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With the ageing global population the demand for nursing jobs and the requirements for complex care provision are increasing. In consequence, nursing professionals need to be ready to adapt, obtain variety of skills and engage in career self-management. The purpose of this paper is to investigate individual, micro-level, resources and behaviors that can facilitate matching processes between nursing professionals and their jobs.

A survey-based study was conducted among 314 part-time and full-time nursing professionals in Hungary.

Consistent with the career construction theory, this study offers evidence on career adaptability as a self-regulatory resource that might stimulate nurses’ adaptation outcomes. Specifically, it demonstrates positive relationships between adaptive readiness (proactive personality and conscientiousness), career adaptability, adapting behaviors (career planning and proactive skill development) and adaptation outcomes (employability and in-role performance).

The cross-sectional design limits causal inference. Relatively small sample of full-time professionals for whom supervisory-ratings were obtained yields the need of further replication.

Stimulating development of nurses’ career adaptability, career planning, and proactive skill development can contribute to sustainable career management. It can facilitate the alignment of nurses to performance requirements of their current jobs, preventing individual person-job mismatch.

Zooming into the context of nursing professionals in Hungary, the study elucidates the understudied link between adaptivity and adapting responses and answers the call for more research that employs other-ratings of adaptation outcomes. It demonstrates the value of career adaptability resources for nurses’ employability and in-role performance.

This article reconstructs the conditions under which displaced persons are integrated into their workplaces with their hosts. It identifies the characteristics of this pathway and provides guidance on the support that should be provided to these people. This support is part of social responsibility. Theories on professional integration/labour market integration (LMI) have been categorised and then arranged in a logical order to determine the stages of this integration. Theories on professional integration support for refugees were also reviewed and examined in relation to this categorisation. Six stages characterise professional integration: getting a job, its sustainability and its wage adequacy, its security and sustainability, career continuity and employability, the fact of being a full and equal participant and being an integrated part of the workforce and the meaningfulness of that job. The level of professional integration marks the quality of this integration. Each level encompasses the previous levels. Displaced persons should be supported throughout their careers to go beyond technical and behavioural skills and take a more holistic view of their tasks to find meaning in their work. While most research focuses on getting a job as a characteristic of occupational integration, this study found five other characteristics that were ordered. It also links vocational integration with social responsibility and provides guidance on how to help displaced people reach the final stage of this integration.

This paper seeks to propose a collaborative process for evaluating, piloting and selecting, new and emerging educational technologies. It aims to promote discussion about how such an evaluative process can be inclusive of interdisciplinary stakeholders and envision the actual application of these technologies in real teaching and learning contexts across disciplines.

The methodology applied in the piloting and evaluation of new educational technologies involves the design and identification of learning activities, the development of evaluation criteria which map to the goals of the learning activities and stakeholders' needs, and the incorporation of the technology‐enabled activities into the total course design.

Evaluation methodologies that involve interdisciplinary stakeholders collaborating on a software pilot expose participants to multiple perspectives and divergent views. The evaluation of new educational technologies within a teaching and learning context is more effective in exposing the benefits and weaknesses of the technology than a conventional software pilot.

The new educational technologies evaluation methodology proposed in this paper has only been fully applied in three product pilots and is still in its developmental stage. The research is limited to the evaluation of educational software, not the implementation of new educational technologies.

The re‐iterative and time‐consuming process of piloting and evaluating new educational technologies within a course context is one in which academics require pedagogical, technological and administrative support. This paper presents a methodology that ensures each of these varieties of support is included.

With the rapid expansion of new, sometimes costly educational technologies, universities can benefit from employing evaluation techniques based within an educational context, and ensure that their investments in these tools make an effective contribution to the enhancement of teaching and learning.