Journal of Career Development, Vol. 25(l), Fall 1998 This research was supported, in part, by the Rehabilitation Research and Training Center at the University of Wisconsin, Madison. Acknowledgment is made of two research assistants, Emily Vacher and Andrea Cavallaro, who assisted Ms. O’Connell with data collection. Appreciation is expressed to Barbara Pauley and Mary Glick for their assistance with the preparation of this manuscript. Address correspondence to Paul R. Salomone, Ph.D., Syracuse University, 264 Huntington Hall, Syracuse, NY 13244. Although Super (1980, 1992) and many other writers have endeavored to define the concept of career, little attention has been given to the broader concept of career development and, further, there has been no agreement, thus far, on a single model of career development (Savickas and Lent, 1994). In a position paper on career development published in 1973, the American Vocational Association (AVA) indicated that &dquo;career development occurs as educational and vocational

In a short time span, from 1951 to 1963, six major vocational choice or vocational development theories were introduced into vocational psychology and vocational guidance (Bordin, Nachman & Segal, 1963; Ginzberg, Ginsburg, Axelrad & Herman, 1951; Holland, 1959; Roe, 1956; Super, 1953, 1957; Tiedeman, 1961; Tiedeman & O'Hara, 1963). Most of these theories flourished briefly because of research activity, but only those of Holland and Super have survived and prospered. While Holland produced landmark books (1966, 1973, 1985) to summarize important research results and to document changes in his person-environment choice theory (1959), Super's career development, "segmented" theory (1953, 1957, 1969, 1972, 1981, 1984a, 1990) evolved more subtly, without as clear a connection to empirical research, as a demonstration of his exceptional creativity in discovering meaningful relationships between life-span phenomena and vocational variables. Whereas Holland's theory was written in a form that could be tested easily, in large measure Super's theory has had to wait for the development of career maturity and other instruments in order to be evaluated. Super indicated in 1984 that "what I have contributed is not an integrated, comprehensive, and testable theory, but rather a 'segmental theory'. Each of these segments does provide testable hypotheses, and in due course I expect the tested and refined segments

The thesis of this article is that sufficient and convincing research evidence has accumulated to indicate that a sixth stage of career development-career renewal-occurs for many people between the end of the establishment stage and the beginning of the maintenance stage. This article explains why a renewal stage was overlooked in the 1940s and 1950s, clarifies the meaning of renewal as it applies to career development, compares the transitions of men and women in their early 40s, and offers suggestions for the counseling of clients who are dealing with the task of career renewal.

Is workaholism an addiction or a rewarding work style and life-style that may be harmful to one's family and co-workers This central question directed the review of definitions and causes of workaholism. Thereafter, the authors discuss the role of "Type A" and obsessive-compulsive traits on the behavior of some workaholics, review the effects of workaholism on workaholics themselves and on others, and suggest counseling approaches that might be helpful to workaholics.

The pyramidal shape of most organizations dictates that virtually all careers will level out before an employee reaches the top of the institution, agency, or corporation. How to maintain or enhance worker productivity and job satisfaction when an employee remains at a career level that discourages one's aspirations are concerns for career counselors, their clients, and organizational executives. This article defines career plateauing, explains types and sources of plateauing, and suggests counseling interventions that can help individuals to recognize and adjust to plateauing. In addition, we recommend proactive measures that will perpetuate the work motivation of effectively-performing plateaued workers as well as remediate the work behavior of the ineffective, plateaued worker. One of life's maxims is that all careers reach a level after which no higher achievement can be expected. From night watchguard to chief executive officer, each person's career has its apex. Thus, career plateauing is inevitable for all who strive and struggle in the work world (Bardwick, 1986). The point in time when an individual will experience, if not recognize, career plateauing is difficult to predict as is the extent to which that person can influence the timing or impact of this phenomenon.

Appreciation is expressed to Jeanne Sutliff and Barbara Pauley for the preparation of this manuscript. Address correspondence to Verna D. Kimbrough, State Office Building, Room 230, Syracuse, NY 13202. Current career counseling practices are not readily applicable to the needs and concerns of ethnic minority persons because they are based on the values and psychological orientations of the majority society. Casas and Vasquez (1989) pointed out that while counseling professionals generally believe that theirs is an impartial helping profession, counseling is anything but impartial. Pedersen, Draguns, Lonner, and Trimble (1989), and Sampson (1977) noted that, in general, counseling theories and practices support the values of white middle class people. However, the life situation and historic circumstances of minority groups have produced people who have different values and psychological realities than those of the dominant group. These realities, or ways of making sense of one’s surroundings, have been termed the &dquo;world view&dquo; and the &dquo;minority perspective&dquo; in relevant counseling literature (Harrington, 1963; Sue, 1981). An intograted definition of minority groups, derived from the works of several authors, is that they are groups of people singled out for unequal treatment and self-regarded as objects of discrimination (Atkinson, Morton, & Sue, 1983; VanderZanden, 1984; Zastro & Bowker, 1984). A synthesis of the literature suggests that minority groups

A sound conceptual article can be a quantum leap, in terms of value and usefulness, beyond a typical literature review. In this article the author clarifies the distinction between a literature review and a conceptual article, outlines the creative process as it applies to written work, and provides "trade secrets' for novice writers on how to enhance their literary creativity and how to confront and solve troublesome writing problems.

This is not a boring, sterile review. Neither is it exhaustive, unbiased, or genteel. My aspiration was to write an interesting, informative, and forthright article that would encourage career counselors to continue their education by reading the original books and articles discussed herein. The praise I expressed is genuine, as is the criticism. My intent was to explain what I found useful, thoughtful, helpful—or not. My hope is that those who read this review will appreciate my viewpoints. I do not expect everyone, however, to subscribe to my positions for, surely, controversy and eclecticism may hone the critical and creative thinking necessary to move career counseling and development forward into the next millennium.

This article, although written in a whimsical style, points out the value‐laden nature of our premier source of occupational information, the Dictionary of Occupational Titles. Other than legal occupations, jobs that are remunerative can be placed into three categories: (a) illegal occupations, (b) underground or counterculture occupations, and (c) occupations “in limbo.”

The Career Development QuarterlyVolume 39, Issue 4 p. 291-292 Lessons and Loose Ends: Some Final Words Paul R. Salomone, Paul R. Salomone EditorSearch for more papers by this author Paul R. Salomone, Paul R. Salomone EditorSearch for more papers by this author First published: June 1991 https://doi.org/10.1002/j.2161-0045.1991.tb00294.xAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat No abstract is available for this article. Volume39, Issue4June 1991Pages 291-292 RelatedInformation

This paper is the fourth in a series of articles dealing with difficult counseling problems encountered by career counselors. Clinicians need to understand the underlying causes of floundering behavior and the reasons that propel some people to retreat to a career and psychological moratorium. This article focuses on young adults in career transition and underscores their needs for greater self‐understanding. Resources for career counseling suggestions are noted within the context of a traditional five‐stage career counseling model.

Journal of Multicultural Counseling and DevelopmentVolume 19, Issue 4 p. 146-157 Facilitating Effective Cross-Cultural Relationships: The White Counselor and the Black Client Maria Todisco, Maria Todisco Maria Todisco: is a master's student in counseling services at the State University of New York, College at OswegoSearch for more papers by this authorPaul R. Salomone, Paul R. Salomone Paul R. Salomone: is a professor of counselor education and of rehabilitation counseling at Syracuse University, Syracuse, New York. Appreciation is expressed to Jeanne Sutliff and Barbara Pauley for their assistance in the preparation of this articleSearch for more papers by this author Maria Todisco, Maria Todisco Maria Todisco: is a master's student in counseling services at the State University of New York, College at OswegoSearch for more papers by this authorPaul R. Salomone, Paul R. Salomone Paul R. Salomone: is a professor of counselor education and of rehabilitation counseling at Syracuse University, Syracuse, New York. Appreciation is expressed to Jeanne Sutliff and Barbara Pauley for their assistance in the preparation of this articleSearch for more papers by this author First published: October 1991 https://doi.org/10.1002/j.2161-1912.1991.tb00551.xCitations: 10 AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Citing Literature Volume19, Issue4October 1991Pages 146-157 RelatedInformation

The Career Development QuarterlyVolume 38, Issue 3 p. 195-197 On Roles and Politics Paul R. Salomone, Paul R. Salomone EditorSearch for more papers by this author Paul R. Salomone, Paul R. Salomone EditorSearch for more papers by this author First published: March 1990 https://doi.org/10.1002/j.2161-0045.1990.tb00379.xAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onEmailFacebookTwitterLinkedInRedditWechat REFERENCES Pappas, J. P., & Crites, J. O. (1978). Pioneers in guidance—Donald Super. The Personnel and Guidance Journal, 56, 585–592. 10.1002/j.2164-4918.1978.tb05068.x Web of Science®Google Scholar Sue, D. W. (1978). Editorial—Saying goodbye. The Personnel and Guidance Journal, 56, 580. Google Scholar Volume38, Issue3March 1990Pages 195-197 ReferencesRelatedInformation

Although we aspire to understand and control ourselves and our environments, most people will acknowledge the influence of unforeseen events or encounters upon their career decision making. The focus in this article is on the development of persons within various life contexts, the recognition that individuals may prepare themselves to use unexpected opportunities, and the role of counselors in the career decision-making process.

The Career Development QuarterlyVolume 39, Issue 1 p. 3-4 Welcome Aboard! Paul R. Salomone, Paul R. Salomone EditorSearch for more papers by this author Paul R. Salomone, Paul R. Salomone EditorSearch for more papers by this author First published: September 1990 https://doi.org/10.1002/j.2161-0045.1990.tb00229.xAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL No abstract is available for this article. Volume39, Issue1September 1990Pages 3-4 RelatedInformation

The Career Development QuarterlyVolume 38, Issue 2 p. 98-99 The Annual Review of The Career Development Quarterly Paul R. Salomone, Paul R. Salomone EditorSearch for more papers by this author Paul R. Salomone, Paul R. Salomone EditorSearch for more papers by this author First published: December 1989 https://doi.org/10.1002/j.2161-0045.1989.tb00414.xCitations: 1AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat No abstract is available for this article.Citing Literature Volume38, Issue2December 1989Pages 98-99 RelatedInformation

Persons with developmental disabilities are not usually given the opportunity to make meaningful choices concerning career options. There are, however, five types of partial involvement in career decision making they may experience. Counselors have considered client expressions of occupational preferences prior to deciding on appropriate vocational goals, have merely asked workers to sign a prepared rehabilitation plan, or—at the highest level of client participation—have involved workers and their families in team planning meetings. Several recommendations for both systemic and personal interventions to facilitate career decision‐making by workers with developmental disabilities are discussed.