The Problem

Under the pandemic, employees face unique career challenges depending on their contexts and situations. For example, essential workers need to find ways for themselves and their families to be safe. Remote workers need to learn about new ways of working and communicating. In addition, for displaced or soon-to-be displaced workers, a job search is a primary career concern.

The Solution

All agents—the organization, supervisors, and employees—can take actions to help employees sustain hope in their careers and recover from the pandemic. This study outcome which involves 257 intervention ideas can be utilized to support the career development of four different types of workers by employing the Hope-Action Theory framework.

The Stakeholders

The results of this study can guide Human Resource Development (HRD) practitioners and researchers in assisting employee career development by engaging the entire organization, supervisors, and employees. Organizational leaders and employees can also benefit directly from the study results.

中文翻译：

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COVID-19 中充满希望的员工职业发展机制：希望-行动理论视角

问题

在大流行下，员工面临着独特的职业挑战，具体取决于他们的背景和情况。例如，基本工作人员需要为自己和家人找到安全的方法。远程工作者需要了解新的工作和交流方式。此外，对于失业或即将失业的工人来说，找工作是主要的职业问题。

解决方案

所有代理人——组织、主管和员工——都可以采取行动帮助员工在职业生涯中保持希望并从大流行中恢复过来。该研究结果涉及 257 个干预思想，可通过采用希望-行动理论框架来支持四种不同类型工人的职业发展。

利益相关者

本研究的结果可以指导人力资源开发 (HRD) 从业者和研究人员通过让整个组织、主管和员工参与来协助员工职业发展。组织领导者和员工也可以直接从研究结果中受益。