Paper presented at the 1979 National Technical Education Conference. Discusses women and transition, changing attitudes about work and the work place, legal barriers to sex discrimination, and the career development of women. (JOW)

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)

Interviews with seven women lecturers and five administrative/library staff at Leeds University uncovered the following: differential career paths for women and men; a link between the extent of career progression and working full or part time; and few opportunities for gender issues to be openly discussed in the academic workplace. (SK)

According to interviews with 30 women in middle management, 4 factors pertinent to their success were educational credentials, hard work, mentors, and interpersonal skills. Barriers to career development were supervisors/directors, sex discrimination, lack of political savvy, and lack of career strategy. (SK)

A study of the effects of veterans' preference on women's careers in the federal civil service between 1975 and 1995 reveals diminishing effects of the preferences and disadvantages to veterans. One can expect little change in federal women's status if veterans' preference is eliminated. (Author)

Women continue to be underrepresented at senior management level in large UK and US corporations despite growing organisational sensitivity to diversity issues and government initiatives. This study addresses how and whether this situation might change in the future, and the implications for career development from the perspective of senior women…

A review of the content of "The Career Development Quarterly" ("CDQ") was conducted for the period between 1994 and 2003. In total, 297 articles were published in "CDQ" during this period. The content analysis was based on content, authorship, and institutional affiliation. The principal areas of research were career development: life-span…

This survey of 104 employed women disclosed that while half of the respondents indicated higher-level career aspirations, only 12 percent could trace their current higher-level career interest back to high school days or earlier. The respondents listed personal achievement as a major reason for pursuing a higher-level career. Higher income was…

This study, using the Vocational Preference Inventory (VPI) and the Self-Directed Search (SDS), explored concurrent validity of Holland's theory for employed non-college-degreed women (N=114). Results revealed three scales of the VPI and five scales of the SDS successfully differentiated occupational groups consistent with Holland's theoretical…

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)

Results support the author's contention that women's primary career decision, i.e., that between working'' and not working,'' is a function of the child-rearing mode of the parents. The field of occupation and the level within it is a secondary career choice, a function of a woman's level of achievement motivation. (Author)

Review of business management literature from the United States, United Kingdom, and Canada identified the following: the images of high flyer, fast track, and high achiever; the meaning of success; emphasis on performance; corporate rites of passage; and opportunities for women to be high flyers. (SK)

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)