This article addresses current psychosocial issues facing women in career transition and the implications of those issues for career counselors. Specifically, psychosocial developmental trajectories, the roles of family and relationships, the importance of underlying physical and mental health issues, and sociocultural and contextual stressors are…

Work transitions are particularly complex because individuals will change jobs and careers many times, and the structure of work itself is always changing. It is critical that individuals understand change, how it affects their clients, and how they can apply this knowledge to their lives and their clients' lives. In this article, the author…

Japan has been experiencing a labor market problem wherein many young people are leaving their jobs within the first 3 years. The authors explore this situation and consider the role of career development in this process. Suggestions are made for how career development programs can play an important role in facilitating a more satisfying career…

CareerCycles (CC) career counseling framework and method of practice integrates and builds on aspects of positive psychology. Through its holistic and narrative approach, the CC method seeks to collaboratively identify and understand clients' career and life stories. It focuses on their strengths, desires, preferences, assets, future…

The author describes the relationship between self-knowledge and career confusion among university students and discusses strategies to enhance career and academic planning. The multiple intelligences profiles of typical university students are compared with those of 82 students enrolled in 3 sequential semesters of a course titled Career…

Examined self-assurance, decisiveness, masculinity-femininity, maturity, and working class affinity of successful black managers (N=97) using the Ghiselli Self-Descriptive Inventory (GSDI), Manager Mobility Survey, and biographical data. Found no significant relationships between GSDI score and perceived job success, high job mobility scores and…

Notes that, between the ages of 25 and 64, American adults work for an average of 8 employers. Discusses the frequency with which American workers change both employers and occupations, reviews the methodology behind these estimates of employer and occupational change, and points out that a new occupation does not necessarily imply a major change…

Presents three-stage sequence based on increased awareness of assumptions, knowledge of relevant information, and skill in taking appropriate action as model for outplacement counseling. Rationale, structure, assumptions, principles, and evaluation of outplacement counseling program using this model are discussed. (Author)

Asserts that technology has caused changes that created gaps in the careers of many individuals. Presents proposal to develop counseling system for individuals to begin at the formative years of their careers. (Author/NB)

This article was written to remind career counselors of the potential depth and subjective impact of both unemployment and employment transitions. An existential framework is used in discussing today's world of work, previous and contemporary career counseling models, existential theory in career counseling, and existential considerations for…

Compared work values of 166 male and female managers who voluntarily left the employ of a large Canadian corporation with those of 298 who stayed with the company. Found that work values, work meanings, and career goals were similar for the 2 groups. (Author/NB)

Counselors who were surveyed to determine why they had changed jobs reported that they had changed occupations because of job interest and financial reasons, and that they had entered counseling because of a real interest in the field. The counselors' experiences led them to believe that other people change jobs primarily because of lack of…

Describes a counseling process that assists people who are caught in career changes and acknowledges the effect of changing labor market opportunities on career decisions. Focuses on career development and the process of change, as well as making sense of transitions, normalizing clients' reactions, and planning the next steps. (RJM)

Examined changes in job satisfaction among career changers (N=240) and relationship of selected personal/occupational factors with job satisfaction changes. Found dissatisfaction with former occupation was not career change prerequisite. Instead, found new occupation attraction greatest cause. Identified distinctive career change subgroup, Type C,…

Describes the impact of high technology on career changes and provides suggestions to counselors on how to help clients make successful career changes. Concludes thoughtful consideration of employment-trend data by professionals could result in proactive rather than reactive planning for changes resulting from high technology. (Author/ABL)