In this study, occupational investment--the accumulation of skills acquired to work within an occupation--is demonstrated to be a more significant determinant of earnings growth than length of experience. (SK)

Explored the relation of career orientation and professional development to career continuance for student affairs professionals with master's degrees. Career orientations were found to be related to levels of professional development and differentiated between those who remain in the student affairs field and those who leave. (Author/MCF)

The author states that American women have become divided into two groups--those who subscribe to a philosophy of gender differentiation, and those who subscribe to a philosophy of gender irrelevance. She pursues these differing philosophies in light of women's career transitions. (CT)

This study investigated employment patterns of law school graduates using cross-sectional data from the 1993 National Survey of College Graduates for 3,207 individuals meeting the definition of law school graduates. The results indicate that, overall, law school graduates have high rates of labor force participation, are employed in legal…

This paper discusses the authors' experiences with organizing and running groups for clients in career transition, whether that be a completely new career or a job search. One key to successful groups is organization, especially finding the right mix of members. They can have similar or different goals, but must be well matched for ego-strength.…

Describes the National Council on the Aging (NCOA)-Industry Consortium Retirement Planning Program, which consists of eight modules corresponding to eight major areas of retirement planning: life-style planning, financial planning, new careers, leisure time, health, interpersonal relationships, living arrangements, and community services. (SK)

Examined motivations and outcomes of mid-life career change among men who left professional careers between ages 34 and 54. Changers differed in amount of education completed, additional schooling undertaken, time taken to make changes, radicalness of change, and importance of personal values. Respondents were highly satisfied with their career…

What will life be like for occupational education graduates in the next century? This article offers a provocative look at the life of James Jones, a hypothetical twenty-first-century worker whose horizons extend to outer space and inner consciousness. (CT)

Job change services can be valuable resources for college graduates over the age of 40 who desire to change employment. Several factors that cause job change are dissatisfaction with present job, forced retirement, and job performance ability. Steps in a job change include the environment, a precipitator, exploration, decision, preparation, and…

Individuals facing retirement could choose from a range of options including (1) disengagement (pursuit of personal interests); (2) continued engagement (pursuit of the same or a second occupations); and (3) reengagement (active social involvement). (SK)

Activities of the Adult Student Personnel Association emphasized life planning and counseling services for adult learners. (SK)

The prospect of a job change for any reason creates a disincentive for a worker to invest in training that is specific to the current job, and therefore those who change jobs frequently may earn less over their life cycle than those who, other things equal, seldom change jobs. (Author/CT)

Outlines a three-phase process for making a career change: personal self-assessment and identification of goals, career research, and active searching for employment. Lists several publications which address the subject of career change. (KC)

Reviews types of counseling services identified by the Adult Career Advocates Project that are available to out-of-school youth and adults. Suggests techniques that teachers and counselors can use to prepare upcoming generations for the changes and crises likely to be encountered. (LRA)

A retirement index can be used by an individual or group to determine the most desirable time to retire from a particular employment or from employment in general. (Author)