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This chapter explores and questions the aims of public policy for career development. In the early years of the 21st century, an international consensus emerged in the literature describing the intentions of governments when they seek to intervene in the careers of their citizens. A case is made for a broader conception of the socially desirable outcomes from career interventions. Drawing on the United Nations Sustainable Development Goals, a systematic framework of six types of policy goal for career development services is proposed: (i) labour market goals, (ii) educational goals, (iii) social equity goals, (iv) health and well-being goals, (v) environmental goals, and (vi) peace and justice goals. The latter three categories represent new or relatively neglected areas of focus. Cross-cutting themes of social justice, sustainability, and societal change are highlighted.

This study explores antecedents of commitment among 1,300 municipal employees in three Chinese cities. Six potential antecedents, drawn from the rational choice and organizational behavior literatures, are investigated. Regression analysis indicates that role fit is the most important antecedent, followed by job challenge and management support. Extrinsic rewards and shared belief in the organization's mission and values are not as strongly or consistently related to commitment level. Compatible with findings from studies in Western countries, the results suggest that commitment among Chinese public employees may depend on the extent to which they experience their organization as being committed to them.

AbstractThis editorial introduces readers to the Capability Approach to career guidance. It outlines the origins of the approach in the work of economist Amartya Sen, and explains some of its key concepts. The Capability Approach offers a way to think about freedom, justice and well-being that has great relevance to the concerns of career guidance. A brief summary is provided of scholarship adapting the Capability Approach for application to career research, policy and practice. Finally, the four papers in the special section (Egdell & Robertson; Joncas & Pilote; Skovhus; Fuertes et al.) are introduced.

AbstractIn this article, we provide a balanced critique of Sen's Capability Approach (CA) with reference to its potential to inform career guidance theory and practice. There are varying understandings and interpretations of the CA. Some see capabilities as universal, whilst others favour a more relativist view. The CA is also vulnerable to misunderstanding. Critiques based on misunderstanding are easily dismissed, so our focus is on substantive conceptual and practical critiques. Three main challenges are explored: conceptual debates about the nature of freedom and justice; limitations arising from the disciplinary origins of the CA; and challenges in operationalising the CA.

This article provides an account of current public policy for career guidance in the Republic of Armenia. Brief background information is provided in terms of key geographical, political, social and economic facts about Armenia. Then, a more specific context is outlined with a brief overview of the education and skills system and of the labour market environment. Career guidance in Armenia needs to be understood in relation to recent public policy initiatives to introduce active labour market programmes. The scope of these programmes is outlined and a critique of current policy is provided. Finally, priorities for future development are considered.

The purpose of the present research is to contribute to the task of building theory pertinent to collaborative governance through the use of a novel research method-computer simulation using agent-based modeling (ABM). We explore the relationships between a number of characteristics and outcomes of collaborative forums, focusing on the effects of a process of deliberation through which stakeholders build shared understanding of the issue, and of decision-making rules used to control power imbalances among stakeholders. Three measures were used to assess the results of the decision-making process: decision success rate, defined as the percentage of forums that reached a decision; decision acceptability, defined as the mean level of acceptability (across agents) of the alternatives chosen in successful forums; and decision equity, defined as the standard deviation of the level of acceptability (across agents) of the alternatives chosen in successful forums. Based on the results of the computational model, we suggest propositions regarding the positive effect of deliberation on consensus building and decision quality, the advantages of a supermajority requirement, and interactions between decision rules and deliberation. We conclude the article by discussing the strengths and weaknesses of this approach and commenting on the issue of empirical measurement of these issues. Adapted from the source document.