Explores how the four-part model of transition cycles applies to becoming a chief librarian of an academic library. Considers the four stages from various organizational levels, as well as for their psychological and social impact on the new job incumbent, and presents an instrument for assessment of transitional success. (Author/LRW)

The literature on mid-career faculty is reviewed to attempt to better understand the forces that influence mid-life faculty careers and explore the implications of this research for institutional responses to the faculty. Literature is categorized by the perspectives of the institution and that of the faculty member. (Author/MLW)

Uses findings from Seattle Longitudinal Study of adult cognitive development to assist discussion of event history analysis. Illustrates its application to data involving changes of states in individual behavior related to human aging. Describes hazard functions which permit assessment of future decline risk and prediction as to when individual…

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)

Increased turbulence in the workplace is affecting the careers of an aging workforce: changed skill needs, relations with employers and coworkers, and attitudes toward retirement and aging. Study of careers beyond midlife should bear in mind that retirement is an individual decision and the aging process is unique to the individual. (SK)

Describes how women executives in their 40s and 50s are finding the corporate workplace less than fulfilling and are making major life changes. (JOW)

In the United Kingdom, National Records of Achievement document achievement and action plans for skill acquisition. A case study of their use with midcareer police officers revealed a need to modify the model to reflect adults' ideals and purpose, allegiance to the primary workgroup, and fit with organizational ideals and purpose. (SK)

Mid-life career changers experience a variety of emotions and harbor deep-seated fears about their abilities and marketability. Suggests counselors focus on clients' self-concept by challenging their fears and clarifying their desires. Counselor's open-ended questions can uncover deeper hopes, barriers, and intuitive ideation for personal…

The Aquilanti Integrated Model of Outplacement was developed from various aspects of existing grief and career theories. It comprises many practical elements that are present in the other models as well personal experience and knowledge of career counseling. It involves four phases: loss, grieving, and transition; personal development; job search;…

Having experienced traditional Japanese employment system, older Japanese adults are affected by workplace and socioeconomic changes. Two recent surveys of workers nearing retirement showed high work salience and considerable anxiety about retirement. (SK)

In a period of business downsizing, older workers are at risk for unemployment. Finding a suitable replacement job is difficult and can lead to emotional and financial distress. Counselors need to be aware of the work-related issues facing older adults and understand the suitable interventions that will help them make smoother career and life…

This issue on counseling in the third quarter of life includes 17 articles on planning for and adjusting to retirement, traveling, aging, programs for women, employment, transitions, looking for a job, mentoring, playing, and connecting with nature. Articles focus on the third quarter as a time to respond to old calls and answer new ones. (JOW)

Although it may be so subtle that it is not noticed or sudden and life altering, adult development occurs in a cycle of four inherent processes: transaction, transition, transformation, and transcendence. These processes exist in a cycle characterized by growth and development. The processes can be defined as follows: (1) transaction--personal,…

The Myers-Briggs Type Indicator (MBTI) assists clients to develop an understanding of their four functions (sensing, intuition, thinking, feeling), and their four attitudes (extraversion, introversion, judgment, and perception). It also provides information about each client's dominant, auxiliary, tertiary, and inferior functions, and the time…

This research paper explores both the meaning of career decisions and the implications of these decisions for teacher education. Since a pilot study indicated that gender realization was influenced by the historical era in which people are raised, four subjects--two men and two women--from different age levels were selected to be the subjects of…