Fostering Retention among Project Managers through Career Sustainability

In the face of rapid technological advancements and market changes, project management is crucial for driving innovation and organizational adaptability. This is essential for maintaining a competitive edge and meeting evolving customer needs. Project management significantly contributes to the economy by facilitating large-scale infrastructure projects, technological innovations, and business expansions. These projects create jobs, stimulate economic growth, and improve societal well-being. Projects are no longer just temporary organizational endeavors; they represent a fundamental way of organizing human activities, a phenomenon often referred to as the "projectification" of society. This underscores the increasing prevalence and significance of projects in our daily lives, shaping our actions, conversations, and identities. The Project Management Institute predicts that by 2027, employers will need nearly 88 million individuals in project management-oriented roles, highlighting the substantial job creation potential. Despite project managers critical role to organizational success, project management as a career path is still undervalued. A lack of opportunities for continuous development and career progression limits project managers career sustainability and leads to high turnover rates. A significant factor contributing to high turnover is that many project managers are often outsourced, limiting their opportunities for continuous development and career progression, which reduces career sustainability. Recently, it has been proposed that career sustainability theory may be an appropriate framework to study project managers' careers and address turnover in project management. Nonetheless, there is a significant lack of empirical research focused on project managers' career sustainability. Previous research highlights that many organizations do not have dedicated career pathways or support structures for project managers, such as a supportive organizational culture, mentorship programs, training and development opportunities, and effective feedback and performance management systems. This lack can lead to career stagnation and dissatisfaction. Low career satisfaction not only hampers individual career growth but also increases the intention to leave the organization, negatively impacting organizational performance. Conversely, research indicates that employees who perceive their careers as sustainable report higher levels of career satisfaction.[...]