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This study interrogates how adaptive career ecosystems can mitigate workplace stress for newcomers amidst accelerating automation, synthesizing sociological theories of career construction with economic paradigms of human capital resilience. The training and management of new employees is an important part of enterprise development, and also a manifestation of the enterprise’s proactive social responsibility. In the process of managing new employees, the handling of work pressure is not only an issue that companies need to face when improving their management systems, but also an important issue that cannot be avoided during the career adaptation period of new employees. In order to explore how new employees can actively transform work pressure and achieve workplace adaptation through positive self-perception, this article uses career construction theory under the resource conservation of stressors to examine the career development of new employees using longitudinal data from 151 interns in a private enterprise. It was found that future work self-modulates the relationship between work stress and career adaptability, which in turn has a positive impact on adaptability performance. The results show that new employees who have a clearer understanding of their future careers have significant benefits in terms of work stress relief, career adaptability, and work performance.

economics

Redefining Workplace Integration: Socio-Economic Synergies in Adaptive Career Ecosystems and Stress Resilience – Institutional Innovation for Empowering Newcomers Through Social Capital and Human-Centric Automation