The working life of every individual passes through typical evolutionary phases called career phases. Based on various studies of group careers, individuals from different occupational groups assume that every five to seven years individuals must go through some type of personal or career-related decision in a seemingly fairly predictive sequence. According to Super's theory (1957), there are three stages in the professional career of a person between the ages of 25 and 65: 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 Shouldn't Be Banned"? Get an original essayLevinson et al. (1978) believes that there is a close, but not perfect correspondence between chronological age and life development period for both men and women. It considered four different stages for career development: occupational and organizational choice, early career, mid-career and late career. The researchers identified four “life areas”: childhood (0-20 years), early adulthood (20-40 years), middle adulthood (40-60 years), and late adulthood (60+ years). 1957, 1984) proposed a theory that people go through specific career phases throughout their lives. These stages are characterized by various crucial activities and psychological adjustments that people must make, regardless of their occupation or background. According to the researcher, an individual before joining a particular organization or profession goes through a "pre-employment phase" during which he searches for an occupation or organization that meets his needs, values ​​and aspirations. There is then an entry phase or "socialization phase" during which individuals experience all aspects of the organization. Finally, there is an advancement phase during which individuals act to improve and therefore maintain their position or status. Mowday et al. (1982) proposed three phases in the development of organizational commitment: a) the pre-entry phase; b) the initial phase of employment; and c) the intermediate and final phases of the career in the organization. A slightly different model was suggested by Reichers (1986), who excluded the pre-employment phase and focused on three developmental phases: early, mid-career, and late-career phases. 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 studied career stages, professional aptitudes and organizational commitment. The result of the study revealed the fact that support was found for both models. The Levinson et al. The Super model is more closely related to individuals' career decisions, while the Super model is more closely related to the individual's work attitudes. Implications and future directions are proposed. Researchers have argued that career stages can be based on age or organizational, positional, or professional standing. When using tenure measures, the first two years are seen as a probationary period. The period of two to ten years indicates the establishment period in which an individual is concerned with career advancement and growth. Brooks and Seers (1991) considered five stages based on age criteria, namely 18-21, 22-27, 28-32, 33-40, 41 years and above. The age ranges assigned for each phase vary considerably between empirical studies, but the early career phase is usually considered to be 20 to 34 years old, the mid-career phase.