Holland's (1997) constructs in relation to career change/persistence were examined using a mixed-method design. The quantitative phase involved 153 career persisters and 150 career changers (intent on career change and had taken action to activate the transition) who completed the Self-Directed Search (SDS), Career Attitudes and Strategies Inventory (CASI), Vocational Identity Scale (VIS), and a Research Questionnaire. Follow-up interviews were conducted with representative persisters (n = 14) and changers (n = 14) to confirm and expand the quantitative findings. In the quantitative study, persisters were more congruent (C-Index; Brown & Gore, 1994) than changers. Changers also contemplated moving to careers that were more congruent than their current careers. In accord with Holland's theory, there was no difference between the current work environment congruence of persisters and the pursued work environment congruence of changers. However, contrary to expectations, congruence did not increase with successive changes. In the qualitative phase, consistent with the quantitative findings, congruence was more important for persisters than changers in choosing their current career. Persisters were more likely than changers to identify ways in which their career afforded expression of congruence. Congruence was important in the decision to persist, while incongruence influenced the decision to change. In terms of Holland's secondary constructs, persisters had higher vocational identity than changers, however, there were no differences in consistency or differentiation. Vocational identity was the only secondary construct to add to the prediction of career change/persistence, with congruence held constant. No secondary construct moderated the relationship between congruence and career change/persistence. With regard to the CASI scales, persisters had higher job satisfaction than changers, which was confirmed qualitatively. Job satisfaction influenced the decision to persist in career, while dissatisfaction ...