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The report examines the multiplicity of factors which influence the labor market activity of the population and explores the implications of changes in those influential factors with regard to manpower and educational planning policy. The first section contains the introduction to the problem, summary of factors affecting labor force participation, and implications for manpower and occupational education planners. In the second section, the authors outline two alternative models of labor market functioning and present an historical accounting of manpower and educational planning. Some manpower forecasting methods are reviewed as attempts to understand labor force behavior over time. The third section reviews the literature with particular reference to factors influencing the work decisions of: (1) women (marital status, earnings, education, presence of children, school attendance, training, education, and labor demand), (2) whites and minority groups (Negro and Spanish American), (3) older persons, and (4) people of varying educational attainment. Labor force turnover is examined briefly and conclusions are drawn concerning those variables most influential in the decision to participate in the work force. Policy implications of changes in labor market behavior are explored in the context of manpower and educational planning. A bibliography and technical appendix complete the report. (Author/JB)

The report details the implications of mobility for manpower planning, traces the impact of mobility on planning for the training and development of skilled manpower, and summarizes the factors influencing labor mobility drawn from a review of the relevant literature. The first section introduces the problem, summarizes factors affecting labor mobility, and discusses implications for manpower and educational planners. It emphasizes that criteria must be established so that the most efficient means of allocating resources and effort are used in manpower planning and in developing educational and training programs. Several criteria are discussed: market, social demand, rate of return, and manpower requirements. Also described are labor mobility and its impact on manpower and occupational education planning in the United States, as well as various approaches to planning (employer surveys, extrapolations of trends, econometric techniques, and the job vacancy-occupational outlook). The following section focuses on the central issue of geographic labor mobility and its determinants. The mobility of Negroes and agricultural workers is also examined. The conclusions stress the strengthening of the planner's role in developing training and educational programs, providing job opportunities, and other relevant services. A bibliography and appended tables complete the document. (JB)