| Abstract [eng] |
Relevance of the topic. Global changes in labour market, globalization, rapidly changing technological end economic environment changed the concept of career: linear, predictable “job-for life” is not a standard at least for a decade now. (Vos, Heijden, 2017). In an aging society, the lack of qualified and competent staff requires organizations to assess the changing expectations of society and to provide an appropriate “value proposition” to the employee to attract and retain employees. One of the key cornerstones now is the transformation of the concept of career when career is viewed at through a prism of sustainability (Herman, Lewis 2012). Maintaining sustainability and promoting rather than depleting human and career development, focusing on stability and renewal is the most important thing in sustainability as current sustainable career trends are linked to precarious working conditions, increasing workload and economic insecurity, reduced health benefits and longer working hours (Greenhaus, Kossek, 2014, Newman, 2011). Sustainable careers are necessary to keep employees healthy, happy, productive, able to compete in the job market throughout their career, and also be able to balance work and personal life (Hauw, Greenhaus, 2015). It is important that a sustainable career model is specifically designed to satisfy both employees and employers, so in analysis of contemporary career challenges both stakeholders are responsible. (Egold, Kelliher, 2015). Research object. The responsibilities of the employee and the organization in forming a sustainable employee career. Aim. Exhibit the responsibilities of the employee and the organization to form a sustainable employee career. Goal: 1. to conceptualize a sustainable employee career through conception, elements of a sustainable career approach and its dimensions; 2. identify employee and organization responsibilities of sustainable career formation and model creation; 3. to base the responsibility of the employee and employer on the development of a sustainable career research methodology and to develop a research methodology; 4. empirically assess the areas of responsibility of employees and the organization for a sustainable employee career. Results Based on the chosen concept of sustainable career, it can be said that a sustainable employee career consists of five sustainable dimensions forming the employee's career: employability, employee health, employee productivity, happiness and work-life balance. The thesis identifies and describes four areas of employee responsibility - learning, adapting creativity, flexibility and initiative. The four areas of the organization responsibility - education, supportive work environment, flexibility and feedback are also identified and described. The empirical assessment of the correlation between employee responsibilities and organizational responsibilities with a sustainable employee career dimension has led to a very weak or weak link. The strongest correlation among the areas of employee responsibility and sustainable employee career dimensions was identified with employee productivity and initiative (,369**), external employability and flexibility of skills (,349**), productivity and flexibility of skills (,342**). The weakest correlation is between internal employment and learning (,134**), health and skills flexibility (,149**). Among the areas of responsibility of the organization and the sustainable dimensions of the career of the employee, the strongest correlation was established with internal employability and positive reactions (,282**) and with internal employment and feedback (,250**). The weakest correlation between internal employment and job flexibility is observed (,094*). The correlation between sustainable employee career dimensions (work-life balance, productivity and health) and organizational flexibility has not been established at all. |
