Immersive wearable virtual reality for autism: a systematic review of current evidence.

Amidst the challenges stemming from the repercussions of the Coronavirus pandemic and the rise of artificial intelligence (AI), the global economy faces unprecedented volatility, uncertainty, complexity, and ambiguity (VUCA; ), further obscuring the already turbulent job market prospects. In a study conducted by the US Bureau of Labor Statistics, examined the impact of pandemic-driven technology and AI on the workforce, highlighting increased demand for digital skills, job displacement and transformation, as well as the emergence of new roles centered on training and maintaining AI systems. projection of 300 million potential job replacements due to AI highlights its substantial effect on the global workforce. Initially perceived as affecting primarily low-skilled workers (; ), the increasing sophistication of AI is beginning to extend its influence into knowledge-worker roles (). Individuals must develop greater adaptability to navigate the evolving post-pandemic, AI-driven world and respond to unforeseen disruptions throughout their careers. In light of these sweeping changes, it becomes increasingly critical to examine the competencies that enable individuals to proactively manage career transitions and uncertainties. One such competency is career adaptability. Career adaptability is a meta-competency that empowers individuals to effectively solve unfamiliar, complex problems in vocational tasks, ensuring smooth career development and transitions (). Originally introduced by , career adaptability has since gained widespread recognition as a cornerstone of contemporary career development theory and practice. Expanding on the conceptualization of career adaptability, , ) introduced career construction theory to offer a broader framework for understanding how individuals actively construct their careers in response to the complexities of an evolving world. Unlike deterministic theories such as person-environment fit (e.g., Holland's theory of career choice, ) or lifespan approaches (e.g., Super's developmental self-concept theory, ), career construction theory adopts a “contextualist” framework () that highlights the interplay between personal attributes and social conventions in achieving successful career development (; ). Central to career construction theory is the idea that career outcomes depend on an individual's ability to balance authenticity and social recognition by negotiating their vocational personality with the demands of career changes (). Building on this foundation, introduced the career construction model of adaptation (CCMA), a multidimensional framework that operationalizes career development through four interconnected dimensions: , and —collectively known as the “four As” in this paper. is a stable trait reflecting an individual's willingness to adapt to workplace changes, especially when established routines no longer suffice (, ). refers to the malleable capacity for proactively strategizing and managing career challenges (). responses involve behaviors and beliefs used to navigate career demands, such as skill mastery and coping with transitions (). reflects the outcomes of these responses, including job satisfaction and employability ().