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Theoretical Background & Research goals and why the work was worth doing: In today’s school-to-work transition (STWT), young professionals must adapt to continuous change and complexity, making their careers less defined and predictable than ever before (Akkermans et al., 2021; De Vos et al., 2019). However, despite this change to continuous learning, research in this area has predominantly focused on the STWT as a major one-off transition moment that emerging adults need to adapt to and navigate effectively (Hirschi, 2010; Johnston, 2016; Koen et al., 2012).However, adaptability is only one piece of the puzzle. Recent research suggests that emerging adults should be proactive in their careers (Akkermans et al., 2013; Akkermans & Tims, 2017; Blokker et al., 2019) to enhance their career success (Akkermans & Tims, 2017). As such, proactive behaviors might be the key for them to lay the foundation for a sustainable career (De Vos et al., 2020; Van der Heijden et al., 2020) characterized by happiness, health, and productivity (Van der Heijden, 2005). With this study, we aim to understand how emerging adults’ proactive behaviors may help them to achieve career sustainability during the STWT, and what hinders and enables those behaviors. Methodology: To capture how the behaviors of emerging adults develop during the STWT, we employed a longitudinal qualitative design. We interviewed 44 graduating students at a Dutch University of Applied Sciences twice, interviewing them six months before (T1, N = 44) and six months (T2, N = 36) after graduation. Additionally, we triangulated these data with nine focus groups (N = 56) and four interviews (N = 6) with stakeholders (i.e., parents, faculty/staff, potential employers, the ministry of education, etc.) to include a broader life context.The interviews at T1 tapped into the students’ proactive behaviors and career aspirations and explored the potential enabling and hindering factors toward a sustainable career. The T2 interviews focused on the development of health, happiness, and productivity during the STWT and what behaviors, motivations, and influences played an enabling or hindering role. The stakeholder focus groups and interviews allowed for a more nuanced and holistic understanding of the data that emerged from the T1 and T2 interviews. At this point, we have completed the data collection, transcribing, and coding. We aim to finish the analyses before the end of 2022. Results obtained and expected: Preliminary results suggest that, next to proactive behaviors, career competencies (Akkermans & Tims, 2017) seem to play an important role during emerging adults’ STWT. Interestingly, these competencies are not solely applied to their work and careers, but also to their private lives in general. This adds a broader perspective to the usage of career competencies. Concerning proactive behavior, we find that emerging adults report an increase in change-oriented behavior over time. Regarding the enabling and hindering factors, we see how family, the university itself, job/society pressure, and Covid-19 all influence emerging adults’ proactive behavior. For example, the university and its educational structures are considered one of the biggest hindrances toward proactive behavior due to its rigidity and the inherent (job)pressures it provides for emerging adults. Limitations: Due to research taking place within an Applied Sciences University, the findings might limit themselves to this specific population. That said, an effort has been made to use purposive sampling to have a qualitative representative sample herewith trying to maximize its generalizability. We consider the qualitative nature and in-depth approach a strength and are already eyeing possible quantitative future research possibilities. Research/practical implications: This study will provide new insights into how proactive behaviors can help emerging adults to lay a foundation for a sustainable career, and the role of key enablers and barriers in this process. Until now, STWT research has primarily focused on how competencies and behaviors influence one’s work and career. However, our results encourage a broader life perspective that includes one’s private life as well. These insights can be used to develop interventions to help students develop proactive behaviors toward a career in which they can remain happy, healthy, and productive. Originality/Value: This study is among the first to provide empirical evidence based on the conceptual model of sustainable careers described by De Vos et al. (2020). Moreover, we do so at a crucial career stage: the initial transition into work. Our findings will shed light on the interaction between individual and contextual factors that can shape school-to-work transitions in the contemporary career. Relevance to congress theme: As this research focuses on the abilities of the future labor force, it is critical they start their careers in a sustainable manner.

One key career transition during emerging adulthood is the school-to-work transition. As careers have become much more dynamic and complex, this particular has also become more challenging for young adults. In this chapter, the authors explain how the school-to-work transition has changed and how individual agency and structural factors can interact to lay an early foundation for sustainable career development. In line with this, the authors argue that career competencies and employability are crucial concepts for today’s school-to-work transition. Finally, they look forward to how future research might contribute to further understanding the contemporary school-to-work transition. In all, this chapter argues that an adaptive school-to-work transition is crucial as a building block for long-term sustainability of careers.

The field of career studies primarily focuses on understanding people’s lifelong succession of work experiences, the structure of opportunity to work, and the relationship between careers and work and other aspects of life. Career research is conducted by scholars in a variety of disciplines, including psychology, management, and sociology. As such, it covers multiple levels of analysis and is informed by different theoretical frameworks, ranging from micro (i.e., individual) to macro (e.g., organizational, institutional, cultural). The most dominant theoretical perspectives that have been mobilized in career research are boundaryless and protean career theory, career construction theory, and social cognitive career theory. Other perspectives that have increasingly been adopted include sustainable careers, kaleidoscope careers, psychology of working theory, and theories from related disciplines, such as conservation of resources theory and social exchange theory. Key topics in the field of career studies include career self-management, career outcomes (e.g., career success, employability), career transitions and shocks, calling, and organizational career management. Research at the micro level with outcomes on the individual level has been dominant in the early 21st century, predominantly focusing on understanding individual career paths and outcomes. Thereby, however, contextual factors as either further important predictors or boundary conditions for career development are also considered as important research topics.

Al een tijdje wordt geëxperimenteerd met geprint voedsel. Lizette Oudhuis, lector Food Physics bij hogeschool Van Hall Larenstein vertelt er meer over.

Individuals can proactively craft their careers by shaping boththeir individual jobs and the series of jobs or roles that comprise theircareer journeys. This chapter illustrates how being proactive at one’sjob (i.e., job crafting) may allow individuals to achieve better jobs forthemselves and how being competent with regard to one’s career (i.e.,career competencies) may help individuals better proactively navigatetheir careers, which is referred to as career crafting. Drawing on theparallel with the literatures on job crafting, career competencies, andcareer self-management, this chapter introduces career crafting as avaluable new variable for career research. Career crafting is defined asproactive behaviors that individuals perform to self-manage theircareers to attain optimal person–career fit. The chapter also presentsthe Career Crafting Survey, which can be used in future research tofurther accumulate knowledge about how and when career craftingmay help individuals achieve successful and fulfilling careers.

This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted in increased levels of work engagement and job performance. However, contrary to our expectations, employees whose limited FTP increased over the 1-year time period did not proactively reduce their hindering job demands. Hence, although crafting fewer hindering job demands was directly related to decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.

This study aimed to investigate whether career competencies could enhance an employee's subjective career success in terms of perceived employability and work-home balance via job crafting behaviors. Based on Job Demands-Resources (JD-R) Theory, we examined a potential motivational process in which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability. In addition, job crafting mediated the positive relationship between career competencies and work-home enrichment. We expected a negative association between job crafting and work-home interference, yet our results indicated that career competencies are indirectly and positively related to work-home interference via job crafting. With our findings, we add to JD-R Theory by (1) showing that career competencies may be considered a personal resource, (2) empirically examining the role of job crafting in motivational processes, and (3) showing that enhanced subjective career success can be an outcome of motivational processes. Organisations may use these findings to implement developmental HR practices aimed at increasing career competencies and job crafting.

Er zijn in de laatste decennia grote veranderingen geweest in de manier waarop werk gedaan wordt en aan loopbanen vormgegeven wordt. Zie bijvoorbeeld de hoofdstukken in deze canon over employability en job crafting. Dit heeft gezorgd voor een toenemende druk op individuen om verantwoordelijkheid te nemen voor hun eigen loopbaan, waarbij succes in die loopbaan beschouwd wordt als een gevolg van individuele proactiviteit en zelfmanagement (zie bijvoorbeeld Akkermans & Kubasch, 2017). Tegelijkertijd zien we een trend van toenemende complexiteit van loopbanen, die niet alleen dynamischer worden maar, als gevolg van een stijgende pensioengerechtigde leeftijd, ook steeds langer duren. Dit alles heeft ervoor gezorgd dat er een discussie is ontstaan over de duurzaamheid van loopbanen. Maar wat is dat eigenlijk, een duurzame loopbaan? En welke factoren dragen eraan bij dat een loopbaan meer of minder duurzaam is? Hoe kunnen we mensen helpen in deze dynamische tijden om aan de duurzaamheid van hun loopbaan te werken? Recente ontwikkelingen in de wetenschap proberen hier een antwoord op te geven, met Ans de Vos en Beatrice van der Heijden als grondleggers van dit perspectief.

This chapter provides an updated review and commentary on the empirical literature on individual difference antecedents of careers outcomes, before suggesting areas for future research. Career success is commonly defined as either the real or perceived achievements individuals have accumulated as a result of their work experiences, or the accumulated positive work and psychological outcomes resulting from one’s work experiences. Potentially career enhancing dispositions are unlikely to result in objective career outcomes unless they lead people to act and perform in ways that are valued by organizations or other gatekeepers of objective career outcomes and/or that build career-enhancing opportunities and resources, such as a network of supportive colleagues. Networking is important for career success because it creates opportunities and aids in identifying the next career move within or beyond the organization. Conscientiousness and neuroticism respectively influence salary positively and negatively, via their influence on the occupational self-efficacy facet of human capital.

The literature on psychological contract formation and evaluation is extremely rich, yet the role of social context has been under-researched. Studying the role of social context, however, is important, as psychological contract formation, fulfilment, and breach are likely to be influenced by social contextual factors such as supervisors, colleagues, and team members. In this chapter, the authors bring together the available literature on the role of social context in the psychological contract, thereby distinguishing between three main approaches: individual-level, direct consensus, and referent shift. Following from these three approaches, the authors argue that single-level research has a rich foundation, yet multi-level research is still relatively new and unexplored. Further, they distinguish between idiosyncratic and shared psychological contracts, thereby arguing that the latter especially is in need of more theorizing and empirical work. In all, the authors hope that this chapter inspires researchers to explore the role of social context in psychological contract processes.

Technological innovation and information & communication technologies (ICTs) are considered enabling factors for social and economic development, even in very poor parts of the world. However, successful ICT deployments in low-resource regions, with low levels of literacy and poor infrastructures are scarce. In this paper we argue that a user-centered, iterative approach, bridging the gap between developers and local users, is the path to successful, contextualized ICT service development, in benefit of local needs and goals. Based on field experimentation in rural regions of West Africa we present a framework to iteratively and collaboratively develop ICT systems, adapted to local needs and context.

This thesis consists of a series of studies on technical and procedural aspects of laser surgery for the treatment of twin-twin transfusion syndrome (TTTS), a causal treatment modality first described by De Lia et al. in 1990. TTTS is caused by unbalanced blood flow across placental vascular communications between both twins called anastomoses. The aim of the treatment is to close of all anastomoses in order to separate both fetal circulations. In part one, we give a general introduction to the subject and its challenges. Part two consists of studies evaluating current practice with the aim to identify potential areas of improvement. Part three deals with several techniques, the impact of laser energy and placental damage and, it introduces a model to investigate different technical parameters of the laser procedure. Finally, in part four, we discuss the development of a standardized training model for fetoscopic laser surgery.

Background Unexpected clinical deterioration before 34 weeks gestation is an undesired course in early-onset pre-eclampsia. To safely prolong preterm gestation, accurate and timely prediction of complications is required. Method Women with confirmed early onset pre-eclampsia were recruited from 53 maternity units in the UK to a large prospective cohort study (PREP-946) for development of prognostic models for the overall risk of experiencing a complication using logistic regression (PREP-L), and for predicting the time to adverse maternal outcome using a survival model (PREP-S). External validation of the models were carried out in a multinational cohort (PIERS-634) and another cohort from the Netherlands (PETRA-216). Main outcome measures were C-statistics to summarise discrimination of the models and calibration plots and calibration slopes. Results A total of 169 mothers (18%) in the PREP dataset had adverse outcomes by 48 hours, and 633 (67%) by discharge. The C-statistics of the models for predicting complications by 48 hours and by discharge were 0.84 (95% CI, 0.81–0.87; PREP-S) and 0.82 (0.80–0.84; PREP-L), respectively. The PREP-S model included maternal age, gestation, medical history, systolic blood pressure, deep tendon reflexes, urine protein creatinine ratio, platelets, serum alanine amino transaminase, urea, creatinine, oxygen saturation and treatment with antihypertensives or magnesium sulfate. The PREP-L model included the above except deep tendon reflexes, serum alanine amino transaminase and creatinine. On validation in the external PIERS dataset, the reduced PREP-S model showed reasonable calibration (slope 0.80) and discrimination (C-statistic 0.75) for predicting adverse outcome by 48 hours. Reduced PREP-L model showed excellent calibration (slope: 0.93 PIERS, 0.90 PETRA) and discrimination (0.81 PIERS, 0.75 PETRA) for predicting risk by discharge in the two external datasets. Conclusions PREP models can be used to obtain predictions of adverse maternal outcome risk, including early preterm delivery, by 48 hours (PREP-S) and by discharge (PREP-L), in women with early onset pre-eclampsia in the context of current care. They have a potential role in triaging high-risk mothers who may need transfer to tertiary units for intensive maternal and neonatal care. Trial registration ISRCTN40384046, retrospectively registered. Electronic supplementary material The online version of this article (doi:10.1186/s12916-017-0827-3) contains supplementary material, which is available to authorized users.