Career Development Research Paper

An individual usually spend the most of the time with one’s family, particularly one’s parents. Therefore, it is likely that one’s parents have an extensive amount of influence on their development. Even though those children have increased dependence and spend the less time with their parents when they are growing, it would still seem likely that parents would have an impact on their personal development (Hinkelman, & Luzzo, 2007).

It was found that those students who were overly dependent on their families were more likely to experience challenges when they have to make those career choices (Kinnier, Brigman, & Noble, 1990). This study helps provide a clear idea about parental/familial variables that may hinder an individuals’ career development.

During this period, the major task is to form and define an idea of the occupations one would like to engage in. Greenhaus (2003) explains that “much career related behaviors explicitly or implicitly involve a career decision: to pursue a particular job, to increase or decrease involvement in work, or to change occupational fields”. Brown (2002) stated that the process of choosing a career as one of estimating one’s ability and values, estimating the skills and abilities required for success in a given occupation, and estimating the work values that will be satisfied by the various occupational alternatives available. Extensive research has been done to identify the family factors that influence career choice and they turn out that both present and anticipated family concerns have a huge influence on married women’s career choice, especially of their parents. (Hinkelman, & Luzzo,

(Greenhaus, Callanan’s, 1994) One of the tasks that individuals may face at mid-career is a re-consideration of the career path and choices that were adopted at the early career stage. Moreover, employees who are dissatisfied with their career achievement or current treatment may emerge intention of leaving the organization in order to pursuit other goals. Decisions to exit one organization for other pursuits are significantly influenced by concerns of work-life balance. A supportive work-family culture is more likely to consist with female employees’ intention to return to work more quickly after giving birth (Lyness, Thompson, Francesco & Judiesch, 1999). Employees who suffer from greater conflict in the workplace will be more willing to seek employment elsewhere, especially prefer those workplaces with ‘less stressful’. Mowday, Poter, and Steers (1982) stated that employees experiencing conflict between family members may raise their intention to turnover and employees who perceive organizational values that are supportive of work-life balance report are found characterized with higher job satisfaction and less likely to quit (Burke et al.,