Study traces labor market experiences of group of men over a 5-year span. (Editor)

The Professional Utilization of one engineering organization was assessed, using the Work Adjustment Theory. The resulting data can be used to: (1) identify mismatches between individuals and jobs; (2) identify undesirable jobs in terms of requirements and rewards; and (3) evaluate the effectiveness of organizational and personnel changes. (Author)

Discusses career development programs designed and offered for adult students and alumni of the University of Baltimore. Reviews the theory of adult development, adaptation to transition, and career development interventions that were helpful in designing the programs. (Availability: 1190 South Bascom Avenue, Suite 211, San Jose, CA 95128) (JOW)

Examined people who earn degrees in Student Personnel/College Student Development and work in settings other than a college campus. Masters and doctoral graduates (N=182) responded to a questionnaire examining demographics, work-related values, opinions about salary, and reasons for career change. Gives recommendations for encouraging continuance…

Presents research results that illustrate demographic profiles of chief student affairs officers. Analyzed survey data to identify variables influencing student affairs officers' next professional move. Results indicated interest to leave the field was related to promotion, college teaching, and changes to the public or private sector. (RC)

Analyzed whether the relative attainments of spouses at one point in time are associated with divorce, leaving the labor force, moving to a lower status job, and/or moving to a traditional job. Findings emphasized the importance of wife's employment in a nontraditional job as a predictor of change. (Author/RC)

The author urges teachers who are planning a career change to analyze their goals and to carefully assess the skills they've developed as teachers that are transferable to other jobs. He lists 77 managerial, interpersonal, and technical skills commonly possessed by teachers. (SJL)

The author discusses several facets of the labor force based on 1978 data--seasonal and year-round workers; Blacks, Whites, Hispanics; men and women; occupational change; unemployment; and factors such as age--as they relate to employment. Data tables are included. (CT)

The author presents his research into occupational mobility among middle-aged men. He did not find that racial differences affect the extent of the occupational change. Usually, the occupational mobility pattern is set by the first job held. Entry-level employment for youth seems to set the pace for what follows. (CT)

Discusses the ease of return to work, nature of the new employment, and reasons for returning to work of retirees from managerial and professional positions. The decision not to work after retirement is also examined. (SK)

Teachers who seek training positions in business and industry should possess the following qualifications: business knowledge; creativity; planning; organizational and supervisory skills; flexibility; and awareness of adult learning approaches. (SK)

A series of case studies was made of seven selected communities to examine community-level organizations developed to meet the needs of adult students in mid-career transition. (SK)

Questionnaires were used to determine the extent of rational as opposed to incremental decision-making behavior, and the relative ineffectiveness of these approaches as used by two groups of midlife career changers. Although the rational approach was more effective, the incremental approach was used by two-thirds of the respondents. (RC)

Discusses why midlife career change occurs, the number and type of people it affects, and how it causes problems (financially, emotionally, etc.). A list of selected studies of midlife career change is provided. (CT)