Summary
Highlights
Donald Super's self-concept-based theory of career development suggests that individuals use their career choices to express their self-concept. This theory was formed using a longitudinal study that followed individuals from ninth grade into adulthood. The theory outlines five main stages of career development.
The five stages are: Growth (birth-14/15), where interests and self-concept form; Exploration (15-24), where career choices are narrowed; Establishment (25-44), focusing on career stabilization and skill formation; Maintenance (45-64), involving improving work and advancing positions; and Decline (65+), which involves reduced work output and preparation for retirement. A mnemonic to remember these is G, E-E, M, D, remembering 'explore' comes before 'establish'.
Super also outlined five developmental tasks that occur through a person's career. These include Crystallization (14-18), where interests are chosen and planning begins; Specification (18-21), making more specific career choices; Implementation (21-24), seeking training and employment; Stabilization (24-35), gaining work experience and determining career suitability; and Consolidation (35+), establishing oneself and working towards advancement in a career. These ages are flexible, and some people may cycle through stages multiple times.
Super described four career patterns: Conventional, where an individual tries several jobs before finding a stable choice; Multiple Trial, where individuals try many entry-level jobs without finding one that expresses their identity; Unstable, involving many jobs, but eventually finding stability; and Stable, where individuals with high skill and advanced training make an earlier, permanent career choice.