The professional life of each individual passes through typical developmental phases called career stages. Based on various group career studies, individuals from different occupational groups posit that every five to seven years, individuals must make some sort of personal or professional decision with a seemingly quite predictive sequence. According to Super's theory (1957), the professional career of a person aged 25 to 65 has three stages: exploration, establishment and maintenance. These career stages are based on the qualitatively different psychological task of each stage. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay Levinson et al. (1978) believes that there is a close, but not perfect, correspondence between chronological age and period of life development for both men and women. He considered four different stages of career development, namely professional and organizational choice, early, middle and late career. The researcher identified four "life domains": childhood (0 to 20 years), early adulthood (20 to 40 years), middle adulthood (40 to 60 years), and late adulthood (over age 60).Super (1957, 1984) proposed a theory that individuals go through specific career stages over the course of their lives. These stages are characterized by various crucial activities and psychological adjustments that people must undertake, regardless of their profession or background. According to the researcher, before entering a particular organization or profession, an individual goes through a "pre-employment stage" during which they search for a profession or organization that will meet their needs, values ​​and interests. aspirations. There is then an entry stage or “socialization stage” during which individuals experience all aspects of the organization. Finally, there is an advancement stage in which individuals act to improve and then maintain their position or status. Mowday et al. (1982) proposed three stages in the development of organizational commitment: a) the pre-entry stage; b) the first stage of employment; and c) mid- and late-career stages in the organization. A slightly different model was proposed by Reichers (1986), who excluded the pre-employment phase and focused on three stages of development: early, middle, and late career. Suzyn Ornstein, William L. Cron, and John W. Slocum Jr. (1989), compared the career development models of Levinson et al. (1978) and Super (1957) by conducting a survey of 535 salespeople. He has studied career stages, job attitudes, and organizational commitment. The study results found support for both models. The Levinson et at. The Super model is more closely related to individuals' career decisions, while the Super model is more closely related to individuals' career attitudes. Implications and future directions are proposed. Researchers have argued that career stages can be based on either age or organizational seniority, position, or occupation. When occupancy measures are used, the first two years are considered a trial period. The period of two to ten years signifies the establishment period during which an individual is concerned with career advancement and growth. Brooks and Seers (1991) considered five stages according to age criteria, namely 18-21, 22-27, 28-32, 33-40, 41 years and above. THE.