Factors Influencing Career Transition in Middle Adulthood

Factors Influencing locomote Transition in Middle collectable dateIntroductionThe denomination aims to deliver a theoretical sit down high gear spot the factors influencing race transition (CT) of the middle adulthood population on an various(prenominal) level and challenges faced by them. The factors include personality, line of merchandise satisfaction, motivation and lifelong employability mindset. This essay endure discuss the theoretical perspectives that are crucial to the aim and highlights how factors in theoretical model affect and conflict one(a) another. Strengths and weaknesses will be identified fol junior-gradeed by assessing the reliability sources cited. Lastly, assumptions will be highlighted with passs for futurity research.Theoretical PerspectivesThe model was constructed based on the mortal level of outline thus all factors are internal. Networking was highlighted as key factor in productive CT. However, it was not include and according to (Lesk inen.R,2009), networking played a pivotal role in successful CT. I would suggest networking to be included linking to motivation. Applying (TPB), intentions capture motivational factors and indicate how hard people are instinctive to perform the behaviour (Ajzen,1991).Thus, a person knowing the benefits of networking will run him to engage in it.However, the germs exclusion of networking can be explained by the information processing model, selective processing when one measuredly focuses on factors that are most relevant to the situation. Excluding networking may be best to the author because to be consistent with the single level of analysis.The factors in the model are linked because they are interdependent. Motivation triggers one to search for muse which requires skills and the job al crusheds the individual to build novel networks (DeFillippiArthur,1996).Contrastingly, personality and lifelong employability contradicts therefore it explains why lifelong employability is not directly linked to personality. An individual with low adaptability may not get hold of lifelong employability mindset due to low openness to changes (Fugate Kinicki,2008). Finally,all factors contribute to successful CT thus the arrows are pointing towards it. feel of Supporting DataCT consists of voluntary or involuntary, inter or intra-organisational (NadyaA.Fouad J.Bynner,2008Ashforth,2001,p.7) however, the interviewees only went through inter-organisation involuntary CT.The sample of kindred demographics leads to a non-white sample because job dissatisfaction differs among sexual activity and educational level (Gesthuizen,2008). Also, semi-structured questions may throttle the range of information shared in the open-ended portions. One recommendation would be to use mixed fire for an accurate result (K.Niglas,2004).Portions of this article contradict one another for example, it was mentioned that the focus was to study challenges faced by mature workers who inher ited lifelong employability mindset however, lifelong employability is just one of the factors and not the focus.The factors includes resilience and planning is true and evident from Morrissey (1992) as he identified one behavior that contributes to resilience of CT is preparation. Individuals should have career strategic plans so they know what to do if they are laid off.The authors use of Subjective and Objective nestle as indicators of successful CT is accurate. However, adopting merely Objective approach and its claimed successfulness seem doubtful. The individual perception is most crucial thus subjective approach is to a greater extent important (Endler Magnusson,1976). The reason is objective characteristics may differ depending on the individuals perception. (EndlerMagnusson,1976).Key assumptionsThis research generalises the characteristics of mid-life population based on the humbled sample thus not accurate. The information gathered is assumed to be true however they we re verbal therefore may be exaggerated. For example, Lims account of his difficulties faced in his work guide may be dark due to his displeasure with his boss. Therefore statements have to be verified in the beginning taking them into account for the model.Trends in other countries such as job change and motivational mechanism are assumed to be similar to Singapore. However, trends in America may differ from Singapore due to the deflexion in gardening. In the Chinese culture, individuals attribute to CT externally mend in America, it is internally (Chudzikowski,2009). Motivational mechanisms also differ in culture (Harvey et al,2000PemginiBagozzi,2001Schwartz,19901994a Hofstede,1984) as motivation drive personal goals in Individualistic cultures however, countries with high collectivism is motivated in root words.Mid-lifers are assumed to face difficulties and deficiency training opportunities. This is not true because it is set up that there are numerous cases of successfu l CT among mid-lifers and they are extremely resilient and versatile (RosenPaul,1999). concord to a study by MOM in 1999, it says that companies would benefit more from sending older workers for training as they can integrate what they have learnt in their work better.Implications and ConclusionThe existing model is supported by numerous evidences as found in this critique. However, there are limitations to the supra findings and they will be discussed below.Firstly, the mixed approach would face a adventure of conflicting results due to technical and theoretical content (Niglas.K,2004). If the mixed approach is chosen, the reason and benefits it gives to the research has to be stated. (Miller,2003450). Also, the ability of the researcher is crucial due to the difficulty of the method.Secondly, the research is especial(a) to the individual factors thus not fulfilling a holistic perspective of CT. I would suggest the model to include group and organisational level of analysis such as social support including family or organisational culture as these factors may add pressure to the individual (Schlossberg,1984).Thirdly, with many uncovered areas of CT, future research may investigate intra-organisational and voluntary CT with a larger sample of 40. An in-depth investigation on how different gender and educational level contributes to CT can be also done.Fourthly, although it is found that subjective approach is more optimal, there are limitations. Since the model attempts to will a holistic perspective, it should not restrict its approach to either approach because the relationship between Objective and Subjective is important (Ashforth, 2001Hall,2002Hall 23 Chandler,2005).Lastly, CT has an increasing emphasis in other countries with similar studies such as (Kim,2004) done recently in Korea. Despite that, their accuracy is limited due to the different cultural context. This study will open up a new research field in Singapore and provide a new theoretical p erspective benefitting HR officers planning to lay-off employees. Career counselling can use this to know more of the broader changes that take place in society (Herr,2001). Finally, students in this field now have new data that can deepen their understanding of successful CT.