This study explores meanings of family care held by seven families that include a middle-aged adult with intellectually disability. In-depth interviews were conducted with members of each family--the person with intellectual disability, parents, siblings, and sibling spouses. Participants described care as simply getting on with their lives, as…

Conditions in the U.S. have created a situation where some middle aged white males are experiencing a stalled career; they perceive they have plateaued in career progression while at the same time women and minority peers continue advancing. Based on phenomenological research methods, individuals who have experienced the non-event work transition…

The existential theory of radical mid-life career change is a theory focusing on work salient individuals around the age of 35 and beyond who have previously established a career path and who are in a position to alter that path due to minimal environmental constraints. The theory postulates that at around this age the realization of the finite…

Investigated the midcareer crisis and examined sex differences distinguishing midcareer changers (N=134). The results revealed that individuals who changed careers scored significantly higher on identity achievement and affiliation, and there was a significant positive correlation between identity achievement and self-concept. No sex differences…

Examines some of the major transitions of aging and factors that determine the individual's ability to adjust to these changes. Discusses difficulties in providing services for this group, such as developing a classification system, and indicates ways counseling services can help older persons cope with role transitions and losses. (LLL)

Examines the applications of a structured life-review technique in counseling elderly clients, illustrated by two case studies. Discusses the usefulness of life-review in role transitions involving self-esteem, intergenerational conflict, and preparation for both life and death. (JAC)

Described a study that determined that vocational teachers sought to change careers primarily because of a desire for a higher salary. The most significant barrier to career change was the lack of financial security. (JOW)

Examines the predictable stages in the career development of a vocational educator. Stage one covers adjustment to new situations; stage two focuses on acquiring continuing employment status; stage three (mid-career) often includes career crisis; stage four includes both security and lack of personal challenge; and stage five is retirement. (CT)

Interviews with 10 participants in Ohio State University's job enrichment program for midcareer extension agents found that 5 returned to their same jobs after the experience but only 2 felt challenged/renewed. Part-time participation while working made it difficult to balance responsibilities. More information and a structured orientation were…

Highlights a changing, rather than static view, of the story of "Snow White" by interpreting the story's symbol of the mirror in three roles: guide, trap, and tool of wholeness. Suggests that these interpretations illustrate that developmental processes that entrap individuals may constitute necessary developmental steps and that gains…

Reviews 13 popular self-help books that cover various aspects of career management and provide information on which might be best suited for particular goals, including career change, career tune-up, and personal and professional self-evaluation. Comments reflect issues of interest to mid-career professionals. (Author/LRW)

A first-half/second-half view of adult life affects the human resource development profession. In the first half, young adults measure worth in terms of competence and acquisition. The mature adult emphasizes integrity and values. Management of human resources must take these differences into account. (JOW)

Examined occupational change by identifying, exploring, and describing the transition periods of the life cycle and the disengagement states of the occupational cycle to determine if they are interrelated, and to ascertain if changers and non-changers differ on variables used to assess these transitions. Subjects included 298 managers and 166…

Comparison of the career paths of Harvard University's classes of 1970 and 1945 suggests that change of the magnitude of the past two decades can only be endured; the forces that make income insecure also create one-time chances for wealth; and when the obvious markets for one's skills evaporate, go where no one else has imagined going. (JOW)

The Professional Fellows Program is a nondegree, self-designed management-development program for midcareer professionals. Outcomes after one to three years for 53 participants included greater self-confidence, increased sense of control, and legitimation of life/career transitions. (SK)