The Life-Long Leisure Graph is a tool to help counselors investigate client leisure needs and is based on the concept that people satisfy their psychological needs through work and leisure activities. (JOW)

Responses to midcareer issues must develop from the recognition that some values of the emerging work force differ from those of staff in their 50s. An organization's best interest lies in listening to the needs of staff, finding new ways to enrich their lives and accommodate its policies to their legitimate drive for self-direction. (JOW)

Describes a personal evolution into early childhood advocacy. The case study reaffirms that becoming an early childhood advocate requires individuals to care and to translate that care into actions which will help others to care. (RJC)

Transitions made during career development are the consequences of decisions by individuals to match interests, abilities, and goals with specific jobs. Decision making about careers begins in elementary school and continues throughout one's working life. (JOW)

The following aspects of career information delivery systems are described: uses (assessment, job search, occupational information), access (secondary, postsecondary), integration into curriculum, the role of computer and counselor, and state and national sources of information. (SK)

Lifelong employability requires radical change in attitudes and educational systems. Business-education collaboration should be aimed at preparation for adult and working life. The Foundation for increased commitment to independent learning should be laid. Individuals should have access to opportunities to reflect on experience, review progress,…

Environmental and contextual influences shape academic and career interests through their impact on self-efficacy beliefs and outcome expectations. Stereotypes, gender-role expectations, and peer pressure may truncate adolescent career choices, especially those forming gay or lesbian sexual identities. (SK)

Reviews methodological issues constraining research on the career development of gay/lesbian/bisexual people. Suggests a broader span of content, theory-based research, increased representation of populations, quantitative and qualitative methods, and designs that investigate within-group and between-group differences in career experiences. (SK)

Paul Stevens' model of career development--a holistic approach to work and personal life as the components of a career--was adapted for use at Australian Guarantee Corporation. The strategy included internal promotion, use of focus groups to identify staff issues, pilot workshops, executive support, linkage with other human resource functions, and…

An overview of mentoring (including culture- and gender-neutral suggestions for all mentors and mentees) offers advice on guiding graduate students and young faculty in the humanities through the shoals of preparation for, and then work (mostly teaching) in, academe. Author sees mentoring as a pragmatic and altruistic "not a normative" activity,…

A model for achieving harmony between work and personal lives involves balancing four components: employment (I am what I do), commitment (I am who I know), development (I am what I can be), and nourishment (I am what I feel). (SK)

Presents a social cognitive framework based on Bandura's theory for understanding three aspects of career development: development of career interests, academic and career choices, and performance and persistence. Focus is on how self-efficacy, expected outcome, and goal interrelate with gender, context, and experiential factors. (SK)

Demonstrates difficulty in proving medium-term and long-term effects of career maturity on career adjustment and the connection with research and theoretical shortcomings. Presents empirical evidence supporting self-concept orientation in choice of present major and realization of preferences acts as mediating factors between career development…

This article explores problems blind and visually impaired workers have in achieving upward mobility in work environment. It presents findings of American Foundation for the Blind's Task Force on Upward Mobility which present recommendations for rehabilitation and educational professionals, employers, and consumers. Rehabilitation counselors are…

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)