Until recently, research on management and careers typically examined white, middle-class male subjects. Patterns, norms, and career problems brought to light by this research are not necessarily applicable to wider populations. When studies on women did appear, at first they were typically more polemical than scientific; they sought to prove discrimination. More recent research takes a broader more useful view of the underlying mechanisms of career management. Attention to multiple roles and sequential careers has suggested a far more complex and sophisticated view of careers, as well as valuable insights applicable to both sexes. More research and more information are needed to flesh out the new conceptual models being formed, in particular, more investigations of role-conflict in men; more thoughtful considerations of nontraditional career patterns--which may be more common than uncommon; and continued careful re-examination of stereotypes and assumptions in explaining adult career paths. The outcome of such research will undoubtedly be much better managers at all levels, for both male and female, and better use of the scarcest resource of competent human beings. (Author/TA)