Outline

1
Outline

1. Career counseling
2. Measuring vocational interests
3. Issues in measurement
4. Trait factor approach
5. Other approaches

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Career counseling

• Until about 100 years ago, this concept didnt
  exist
• Your job was what your fathers job had been (if
  you were a boy) specified by your surname
• If you were a girl, you would become someones
  wife or servant

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Career counseling

• What changed?
• Agricultural equipment

• Fewer workers needed on farms because new
  machines vastly increased productivity

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Career counseling

• What changed?
• Industrial revolution

• More workers needed in cities where they lost
  touch with ancestral occupation
• Jobs involving machinery were mentally challenging

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Career counseling

• What changed?
• 19th and early 20th C immigration to North
  America from Europe

• Immigrants lost touch with ancient lifestyles,
  fathers occupations
• Likely to be people who were not afraid of change

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Career counseling

• What changed?
• Development of roads leading into cities
  throughout USA

• Built by large railroads, so people could get
  from farms into cities, to train stations
• Let rural children get to city schools to be
  educated

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Career counseling

• While all this was going on, North Americans were
  becoming more productive and thus wealthier

• They could afford to educate their children
• They could also afford to develop a psychological
  testing industry to guide career choices

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Frank Parsons (1854 1908)

• Created the profession of vocational counselor
• First proponent of matching people to occupations
  by comparing persons aptitude and skills
  occupation demands
• Opened first counseling office, in Boston (1908)

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Frank Parsons (1854 1908)

• Three principles we still use today

• Satisfying careers are most likely to be selected
  if you know your own strengths and weaknesses

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Frank Parsons (1854 1908)

• Three principles we still use today

• Satisfying careers are most likely to be selected
  if you understand the challenges particular
  careers present and the skills they demand.

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Frank Parsons (1854 1908)

• Three principles we still use today

• It is not enough to know your strengths and to
  know an occupations demands you must also
  match the two carefully and honestly.

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Online resources you might find useful

• ONet Online
• Myskillsprofile
• Jackson Vocational Interest Survey
• Career Centre at Western

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Measuring vocational interests

• The Strong Vocational Interest Blank (SVIB)
• The Strong-Campbell Interest Inventory (SCII)
• The Campbell Interest and Skill Survey (CISS)
• Kuder Occupational Interest Survey (KOIS)
• Jackson Vocational Interest Survey (JVIS)

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Cautionary notes

• Many of the inventories we consider here measure
  interests rather than abilities

• They should be used as part of the process of
  career counseling
• They may be most useful for getting people to
  consider new possibilities

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The Strong Vocational Interest Blank

• Edward Strong (1884 1963)
• B.S. (Biology) 1906 UC
• Ph.D. 1911 (Columbia)

• Professor at Stanford from 1923
• Vocational Interests of Men and Women (1944)

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The Strong Vocational Interest Blank

• First published in 1927
• Originally 420 items reflecting 10 Occupational
  Scales
• New editions in 1938 and 1946

• 1960 Basic Interest scales added
• 1974 Holland Codes added
• 1994 Strong Interest Inventory (now 317 items)

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The Strong Vocational Interest Blank

• Criterion keying begin by identifying the likes
  and dislikes of many people in different
  occupations

• Then, to use the scale with a new person, match
  that persons interests with interests of a
  criterion group

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The Strong Vocational Interest Blank

• Measurement Scales from like to dislike

• Measure frequency of interest in an activity for
  a given occupational group relative to frequency
  in the population

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The Strong Vocational Interest Blank

• Findings

• Patterns of interest remain stable over time
• Interests largely established by the time you are
  17 years old

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The Strong Vocational Interest Blank

• Basic interest scale

• Identifies groups of occupations that share some
  qualities that you might be interested in
• Gives a general direction e.g., You should
  work with people

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The Strong Vocational Interest Blank

• Occupational scale

• 211 occupations
• Separate scales for men and women

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The Strong Vocational Interest Blank

• Personal style scale

• Prefer to work alone or with people?
• Practical knowledge or learning for its own sake?

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The Strong Vocational Interest Blank

• Personal style scale

• Careful or quick decision making?
• Risk-taking?
• Team orientation (achieve goals by working with
  others)?

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The Strong Vocational Interest Blank

• Criticisms
• Sex bias
• No theory

• Strengths
• High reliability
• High validity

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Strong Vocational Interest Blank

• Highest reliability and validity of any interest
  inventory
• Assesses interests among a wide variety of
  hobbies, academic subjects, work activities,
  occupations

• Sample for comparisons includes impressive
  variety of ethnic, social, and educational
  backgrounds

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Strong Vocational Interest Blank

• Internal consistency reliability in high .80s

• Test-retest reliability (up to 6 months between
  tests) in .80s

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The Strong-Campbell Interest Inventory

• Campbell continued development of Strongs SVIB

• Most widely used interest test
• No sex bias
• Included J. L. Hollands theory of vocational
  choice.

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The Strong-Campbell Interest Inventory

• Test taker responds to each item Like, Dislike,
  or Indifferent

• Yields 4 different scores
• Hollands Personality Types
• Administration
• Basic Interests
• Occupational

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The Strong-Campbell Interest Inventory

• Holland Occupational interests reflect
  interaction between your personality and
  environment.

• People seek an environment that offers right kind
  of problems and roles, respects their values,
  lets them use their abilities

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The Strong-Campbell Interest Inventory

• Holland 6 personality types

• Realistic
• Investigative
• Artistic
• Social
• Enterprising
• Conventional

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The Strong-Campbell Interest Inventory

• Holland another set of labels that may help you
  remember the different types

• Doer (R)
• Thinker (I)
• Creator (A)
• Helper (S)
• Persuader (E)
• Organizer (C)

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The Strong-Campbell Interest Inventory

• Realistic

• Less social
• Like the outdoors
• Like manual activities
• Physically robust
• Practical
• Non-intellectual

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The Strong-Campbell Interest Inventory

• Investigative

• Interested in people more than ideas
• Not very social
• Dislikes emotional situations
• Appears aloof

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The Strong-Campbell Interest Inventory

• Artistic

• Creative
• Enjoy developing ideas
• Enjoy expression
• Dislike conformity
• Comfortable with ambiguity
• Not especially skilled socially

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The Strong-Campbell Interest Inventory

• Social

• Like to work with other people
• Helping orientation
• Nurturing

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The Strong-Campbell Interest Inventory

• Enterprising

• People oriented
• Goal oriented
• May seek to dominate others
• Good at coordinating work of others

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The Strong-Campbell Interest Inventory

• Conventional

• Does best in highly structured situations and
  jobs
• Good with details
• Like clerical tasks, working with numbers
• Doesnt like working with ideas or people

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Hollands RIASEC Hexagon
Predigers two underlying dimensions
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The Campbell Interest and Skill Survey

• 1992
• Also uses Hollands theoretical structure

• Extroversion and academic focus scales
• Assesses skill as well as interest

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The Campbell Interest and Skill Survey

• Depending on combination of degree of interest
  and skill, the test-taker is advised to

• Pursue (high interest, high skill)
• Develop (HI,LS)
• Explore (LI,HS)
• Avoid (LI,LS)

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Kuder Occupational Interest Survey

• Second most widely used interest test
• Criterion keying method

• Measure 100 triads of alternative activities
• For each triad, select most/least preferred

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Kuder Occupational Interest Survey

• Dependability
• Interest Scores

• Relation of interest patterns to norms of men and
  women

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Kuder Occupational Interest Survey

• Occupation Scores

• Relation to scores of men and women employed and
  satisfied in certain occupations

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Kuder Occupational Interest Survey

• College major scores

• Relation to scores of students in different
  college majors

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Jackson Vocational Interest Survey

• Matches people to academic or career fields based
  on their interests
• 289 pairs of statements describe job activities
• Forced choice for each pair

• Does not compare scores to those of people happy
  in their occupation
• Yields 34 basic interest scores
• Predicts university majors more accurately than
  most inventories

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Jackson Vocational Interest Survey

• Basic Interest Scales some examples (not a
  complete list)

• Creative Arts
• Physical Science
• Engineering
• Life Science
• Social Science
• Adventure
• Nature-Agriculture
• Skilled Trades

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Jackson Vocational Interest Survey

• General occupational themes (G.O.T.)

• Assertive
• Communicative
• Conventional
• Enterprising
• Expressive
• Helping
• Inquiring
• Logical
• Practical
• Socialized

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JVIS Basic Interest Scales Reliability

• Internal consistency reliability (alpha) ? .54 to
  .88.

• Test-retest reliability (4 to 6 weeks) ? .69 to
  .92.

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JVIS G.O.T. Reliability

• Internal consistency reliability (alpha) ? .70 to
  92.

• Test-retest reliability (4 to 6 weeks) ? .83 to
  .93

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Minnesota Vocational Interest Inventory

• Criterion keying, no theoretical base
• Aimed at men not oriented towards college

• Emphasizes skilled/semi-skilled trades
• Yields basic interest and occupational scores

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The Career Assessment Inventory

• Intended purpose similar to that of MVII
• 6th grade reading level

• Sex- and culture-bias free
• Includes Hollands theoretical base
• Scores on scales similar to SCII and CISS

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The Career Assessment Inventory

• Vocational version
• 305 items, 91 occupations that require little
  post-secondary education

• Enhanced version
• 370 items, 111 occupations including some that
  require significant post-secondary education

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The Self Directed Approach

• Self administered and scored
• Rate skill and interest in occupational areas

• Linked to an occupation finder
• Accurate scoring

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Issues in Interest Measurement

• Sex bias
• Leads people to sex-typed careers
• But elimination might mean lower validity
• Most scales today have reduced bias

• Its worthwhile to examine tests for sex bias and
  try to remove it if found
• But women and men are different in a variety of
  psychological and physiological ways

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Issues in Interest Measurement

• Interests vs. aptitudes

• E.g., in Strong inventories, how successful in
  their occupations are the norm groups expressing
  particular interests?

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Issues in Interest Measurement

• Does it matter for testing that people change in
  ways relevant to occupational success?

• Personality is stable over the lifetime
• But other things motivation, education,
  environment will surely change and interests
  may change with them

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Osipows trait-factor approach

• Goal is to learn about persons overall traits,
  not just their interests

• Battery of tests covering
• Personality
• Ability / Aptitudes
• Interests
• Values

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Supers Developmental Theory

• Suitability for a career is not static
• Developmental stages define what vocational
  behavior is expected of us

• Vocational maturity is defined as the correlation
  between actual and expected vocational behavior
• Actual comes from developmental stage youre in

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Supers Developmental Theory

• Super (1954) Theory of vocational choice
  lifespan developmental process

1. Crystallization
2. Specification
3. Implementation
4. Stabilization
5. Consolidation
6. Ready to retire

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Ginzberg et al. (1951)

• Ginzberg et al. (1951) career choice is the
  outcome of a developmental path from childhood to
  young adulthood stages

• Fantasy
• Tentative
• Realistic
• Exploration
• Crystallization
• Specification

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Roes Career Choice Theory

• Roe career choice a result of type of
  relationship you had with your family while
  growing up

• Relationship success leaves you with a
  person-orientation
• Relationship failure, leaves you with a
  non-person orientation

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Roes Career Choice Theory

• As a result of rearing, some people are oriented
  towards other people

• they were reared in a warm, accepting environment

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Roes Career Choice Theory

• As a result of rearing, some people are oriented
  towards things

• they were reared in a cold, aloof environment.
• Characteristics measured by California
  Occupational Preference Survey (COPS)

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Caution

• Text, p. 472
• Despite the availability of many interest
  inventories, old-fashioned clinical skill remains
  an important asset in career-counseling.

• There is lots of evidence that this claim is not
  true in the work of Paul Meehl on clinical vs.
  actuarial judgment