-structured interview. This research method was chosen in order to gain a comprehensive understanding of the expression of sustainable careers among employees in the context of challenging situations at work. In the study of the sustainable career expression of employees with different levels of resilience, two groups of resilience were identified: medium and high resilience employees. The study showed that all dimensions of sustainable careers were present in both resilience groups. The empirical results show that employees with medium resilience are more likely to consider challenging situations at work to be those associated with uncertainty, such as layoffs, work process optimization, and increasing workload. The results show that there are more similarities than differences between the sustainable career expression of medium and high resilience employees. From the perspective of research on sustainable career expression of employees with different levels of resilience, further research is important to ensure sustainable careers and resilience development. It would also be useful to conduct a quantitative study that identifies low and high levels of employee resilience and measure the impact of different levels of resilience on employees' sustainable careers. |
