Abstract
Power and Rothausen (2003 [this issue]) have proposed a midcareer development model that expands on the tasks traditionally associated with Super's maintenance stage. The model delineates three levels of midcareer development for workers who are interested in staying in their chosen fields. In this commentary, the author discusses some of the strengths and limitations of the model. The strengths of the model include the following: It clearly identifies the target population for the model, it describes proactive behaviors workers may engage in to manage their careers, and it provides specific ideas for its implementation. However, Power and Rothausen seem to overemphasize the degree to which workers may be able to individually control their career destinies. The author believes that Power and Rothausen's model of midcareer development would be strengthened by the incorporation of aspects of the larger social, economic, and psychological context that impinge on people's career outcomes.
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2 articles.
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1. Positive Approaches to Mid&;#x02010;Life Careers;The Wiley Blackwell Handbook of the Psychology of Positivity and Strengths&;#x02010;Based Approaches at Work;2016-11-19
2. Practice and Research in Career Counseling and Development-2003;The Career Development Quarterly;2004-12