An effective midlife career change is challenging to bring about successfully. Identity and its relationship to work are key factors. A three-point plan to a successful career change includes the following: know thyself, consult trusted advisors, and think big. (JOW)

The existential theory of radical mid-life career change is a theory focusing on work salient individuals around the age of 35 and beyond who have previously established a career path and who are in a position to alter that path due to minimal environmental constraints. The theory postulates that at around this age the realization of the finite…

It is difficult to define mid-life career change because it varies from person to person. A wide variety of sociological, economic, technological, and psychological factors impinging on the conscious and unconscious being of individuals affects how they deal with this particular stage of life. These factors include individual needs, family and…

A systematic review and critique of the work of midlife researchers and theorists such as Gould, Vaillant, Jung, Newman and Levinson, among others, indicates that: (1) a midlife transition period exists from approximately 35 to 55 and lasts as many as 10 years for both men and women; (2) a series of unique and fundamental biological, psychosocial,…

Following a literature search of the theories of personal maturation and career development, a study was conducted to identify personality and demographic variables related to career development and career concerns. Specifically investigated was the relationship between two sets of variables with self-concept, locus of control, and age in one set…

Markus and Nurius (1986) are credited with developing the concept of possible selves, which represents individuals' ideas of what they might become, what they would like to become, and what they fear becoming. It has been applied in research and practice with adolescents exploring career choices; adults in transition; and older adults envisioning…