The author explores several recent technological developments which will have an impact on future technical education. These developments include the revolution in information services, robotics, job changes and eliminations, changing role of the worker, and quality of life. (CT)

A career is defined as the roles played by a person during a lifetime. A life-career rainbow is presented to help conceptualize multidimensional careers. Self-actualization role conflicts and role selection are discussed. (Author)

Tested the action of the dissonance model on immigrants who were obliged to prepare for a new occupation. Four coping strategies were found combining high vs. low level of self-image and vocational involvement with positive vs. negative attitudes toward work and authority figures at work. (Author)

Three significant process relationships were found: (1) social power affected leader behavior; (2) group cohesiveness affected job satisfaction; and (3) job satisfaction affected intent to leave. Important nonsignificant findings also emerged: (1) leader behavior did not affect intent; and (2) group cohesiveness did not affect intent. (Author)

Economic factors serve to control the degree to which individual and work-related factors can explain variation in turnover. Individual and work-related variables will be more predictive of turnover under prosperous economic conditions than when the economy is strained. (Author)

The barriers that prevent faculty from considering and testing career alternatives must be removed. The profession should provide a full program in career counseling, life planning, and preretirement assistance. The challenge is to redefine faculty careers for both the faculty interest and institutional welfare. (MSE)

Findings of a questionnaire on education, work history, and career expectations completed by university women students 25 and over confirm that economic motivation underlies the decision of mature women returning to college. Women students currently employed study with an eye toward changing careers rather than upgrading present employment.…

Nine stages are identified in a model of adult vocational development that assumes career development is a life-span process that goes through various structural periods and transition cycles. (JMF)

Suggests that community service second careers could play an important role in deferring social security retirement benefits, but that the motivation has to be for more than a wish to relieve pressures on social security. (Author/AM)

Data from the Decennial Census reveal almost a third of all workers in 1965 transferred to a different occupation by 1970; changing occupations was twice as common as leaving the labor force. (Editor)

A training director talks about the soul-searching that resulted in his decision to resign from his job. The author tells how organizational differences in regard to human resource development practices frustrated his desire to continue his career planning programs for employees, as well as his own personal growth. (MF)

Some Scottish teachers voluntarily change sector from secondary to primary or vice versa, requiring them to take a shortened training ("conversion") course and assume probationary status. This paper analyzes 122 teachers' career-change motives, distinguishing between strategic reasons (more jobs in the new sector) and magnetic reasons…

Descriptive case study of one group of 38 university students seeking alternative certification, thirty-two of which were full-time teachers. Seeks to determine motivation for seeking alternative certification, perceptions about influence of previous careers on teaching performance, and nature of support during first year of teaching. Finds three…

This essay is a personal reflection on entering librarianship in middle age at a time when the profession is experiencing rapidly accelerating change due to the increased use of computers and information technologies. Discusses the consumer society and information needs; the need to teach the information process; and professionalism. (Author/LRW)

Describes the Holistic Outplacement Model (HOM). Briefly discusses each of the three functional elements of the HOM: (1) Regaining Equilibrium; (2) Career Development; and (3) Job Hunting. Model emphasizes Regaining Equilibrium as the initial and most important step in the process. Includes 25 references. (CRR)