Life Design: A Paradigm for Career Intervention in the 21st Century

By M. Savickas. 2012

662 citations recorded by the source corpus.

Subfields: Education, Neuropsychology and Physiological Psychology, Safety Research

View Paper: https://www.semanticscholar.org/paper/be44cbdff502ca21f30eae84d5cb08636ec2a42c

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In Education

In Neuropsychology and Physiological Psychology

In Safety Research

Citations in the corpus

The Contributions of Emotional Intelligence and Social Support for Adaptive Career Progress Among Italian Youth (2015, background): “In order to sustain employability, young people need to be prepared to make a series of career decisions in response to a changing environment (Savickas, 2012).”
Antecedents of protean and boundaryless career orientations: The role of core self-evaluations, perceived employability and social capital (2019, background): “…to be easier to achieve among those with a protean career orientation who are more likely to undertake career self-management AC CE PT ED M AN US CR IP T to maintain employability but also to engage in self-construction of a career that fits within a broader subjective life view (Savickas, 2012).”
Career Adaptability and Subjective Well-Being in Unemployed Emerging Adults (2015, methodology): “The fluid, global economic landscape, accompanied by current changes in the meaning and pursuit of work, has created a need for a review of extant career developmental theories (Savickas, 2012).”
Career adaptability and its relation to self-regulation, career construction, and academic engagement among Spanish university students (2016, methodology): “Within this theoretical model the paradigm known as “Life Design” arises (Savickas, 2012) which, by means of life stories, facilitates the exploration of how individuals have constructed their careers.”
Organizational career growth and subsequent voice behavior: The role of affective commitment and gender (2014, background): “More recently, Weng and McElroy (2012) shifted the focus to organizational career growth, or the degree to which employees experience career growth within their current organization (rather than the assessment of career outcomes across their total work career).”