Reaching full employment and reducing the unemployment rate is one of the 17 sustainable development goals (SDGs) issued by the United Nations to face COVID-19 and the complex global economic situation. Although governments, society, and organizations have made efforts towards SDGs, how employees exert their subjective initiative and enhance their career adaptability is fundamental to solve the employment issue. How to enhance employees’ career adaptability to strengthen their psychological ability to face career changes is the guarantee of sustainable employment. In the light of the main force role and the unique characteristics of the new generation of employees in the workplace, this study aims to explore the relation between a proactive personality and career adaptability. According to the career construction theory, this study constructed a moderated mediation model to test the effect of a proactive personality on career adaptability through career identity and thriving at work, and the moderating role of task interdependence. Surveying 285 new-generation employees in China, this research found that a proactive personality had a significant positive impact on career adaptability, and that career identity and thriving at work mediate the relation. Task interdependence moderated this relation. Our findings extend the research of career construction theory on individual factors and contextual factors, and offer insights into enhancing the sustainability of human resource management and supporting sustainable economic development.

Green finance innovation has received emerging attention from the finance industry in recent years; however, few studies have explored the internal mechanisms that link innovation climate to a green finance R&D team’s effectiveness. Using data from 65 teams that belong to green finance industries, collected via the questionnaire survey, we explore how innovation climate positively affects knowledge sharing, and both innovation climate and knowledge sharing can improve the effectiveness of the green finance R&D team. We also find that knowledge sharing mediates the relationship between innovation climate and a green finance R&D team’s effectiveness and that knowledge heterogeneity moderates the relationship between knowledge sharing and team effectiveness. Based on these findings, this study contributes to providing useful recommendations for professional managers and policymakers to effectively promote the development of the green finance industry.