An effective midlife career change is challenging to bring about successfully. Identity and its relationship to work are key factors. A three-point plan to a successful career change includes the following: know thyself, consult trusted advisors, and think big. (JOW)

A study of 50 employees of two research and development organizations sought to determine why certain employees became stuck in a career role and the strategies they used to combat the problem and successfully pursue new careers. Determined that companies need to adopt better career planning programs for employees to minimize the problems of…

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)

Descriptive and empirical literature on group work for adult midlife career change is reviewed. Discussion and recommendations for career programs and for groups are provided. (Author/TE)

Discusses selected critical issues facing farmers who are now working and living on family farms and who are being forced or have been forced to pursue other occupations. Presents suggestions for career counselors who are interested in serving this group. (ABL)

There is strong evidence to suggest that adult education teachers who become trainers are happy in their second career. However, individuals considering a career move into human resource development need to be aware of the fundamental difference between the two fields. (JOW)

Describes experiences of two men who had been career planning and placement directors at large universities and who chose to leave their university jobs and move to the private sector. Their experiences in moving to an outplacement consulting firm and a publications company involved in career planning and employment are discussed. (Author/NB)

Presents a light-hearted, yet serious, look at how to survive termination of employment. (SR)

Looks at careers in the training field and profiles former trainers who have capitalized on their experience to begin new careers as performance consultants, directors of corporate universities, chief learning officers, and instructional designers. (JOW)

Describes the Career Transitions Inventory, which is designed to assess psychological resources and barriers. Discusses scale construction, theoretical base, reliability and validity, and interpretation for adults in career transition. (SK)

Data from a sample of recent medical technology graduates from 1993, 1994, and 1995 (n=457) indicated that younger, less satisfied, and male technologists had stronger intent to leave the profession. Professional commitment accounted for significant variance in intent to leave. (SK)

Presents tables of data from the 1996 supplement to the Current Population Survey that provide information on the number of individuals who changed from one occupation to another between February 1995 and February 1996. Tables are arranged by occupational groups. Information on age, gender, hours worked, and previous experience is included. (JOW)

Career entrenchment is immobility resulting from substantial economic and psychological investment in a career that makes change difficult. A survey of 476 workers in various occupational groups found that those higher in entrenchment had higher organizational commitment, lower withdrawal intentions, and longer tenure. (Author/JOW)

A survey of college presidents who left their jobs found varying reasons for their decision: finding a better job, objectives achieved, intractable institutional forces, physical and emotional health, resistant faculty, boards that micromanage, shortened terms of office, the tugs of family life, political interference, and pressure to raise money.…

Different degrees of willingness to accept mobility opportunities were found among 545 workers. They were most willing to accept promotions, especially without relocating, and least willing to accept lateral transfers, especially if relocation was involved. Women and older workers were more likely to accept lateral moves with no relocation, the…