Westbrook (1983) challenged the validity of the construct "career maturity" because measures such as the Career Maturity Inventory Attitude Scale (Crites, 1973) correlate to measures of mental ability. Rather than interpreting this association as evincing lack of discriminant validity, the association should be interpreted as supporting the convergent validity of the Career Maturity Inventory Attitude Scale (CMI-AS) because career development theory postulates that career maturity should relate to other dimensions of general maturity, including mental maturity and intelligence (Super, 1955; Super, et. al., 1957). Some minimum level of intelligence is required for the development of career attitudes and competencies because intelligence is, presumably, directly related to the acquisition and application of domain-relevant behaviors. More importantly, a measure of a conative variable like attitudinal career maturity may relate to intelligence as long as it also relates to other variables which, in turn, are unrelated to intelligence. A key test to determine if the CMI-AS measures something other than intelligence is whether or not the CMI-AS correlates to measures of other dimensions of general maturity that do not correlate to intelligence. (Studies showing the indirect or circumstantial validity of the CMI-AS are presented to support its construct validity as a measure of career maturity.) (Author)