Presents Helen Astin's article on women's career choices and work behavior, and includes several responses to her essay. Discusses Astin's need-based work model, involving motivation, expectations, sex-role socialization, and structure of opportunity. Critiques of Astin's work center mainly on the structure of opportunity segment of the model. (BH)

Discusses the representation of women as portrayed by the mass media, their employment trends, attitude changes, and the social climate on an international scale. (JEG)

Discusses a cooperative effort between Gulf Oil Corporation and Chatham College in Pittsburgh to offer a career development program for women. Details the organization, content, and assessment of the program. (JOW)

Women and nonwhite men may be able to overcome career barriers posed by lack of mentors through organizational career management and assessment systems (CMAS). CMAS could fulfill such mentoring functions as sponsorship, visibility, coaching, protection, and challenge. (SK)

Discusses women's central role in the development of the computer and their present day peripheral position, a progression paralleled in the fields of botany, medical care, and obstetrics. Affirms the importance of computer education to women. (DM)

Although increased technology is altering the nature of work, familiar barriers continue to exist for women. Examines the equity of access to technology, the career implications for those employed at home, and the realities of newly promised occupational opportunities. Implications for counselors are discussed. (Author/BL)

Recounts themes in Hoyt's article on the career development status of women and minorities. Concludes that although social initiatives must certainly continue to be pursued, more immediate impact on clients' situations might be gained through efforts to help individuals overcome internal barriers to the quality of life they desire. (ABL)

Comments on Hoyt's article on the career development status of women and minorities. Commends Hoyt for providing agenda for action that career development professionals can follow to meet the challenges of equity of opportunity in the societal marketplace. Recommends National Career Development Association be a part of the solution to the problem…

Ms. Gold, a management consultant, describes the key to her success as reliance on the ACE theory: adaptability, consistency, and energy. This article is part of a theme issue on women and leadership. (SJL)

Three misconceptions about working women are (1) they have lower self-confidence and organizational commitment; (2) they choose family over career; and (3) they do not have the same leadership skills as men. Changes that will not work to alter sex segregation are affirmative action, gender training, and seeding. (SK)

Dr. Wagner discusses her childhood role models and her decision to enter educational administration. She gives advice to young women who are planning for leadership roles. This article is part of a theme issue on women and leadership. (SJL)

Reacts to two points in an article by Felice Schwartz that has drawn reactions from a variety of sources: (1) the cost of employing women is greater than that of employing men, and (2) to reduce this cost, corporations should provide more flexible arrangements for women who want to combine career and family. (JOW)

Combined effects of racism and sexism in the workplace subject African-American woman to more discrimination than either Black men or White women. Examines racism and sexism in employment practices and in the career development and aspirations of African-American women. Identifies coping system of African-American women who avoid career fields in…

Discusses the status of women in contemporary Japan. Describes their role as mothers and homemakers, the obstacles they face in maintaining developing careers, and the discrimination they face in a patriarchal society. (Author/ABB)

Reviews current forces affecting women in the job marketplace, i.e., societal attitudes, discriminatory practices, and lack of role models in top management. Offers suggestions for helping women "meet the system" such as gaining male support, fostering organizational teamwork, and increasing political and legislative activity. (DMM)