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Career Development International (CDI) is an established source of scientific research on careers and development. The journal reached its 25-years milestone in 2021. To commemorate the occasion, the article aims to provide a retrospective of the major trends, research constituents, thematic structure and key factors explaining the citation impact of CDI articles between 1996 and 2020.

The article extracts bibliographic data of CDI from Scopus and uses that data in (1) a series of bibliometric analyses to explain the major trends, research constituents and thematic structure and (2) a negative binomial regression analysis to explain the key factors affecting the citation impact of CDI.

The article finds that CDI has progressed and contributed substantially to the scientific community since its inception 25 years ago. The contributions in CDI are mainly from America and Europe and can be organized around five major clusters, namely career development, work engagement, entrepreneurship career, career outcomes and career mentoring.

The article provides a rich overview of CDI, but the findings are limited to the accuracy and availability of bibliographic data of CDI from Scopus.

The article extends Akkermans and Kubasch's (2017) 5-years retrospection of major journals on career and development through a 25-years retrospection of CDI, and in doing so, the article provides a longer and more accurate representation of CDI's contributions to the extant literature on career and development.

There is a growing demand in industry for engineering graduates who can think “sustainably.” However, there are many barriers to developing assessment that fosters sustainability learning in engineering classrooms. There is no consensus on the definition of sustainability and its key competencies and teaching resources are limited.

Staff are unclear about what to teach, how to teach, and how to assess learning. Assessment is an integral part of teaching and learning and should be planned from the earliest stages, but this is rarely done. Engineering relies heavily on traditional assessments such as tests and examinations, but these are known to encourage surface learning. Sustainability is complex, multidisciplinary, and needs context, which requires higher-order thinking characteristic of deep learning.

Current assessment types for sustainability include examinations, case study, concept maps, and project-based learning. However, more research is needed to develop best practice assessments. Recommendations for teaching approach are to use a rigorous approach to instructional design, use a systems approach, and use a teaching model that promotes deep learning, incorporates context, and promotes alignment of learning objectives and assessment. Community-oriented assessments are recommended that feature the interdisciplinarity and complexity of sustainability and promote higher-order thinking.

Transitions for young people with intellectual disabilities have received much attention from researchers. Little is known, however, about how mental health services link with existing transition partnerships and what the potential service gaps are for young people with intellectual disabilities. Eight mental health professionals in three local authorities in Wales were interviewed to sketch potential research themes in this area. Our findings revealed a remarkable lack of engagement of mental health professionals with transition partnerships for young people with intellectual disabilities, and significant service gaps. The insufficient integration of mental health services in transition planning may contribute to disruptive transitions for young people with intellectual disabilities and their carers. Further research should examine how best to involve mental health services in transition partnerships for young people.

This study aims to understand the organisational benefits of carbon-focussed management control systems (carbon MCS) under a regulatory context.

The authors conduct a survey of 85 New Zealand (NZ) organisations covering different industries, sizes and compliance obligations.

The results suggest a significant direct positive impact of carbon MCS on organisations’ non-financial benefits and an indirect impact on financial benefits via non-financial benefits. The impact on non-financial benefits is strongest when a whole carbon MCS package is used rather than individual carbon controls. However, the highest impact on financial benefits are attained when only diagnostic controls are used rather than other controls or the whole MCS package. Firms in primary, manufacturing and energy sectors and those with export activities are less likely to achieve organisational benefits, while those with a compliance obligation under the emissions trading scheme are more likely to perceive such benefits.

The study has a limited sample size (85 firms), a unique context (NZ) and coves only large firms. Further, there are no objective performance measures to validate survey responses regarding organisational benefits.

The findings provide a business case for managers and practitioners in formulating their strategic and MCS responses to climate change issues.

The authors focus on carbon MCS and adopt a wider range of carbon MCS levers than previous research. The authors discern not only non-financial benefits but also financial benefits from MCS use.

This study aims to evaluate the clinical effectiveness of the Mindfulness module of the “I Can Feel Good” programme, an adapted dialectical behaviour therapy (DBT) informed skills programme for a group of intellectually disabled offenders (IDOs).

The programme module was delivered to a group of five male IDOs detained under the Mental Health Act 1983 (Revised 2007) at an intellectual disability (ID) rehabilitation hospital based in the UK. The mindfulness module was 12 sessions in length, and it was evaluated using the emotional problems scale (EPS) and the cognitive and affective mindfulness scale-revised (CAMS-R) self-assessment and observational scale. These measures were administered pre- and post-module and used the staff report scales as a primary source of evaluation.

Non-parametric testing revealed that there was a reduction in scores post module on the externalising behaviour problem scale of the EPS and increased scores on the CAMS-R observational scale, which would indicate clinical improvement in the IDO’s behavioural presentation, although it was not statistically significant. The internalising behaviour problem scale showed increased signs of anxiety post module, this could be related to increased self-awareness. The CAMS-R self-reported measure indicated reduced mindfulness qualities following the module.

The results indicate that following the mindfulness module, there was a reduced level of challenging behaviour displayed by the patients with increased signs of emotional regulation. There was also an observed reduction in symptoms of depression and low self-esteem post module.

The purpose of this paper is to investigate how the changing of institutional logics in an established field shapes the developmental networks of high‐achievers.

This research combines time series analysis of more than 80 years of historical data (1922‐2004) with qualitative analysis of induction speeches of 99 hall of fame players from the same period.

Findings indicate that a change in field logics from a more staid “insular” logic to a market or more business‐oriented logic coincided with changes in key players' developmental networks. In particular, the key players' self‐identified developmental relationships become both more numerous and more diverse in nature. Results of the time series analysis connect the shift in logic with the late 1950s which was an important time in Major League Baseball's history. It was during this period that, for the first time, each team had at least one African American player on their roster and each team had an average of at least one full‐time scout based in a country outside the USA – both indicators of MLB's increasingly global search for talent.

The study focuses on extraordinary career performers (versus all performers) in an all‐male professional sport where the nature of the sport and the number of organizations remains relatively stable over time.

These findings show how changes to industry level logics can affect individual level changes in mentoring and developmental networks. In particular, they demonstrate how organizations can create and remove potential developer roles as their respective logics change from era to era.

This is the first known study to explore the effect of macro level changes on mentoring and developmental networks at the individual level.

The purpose of this paper is to assess unit manager perspectives on the introduction of a group-based trauma-specific programme delivered across Scotland’s secure estate. As this was the first time such an estate-wide initiative had occurred, it was important to identify the benefits/challenges at a strategic level.

An exploratory qualitative case study was utilised involving semi-structured interviews with five senior unit managers in three secure units to discover their perceptions of the benefits and challenges of implementing Teaching Recovery Techniques (TRT). A quasi-qualitative analysis was used to quantify and give meaning to manager responses. Inter-rater reliability of analysis was assessed.

Unit managers perceived gains in trauma-informed knowledge for themselves, and knowledge and skills gains for programme workers, care staff and adolescents. Challenges involved: managing a shift in paradigm to include a trauma-specific programme; the limiting context of competitive tendering; short duration placements; and the need for psychoeducation for staff, parents and agencies.

Large sample sizes are likely to identify further issues for unit managers. Manager perceptions need directly compared with staff and adolescent perceptions and included in randomised control trials of trauma-specific programmes.

Managers perceived that TRT needed to be delivered within trauma-informed organisations and identified the need for manager training in traumatisation, trauma recovery and organisational implications to guide strategic planning. Managers emphasised the need for psychoeducation for families, staff and agencies.

The current study is the first in Scotland to explore unit manager experience of introducing a trauma-specific programme across the secure estate.

The purpose of this paper is to summarize the limited body of research that focuses on the efficacy of sexual orientation anti-discrimination legislation in reducing discrimination.

Reviews past research that documents overt and subtle forms of workplace discrimination against gay, lesbian, and bisexual individuals and describes how legislation plays an important role in changing social norms and underlying attitudes.

Empirically demonstrates that legislation effectively can reduce discrimination.

Informs legislative debate and promotes the expansion and adoption of national, state, and local legislation on sexual orientation anti-discrimination legislation.