The purpose was to continue the analysis of data obtained by mailed questionnaires from 3970 middle management executives and professionals in 12 military, industrial and governmental organizations. These represented a 66% return. Results support the thesis that the unusually rapid and diverse changes in middle management work since World War II (in material technology, ways of dealing with people, and organizational growth) have had an important effect on middle management careers (80% say "most,""very," or "of some" importance). Moreover, contrary to some opinion, this effect is looked on as a boon to career advancement rather than as a source of career retardation (73% to 9%). Furthermore, consistent with this attitude are several other results: respondents wished that they had had more rather than less change in their work during the previous decade (67% to 33%), thought that they had kept up with change satisfactorily so far (96%) and would be able to continue keeping up with it in the future (97%). Perhaps related to this confidence is their belief that they have coped successfully with the change by facing up to it rather than by trying to oppose or avoid it, and by depending primarily on their own resources rather than trying to cope through others or by organizational means. (Author/DB)