Since the last edition of the Career Maturity Inventory (CMI; Crites, 1978a) was published, it has become increasingly apparent that a revision is needed. Five considerations directed the preparation and construction of the 1995 CMI: (a) to reduce administration and testing time, (b) to extend the CMI to the postsecondary adult levels, (c) to eliminate subscales, (d) to construct a collateral Career Developer (CDR) for the interpretation of the CMI, and (e) to offer both hand- and machine-scoring options for individuals and aggregate data analysis. The 1995 CMI was derived from the 1978 edition, but it is also based on previously unpublished longitudinal data for item selection, which augment the original cross-sectional data. In addition, new Competence Test items were written, with Agree and Disagree response options, to replace the former 5-response-place items. The 1995 CMI now consists of 25 Attitude scale items and 25 Competence Test items, each yielding a score that measures degree of career maturity of conative and cognitive variables, respectively. In addition, there is an overall career maturity score that is a composite of attitudes and competencies.

The recent explosion of interest in women and work has highlighted the longstanding lacunae in our knowledge of the career psychology of women as well as stimulated a flurry of research activity designed to fill those lacunae. This article reviews what is presently known in salient areas of theory, knowledge, attitudes, and techniques and outlines the various areas of expertise that should be required of those engaged in career counseling with women.

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