中年危機，也稱「灰色中年」廣泛指在39～50歲，加拿大精神分析學專家Jacques（1965）率先提出，人到中年懷疑自己，為求證明自我，行為怪異。近期的一些變故也會引發中年危機，如年老、婚外情、更年期、父母去世、兒女離家（空巢）。
《倫語•為政篇》子曰：「吾十有五而志於學，三十而立，四十而不惑，五十而知天命，六十而耳順，七十而從所欲而不逾矩。」，一個人到了四十歲真可以達到不惑嗎？
本研究希望藉由針對中高階經理人的訪談，想了解中高階經理人，在遭遇各種不同變數時，需做出轉業決定，中高階經理人如何面對所產生的衝擊，在過程中如何因應各種變動，以及各種因應策略和資源的運用，將如何轉化危機並成功的再就業。做為日後中高階經理人中年轉業族群諮商，以及相關議題研究參考與應用。

Mid-life crisis, also called "Gray middle age", generally figures out people from 39 to 50. Canadian psychiatric analyst, Jacques (1965), first mentioned that people would begin to doubt themselves and act weirdly in order to prove themselves. Recent accidental changes will also trigger the mid-life crisis, such as oldness, marriage affairs, the menopause, parents' passing away, and children's leaving (empty nest).
The Analects of Confucius, Politics chapter, the Master said, "At fifteen, I had my mind bent on learning. At thirty, I stood firm. At forty, I had no doubts. At fifty, I knew the decrees of Heaven. At sixty, my ear was an obedient organ for the reception of truth. At seventy, I could follow what my heart desired, without transgressing what was right." Will somebody really have no doubts when forty?
This research targets on interviewing high-intermediate managers, hoping to know first, how these managers will do when facing the impacts from different accidental variables and needing to do transfer decisions, second, how to deal with changes in the hard phases, and third, how to transform crises into success and step into workplace again by applying various of solution strategies and resources. This research will be taken as a reference and application of related issues' study and as a consultation when high-intermediate managers need to turnover in their midlife.

中文文獻
王俊英（1996），中國政府管理的理論與實踐，北京：中國人事出版社，頁62。
江麗瑩（2008），「中年人的生活事件與中年危機之研究」，國立臺灣師範大學人類發展與家庭學系研究所碩士論文。
佐藤智惠（2016），世界菁英為什麼相信失敗，質疑成功？：麥肯錫、高盛、Google、豐田汽車………試探一個人能不能成為人才時，一定問：「你當初是怎麼搞砸的？」，台北：大是文化有限公司。
吳孟道（2008），「當前金融危機對台灣經濟發展之影響與因應之道」，中央網路報。
徐如賓（2012），「變動中的世界經濟－世界經濟重心的移轉與因應」，臺灣經濟金融月刊，第48卷第5期，頁1-14。
陳明毅（2005），「中共國務院行政審批制度改革研究─以政府職能轉變分析」，國立政治大學東亞研究所碩士論文。
陳家聲（2000），「培養可攜式專業能力」，Cheers快樂工作人雜誌，第3期。
陳義雄（2001），「中年工作者之生涯觀與承諾之研究」，國立中山大學人力資源管理研究所碩士論文。
單小懿（2016），「台灣中年人，到底在焦慮什麼？」，商業周刊，第1504期，頁86。
蔡素妙、吳嘉瑜（2004），「中年轉業危機的家庭壓力與復原力探討」，中台醫護技術學院當代兒童與家庭教育新趨勢學術研討會。
譚小芳（2013），「如何擁有強大的人脈關係：建立你的價值」，牛津管理評論。
英文文獻
Barwick, Judith M. (1986), The Plateauing Trap: How to avoid it in your career and your life. New York: American Management Association.
Drucker, Peter F. (1999), Management Challenges for the 21st Century. New York: Harper Business.
Goldstein, Kurt (1939), The Organism: A Holistic Approach to Biology Derived from Pathological Data in Man. New York: American Book Company.
Jaques, Elliott (1965), “Death and the Mid-life Crisis,” The International Journal of Psychoanalysis, 46 (4), 502-514.
Lachman, Margie E., C. Lewkowicz, A. Marcus and Y. Peng (1994), “Images of Midlife Development Among Young, Middle-Aged, and Older Adults,” Journal of Adult Development, 1 (4), 201-211.
Margolis, Joshua D. and Paul G. Stoltz (2010), “How to Bounce Back from Adversity,” Harvard Business Review, 88 (1/2), 86-92.
Maslow, Abraham H. (1943), “A Theory of Human Motivation,” Psychological Review, 50 (4), 370-396.
Masten, Ann S. (2001), “Ordinary magic: Resilience process in development,” American Psychologist, 56 (3), 227-238.
——— and Marie-Gabriel J. Reed (2002), “Resilience in development,” in Handbook of Positive Psychology, C. R. Snyder and S. J. Lopez, eds. New York: Oxford University Press, 74-88.
Strenger, Carlo and Arie Ruttenberg (2008), “The Existential Necessity of Midlife Change,” Harvard Business Review, 86 (2), 82-90.
Super, Donald E. (1980), “A Life-Span, Life-Space Approach to Career Development,” Journal of Vocational Behavior, 16 (3), 282-298.
World Bank (2011), “Multipolarity: The New Global Economy,” Global Development Horizons.