Career Transitions in Adulthood: Health, Motivation and Lifelong Learning

In an increasingly dynamic labour market, career paths are becoming less linear. Continuing vocational training and career reorientation in adulthood are therefore gaining importance not only for employment, but also for health. Work is a key social determinant of health, influencing income, social participation, identity, sense of purpose and mental wellbeing. This study examines factors shaping decisions to pursue and implement further training and career change in adulthood, and their links to health, stress and quality of life. The study is based on narrative interviews (n = 15) with adults aged 30–55 who have already changed careers, are planning a change, or are struggling with the idea. The biographical approach enables insights into career trajectories across the life course. Data were collected in 2025 in South-East Styria. Findings show that career transitions occur across three life stages. In early career phases, the search for meaning, value conflicts and dissatisfaction dominate. In midlife, work–life balance, family responsibilities and mental and physical strain are central. In later stages, value shifts, life events and external crises act as triggers for reorientation. Decisions are mainly driven by intrinsic motivation, self-reflection, sense of purpose and social support. Health-related pressures such as stress, exhaustion or illness often act as catalysts for change. Continuing education is thus not only a means of qualification, but also a strategy for self-care, resilience and improved quality of life. Implementation is often hindered by structural barriers such as financial insecurity, limited access to information, inadequate counselling and restricted regional opportunities. Overall, adult career change is driven more by personal conviction than external incentives, but requires supportive and equitable framework conditions to be sustainable.

Key messages

• Career changes in adulthood are primarily driven by intrinsic motivation and health-related factors, reflecting the close link between work, well-being and quality of life.

• Structural barriers limit the ability to make such changes; fair, targeted support systems are essential to enable sustainable lifelong learning and career reorientation.