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The need to maintain up-to-date technological skills despite an aging workforce makes it imperative that organizations increasingly focus on retraining older employees. This article develops an adult career model based on the acquisition of technological skills and gradual skill obsolescence. The model suggests the importance of retraining and provides practical implications to the development of retraining programs. Suggestions for future research are also offered.

A number of top executive women were interviewed to determine their beliefs concerning the needs of women for management training and development. Results, which are compared with those in an earlier examination, show that socialization and skills development needs remain important, while no current concern was found for training concerning stereotyping. Communication and networking, and power and politics are seen as issues that have increased substantially in importance and that are now areas in which substantial training remains to be done.

The recent years have been marked by the increasing participation of women in the labour force internationally. Especially in the industrialised countries of Western Europe and North America, this labour force participation is now well over 40%. Globally, however, the estimate is around 33%. A large number of these women are still found in the agriculture sector and the informal sector of industry. For those working in the formal industrial sector, a significant portion work in the shopfloor of assembly line operations for products ranging from electronics to textiles. Women in management comprise less than 1% of all economically active women. For the purposes of this paper, a “manager” is defined as a person who has latitude in decision making as to the allocation and use of organisational resources, including physical, financial, and human resources.

Volume 64 Part 4 of the Journal of Occupational Psychology includes an article by Hazel M. Rosin and Karen Korabik entitled “Workplace variables, affective responses, and intention to leave among women managers”.

The author is interested in variations by age in women's attitudes to the military and defence and support for women's participation in the military. Analysis of public opinion data suggests that women in Switzerland have substantial and consistently non‐militaristic leanings which the author seeks to explain.

This work considers women who have left jobs within organizations to set up their own businesses. The project thus explores two worlds: the world of the organization and the world of the small business owner/manager. However, it is not sufficient to limit the scope of the research to these two contexts; equally important are the spaces in‐between. An examination of the transition from employment to self‐employment is crucial in understanding the experience as a whole. Two case studies are used to illustrate how particular women managed the transition. It is then considered how this experience can be conceptualized theoretically, assessing the extent to which existing theories offer adequate frameworks for understanding. Implications for further research and the development of a more relevant conceptual model are addressed.