Predictors of academic staff administrators' job change were studied based on a conceptual framework derived from Rosabeth Kanter's work on opportunity. Questionnaire data from higher education administrators who had been employed between 1973 and 1978 following the application of affirmative action to higher education were analyzed. "Academic staff" refers to positions that are adjunct to primary institutional tasks and are generally intended to support the organizational chain of command. The questionnaire addressed: administrators' educational and professional background, job characteristics, professional activities, observations about work responsibilities, career influences and prospects, and mentor relationships. The investigation entailed a secondary analysis of data originally collected as part of an administrator survey undertaken in 1979 in Pennsylvania colleges and universities. To determine the predictors of mobility for staff administrators, a series of stepwise multiple regressions were performed. Seven variables combined to account for nearly 50 percent of the variance. The predictors in order of importance were: age, planning to move to another position, and having a mentor relationship. Being a woman and serving as editor of a professional journal also entered the regression analysis with significant weights. Other characteristics that affected mobility were being married and serving as a president of a professional organization. The negative relationship of age to job change indicated that younger administrators are more mobile than older administrators. It is concluded that mobility or job change is a useful conceptual medium for looking at career opportunity. (SW)