Career theories and models, Ngā ariā me ngā tauira aramahi
Updated 24 Nov 2025
Use these key theories and models to get introduced to how they shape career thinking and practice.
Theory is important to practiceHe hira tēnei mea te ariā ki ngā ritenga,
Career theory helps practitioners make sense of diverse work experiences, career decisions and development over time. No single theory explains career development fully.
These theories and models provide a framework that guides career practice, offering structure and direction for supporting people with their concerns, goals and expectations.
Timeline of career theories and modelsWātaka o ngā ariā me ngā tauira aramahi,
Career theories have evolved significantly. Early approaches in the 1900s focused on matching individuals to jobs.
By the 1950s, developmental theories emphasised career as a lifelong process.
From the 1980s onwards, modern theories began addressing uncertainty, change and complexity – reflecting the dynamic nature of today’s world of work.
This timeline shows how career theories have evolved over time.
Time period, theory and theorist | Focus |
Early 1900s Person-environment fit, trait and factor Parsons, Williamson, Holland | Vocational guidance requires practitioners to assess the individual, then survey occupations and finally match the individual with an occupation. |
Late 1950s Developmental Ginzberg & Associates, Tiedman, Super, Gottfredson, Roe | Career development is a process that takes place over the lifespan. Career development activities should be designed to meet the needs of individuals at all stages of life. |
1960s Client-centred Carl Rogers | Career development is focused on the nature of the relationship between the career practitioner and client. It encompasses the core conditions of unconditional positive regard, genuineness, congruence and empathy. |
Late 1970s Social learning John Krumboltz | The individual's unique learning experiences over their lifespan develop primary influences that lead to career choice. |
1980s Postmodern theories Kelly, Cochran, Jepsen | Emphasises subjective experience, personal meaning-making and narrative approaches. |
1990s Happenstance John Krumboltz | Chance events play a role in every career. The goal for clients is to generate beneficial chance events and be able to take advantage of them. |
1990s Te Whare Tapa Whā Dr. Mason Durie | Māori health is a balance between four interacting dimensions: te taha wairua (the spiritual side); te taha hinengaro (thoughts and feelings); te taha tinana (the physical side) and te taha whānau (family). This also applies to career decisions. |
2003 Chaos Theory of Careers Pryor & Bright | Careers are non-linear and influenced by complexity, change and chance. |
2005 Career Construction Theory Mark Savikas | Focuses on how individuals use life themes and narratives to construct their careers. Emphasises adaptability, identity and meaning-making. |
2010 Hope-Action Theory Spencer Niles, Hyung Joon Yoon | Combines hope theory with career action planning. Supports goal setting and agency in career transitions. |