Abstract
Purpose. The purposes of this study were: (1) to gather information about voluntary midlife career change from the changer's perspective; and (2) to determine the usefulness and appropriateness of the McQuaid theory to address the phenomenon of voluntary midlife career change by using it to examine the voluntary midlife career change experiences of professionals in urban and suburban Southern California. Methodology. Case study research was conducted by applying intensive semistructured interview methodology to a purposive sample of professional workers in urban and suburban Southern California. Findings. (1) The subjects confirmed that voluntary career change at midlife is inextricably linked to the developmental tasks and issues germane to the midlife period identified by Jung (1933) and Levinson (1978). These include issues of individuating and of integrating career, as one aspect of life, with one's personality, core values, and goals. (2) Early vocational decisions were not reflective of the careful deliberations described in literature as "ideal". (3) Midlife career change is a family issue. The family, and significant others, formed the emotional, psychological, and in some cases the financial and physical support systems crucial to the success of the career change experience. (4) The data of this study support McQuaid's theory of midlife career change. Each subject experienced each phase of the theory and grappled with germane issues. The subjects deviated from the theory in two ways: (a) in the agents of external influence to select the first career, and (b) in the emergence of significant transition related issues during the confrontational phase. (5) The McQuaid theory is gender neutral. Selected recommendations. (1) Career development, adult development, transition, and organizational behavior and management theorists should examine the McQuaid theory for substantive appropriateness. (2) Individuals need to become "proactive shepherds" of their careers. (3) Corporate and Educational America should: (a) redefine success to remove the negative attitudes associated with lateral organizational movement; (b) rethink their role and responsibility to the potential midlife career changer; (c) expand development of alternative career patterns; and (d) provide comprehensive career development and transition programs.