ArticleFrontiers in psychology2024
Development and validation of career sustainability scale for mid-career employees.
Article in Frontiers in psychology, 2024. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
What it found
Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.
The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.
Who cites it
2 citing papers in PubMed.
- AI-driven skill volatility and the emergence of re-skilling fatigue: the human cost of perpetual learning.Frontiers in artificial intelligence · 2026Article
- Developing and validating career sustainability scale: sample of Turkish university students.BMC psychology · 2025Article
Corrections and comments
PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.
Authors and funding
3 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
A sustainability perspective on careers builds a resilient career system by simultaneously considering individual's current career needs and long-term career outcomes. The individual career agent's strategy for achieving a sustainable career is a powerful approach to career development in an environment where an individual's proactive career competencies are emphasized. Mid-career individuals, especially those facing career transitions, need to increase their sustainability by maintaining, renewing, and developing their current careers. To support sustainable career development for mid-career employees, a tool is needed to objectively diagnose the level of career sustainability, taking into account the characteristics of their career transitions. The purpose of this study is to develop and validate a mid-career employee career sustainability scale. The research methodology comprised four systematic scale development processes. First, an integrated literature review was conducted to develop a conceptual model of mid-career career sustainability. Second, an initial pool of career sustainability items was developed and subjected to expert content validation. Third, an exploratory factor analysis (EFA) was conducted on 257 participants to verify the reliability and validity of the preliminary items. Finally, a confirmatory factor analysis (CFA) was conducted on 534 participants to finalize the final items. The participants were all mid-career employees aged 40-55 currently employed in Korean organizations. The new scale reliably and validly measured mid-career career sustainability across four dimensions: meaning perception of career sustainability, skill acquisition for career sustainability, relationship building for career sustainability, environmental awareness for career sustainability.
Indexed as
Identifiers
What OpenQuestion holds
Registered trials
Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.