Careers

Career Paths

Most individuals move through three career stages, each of which is associated with different social and psychological characteristics. During the first stage, individuals are motivated to establish a foundation in the organization and seek opportunities for advancement. The second stage, midcareer, is a time for people to seek new meanings and reenergize. For others, midcareer coincides with midlife crises or problems related to health and family, and it presents challenges related to work. For example, an individual may reach a career plateau when he or she progresses to a point at which hierarchical promotions are unlikely. The third stage, or late career, is a time when individuals maintain their established career status and gradually disengage from the full-time workforce. During this stage, many individuals seek part-time work, increase their volunteer activities, and become valuable resources for the community in alternative ways.

History of Career

The modern concept of the career can be traced to the Industrial Revolution. Before the 1800s, individuals worked primarily on family-owned farms. The Industrial Revolution introduced factories and modern industries, and many individuals moved to cities to work. During World War I, the first systematic placement of individuals in jobs took place. Using group-administered tests developed for the military, individuals' potential and expertise could be matched quickly with job demands.

The Great Depression of the 1930s raised the unemployment rate from 3.2% in 1929 to 23.6% in 1932; during this time, people worked more for survival than for personal fulfillment. World War II introduced 6 million workers into the workforce, the majority of whom were married women. After the war, counseling centers designed to serve returning veterans were established to address their career rehabilitation concerns. Over time, sophisticated tests and counseling tools were developed to help people make decisions related to career choice and development. More recently, the workforce has become increasingly diversified, raising important issues about career choice and work adjustment for workers of color and workers with different sexual orientations, disabilities, and lower social economic status.

Career Satisfaction and Well-Being

One important issue that is related to career is the contribution that work makes to individual well-being. Whereas unemployment rates are linked to mental and physical problems, maintaining a career helps individuals to stay active and connected. Research has shown, for example, that individuals with mental and physical disabilities who are able to enter the workforce, do part-time work, or even do volunteer work experience fewer symptoms, report higher self-esteem, and enjoy a better quality of life compared with nonworking peer groups.

Recently, occupational stress has been identified as a major cost for business organizations. The field of occupational health psychology is a new discipline that is dedicated to identifying individual and organizational factors that contribute to occupational [Page 67]stress and career dissatisfaction. For example, research has shown that organizational variables such as environmental uncertainty, role conflict, opportunities for skill acquisition, social contact, physical security, organizational structure and climate, and physical, emotional, and cognitive job demands have both a direct and an indirect impact on individuals' sense of career satisfaction and level of occupational stress.

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