Career stages: A partial test of Levinson's model of life/career stages

Career stage as a moderator of the relationships between organizational commitment and its outcomes: A meta‐analysis

“…The first indicator, employee age, was divided into three time frame subgroups: (a) up to 29 years, (b) 30-39 years, (c) 40+ years. Similar to previous operationalizations of time frames of age (Gould, 1979;Hall & Mansfield, 1975;Rush, Peacock, & Milkovich, 1980;Slocum & Cron, 1985), the first subgroup represents the early career stage, the second represents the mid-career stage, and the third represents the late stage. The second indicator, organizational tenure, was also divided into three subgroups: (a) up to 2 years, (b) 3-8 years, (c) nine years or more.…”

The influence of career stage on the work attitudes of male and female accounting professionals

“…Career stage has been measured in various ways including: (a) individual age (Adler and Aranya, 1984;Hall and Mansfield, 1975;Raelin, 1985: Rush et a/., 1980Slocum and Cron, 1985), (b) organizational tenure (Gould and Hawkins, 1978;Jans, 1989;Van Maanen and Katz, 1976), (c) position tenure (Allen and Meyer, 1993;Katz, 1978;Morrow and McElroy, 1987), and (d) professional or occupational tenure (Aryee ef d., 1994;Mount, 1984;Reilly and Orsak, 1991;Stumpf and Rabinowitz. 1981).…”

Life stage versus career stage: A comparative test of the theories of Levinson and Super

“…Similarly, Alderfer and Guzzo (1979) found that, as predicted by Levinson et al, people would seek different levels of psychological growth at different stages. In yet a different operationalization of life stages, Rush et al (1980) gave subjects vignettes describing the tasks and psychological adjustments expected at different life periods (no ages were given) and asked subjects to choose the vignette that best represented their current life stage. Using these classifications, Rush et al reported no differences across groups in terms of job commitment, satisfaction or performance.…”

“…Over the past six years there have been numerous studies examining the effects of age and career stage on individuals'job attitudes and performance (Blackburn and Fox, 1983;Cron and Slocum, 1986;Hafer, 1986;Mount, 1984;Rabinowitz and Hall, 1981;Rush, Peacock and Milkovich, 1980;Stumpf and Rabinowitz, 1981). The driving force behind these studies is the intuitive appeal that if people move through patterns of adjustment to their life in general and careers in particular, then identifying the patterns and issues associated with various ages and stages may help our understanding of individuals' attitudes and behaviors in organizations.…”