Part 4 The PIC Model: Supporting Evidence

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Part 4The PIC Model Supporting Evidence

• or Does it really work?

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Evaluating Prescriptive Decision Models

• Descriptive models are evaluated by their
  empirical validity
• Normative models by their theoretical adequacy
• Prescriptive models are evaluated by their
  pragmatic value their ability to facilitate
  individuals' decision-making

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Evaluating Prescriptive Decision Models

• The basic assumption the right process increases
  the probability of choosing the best option
• The evaluation of the model should examine
• Does the model improve individuals'
  decision-making processes?
• Does it lead to greater occupational satisfaction
  in the future?
• Do individuals generalize the model and apply it
  to future career decisions?

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Prescreening Based on Elimination Descriptive
Validity (Gati Tikotzki,1989)

• The monitored dialogues of 384 career counselees
  with a computer-assisted career information
  system were analyzed.
• Results most users (96) employed a
  non-compensatory strategy during all or at least
  a part of the dialogue many options considered
  at a previous stage of the dialogue were not
  considered at the following stage, showing that
  individuals tend to use a prescreening strategy
  based on eliminating alternatives

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Criteria for Testing the Benefits of Making
Better Career Decisions

• Examine users' perceptions of MBCD
• Examine changes in users degree of decidedness
• Examine perceived benefits
• Locate factors that contribute to these variables

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Method - Participants

• 247 males and 465 females who filled out both a
  pre-dialogue and a post-dialogue questionnaire
• Mean age 22.8 mean years of education 12.6
• 4 high-school students
• 6 recent graduates from high school
• 58 recently completed their military service
• 9 considering an alternative to their current
  major
• 3 college graduates deliberating a job choice
• 8 considering a career transition
• 12 "other"

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Method - Instruments

• "Future Directions"- Israeli web site (in Hebrew)
• Pre-dialogue questionnaire (prerequisite to
  access the system)
• MBCD - Making Better Career Decisions (mean
  dialogue time 40 minutes, SD25)
• Post-dialogue questionnaire

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Mean Perceived Benefit (MPB) and Willingness to
Recommend (WR) the Use of MBCD to a Friend ()
as a Function of the Difference in Decidedness
after the Dialogue of MBCD (N712)
Measure
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Frequencies of Degree of Decidedness Before and
after the Dialogue with MBCD
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Willingness to Recommend (WR) the Use of MBCD to
a friend as a Function of the Degree of
Decidedness Before and After the Dialogue with
MBCD (N712)
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Taxonomy of Career Decision-Making Difficulties
(CDDQ Gati, Krausz, Osipow, 1996)
Unreliable Info.
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MBCDs Effect on Reducing Career Decision-Making
Difficulties (d, Cohen, 1992)
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MBCDs Effect (d, Cohen, 1992) on Reducing
Career Decision-Making Difficulties (Gati,
Saka, Krausz, 2003)
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Monitoring the Dialogue

• Evaluating the input
• The 3 facets of preferences (relative importance
  of aspect, optimal level, willingness to
  compromise)
• Crystallization of preferences (differentiation,
  consistency, coherence)
• Evaluating the process
• Which options were used and in what order (almost
  compatible, additional search, why not? what if?
  Compare occupations, similar occupations)
• Evaluating the outcome (list of career
  alternatives)
• The number of alternatives on the list
• The similarity among the alternatives on the list

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Predictive Validity of MBCD

• Design Comparing the Occupational Choice
  Satisfaction (OCS) of two groups
• those whose chosen occupation was included in
  MBCDs recommended list
• those whose chosen occupation was not included
  in MBCDs recommended list

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Method - Participants

• The original sample included 123 clients who
  used MBCD in 1997, as part of their counseling at
  the Hadassah Career-Counseling Institute
• Out of the 73 that were located after six years,
  70 agreed to participate in the follow-up 44
  women (64) and 26 men (36),aged 23 to 51 (mean
  28.4, SD 5.03)

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Method

• Instruments
• MBCD
• Questionnaire clients were asked to report their
  field of studies, their satisfaction with their
  occupational choice (scale of 1 9) low
  (1-4), moderate (5-7), high (8-9)
• Procedure
• the located clients were interviewed by phone,
  six years after visiting the career-counseling
  center

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ResultsFrequencies of
Occupational Choice Satisfaction by Acceptance
and Rejection of MBCD's Recommendations, Based on
Sequential Elimination
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Frequencies of Occupational Choice Satisfaction
by the Search-Model Whose Recommendations Were
Accepted
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Conclusions

• Accepting the recommendations of the
  sequential-elimination-based search of MBCD
  produces the best outcomes (i.e., highest levels
  of satisfactions with the occupation)
• The data does not support the effectiveness of
  the compensatory-based search
• The data does not support any advantage of using
  the conjunction list over using only the
  sequential-elimination-search list

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Alternative Explanations

• Differences in the lengths of the lists
• No difference was found in the OCS between
  clients whose list included 15 or fewer
  occupations and clients whose list included more
  than 15 occupations.
• Therefore, this explanation can be ruled out.

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Alternative Explanations (cont.)

• Clients who accepted MBCDs recommendations
  are more compliant, and therefore more inclined
  to report a high level of satisfaction.
• However, following the compensatory-model-based
  recommendations did not contribute to the OCS.
• Therefore, this explanation can be ruled out too.

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Conclusion

• Following the recommendations of the
  sequential-elimination-based search of MBCD
  produces the best outcome

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Gender Differences in Directly and Indirectly
Elicited Career-Related Preferences(Gadassi
Gati, 2007)

• Method
• Participants 226 females (74.1) and 79 males
  (25.9) who entered the Future Directions
  Internet site
• Age 17-30, mean22.84 (median 22, SD 3.34)
• Years of education mean12.67 (median 12, SD
  1.48)

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Instruments

• Future Directions (http//www.kivunim.com)
• Making Better Career Decisions (MBCD,
  http//mbcd.intocareers.org)
• The preference questionnaire this questionnaire
  imitated the preference elicitation in MBCD
  Participants were presented with 31 aspects, and
  were asked to rank-order them according to
  importance, and to report their preferences in
  all 31 aspects

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Preliminary analysis

• Lists of occupations. We used MBCD to generate
  three lists of occupations according to
• sequential-elimination
• compensation and, for 235 participants,
• the list based on the conjunction between the
  sequential elimination and the compensatory
  search lists

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Preliminary analysis

• Determining the degree of gender-ratings of
  occupations was based on the judgments of 10
  undergraduate students.
• 1 most (that is, over 80) of the individuals
  who work in this occupation are women
• 5 most (that is, over 80) of the individuals
  who work in this occupation are men over 80"
• The inter-judge reliability was .96
• We computed the mean gender-ratings of the lists
  of occupations for each participants

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Gender Differences in Directly and Indirectly
Elicited Preferred Occupations (Gadassi
Gati, 2007)
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MBCD - Summary of Major Findings

• Most users reported progress in the career
  decision-making process
• Satisfaction was also reported among those who
  did not progress in the process
• Users are goal-directed the closer they are
  to making a decision, the more satisfied they are
  with the MBCD
• Using the MBCD contributed to a decrease in
  career decision-making difficulties related to a
  lack of information
• Following the MBCDs advice doubled the
  probability of high occupational choice
  satisfaction 6 years later
• PIC is compatible with peoples intuitive ways of
  making decisions

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Summary of Workshop

• Career counseling may be viewed as decision
  counseling, which aims at promoting making better
  career decisions
• The PIC model facilitates the complex process of
  career choice by separating it into a sequence of
  well-defined tasks
• MBCD is a unique combination of career
  information system, expert system, and a
  decision-support system based on the rationale of
  PIC

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Summary of Workshop (cont.)

• The use of the PIC model (and MBCD) contributes
  to progress in the decision process, reduction
  in decision-making difficulties, and higher
  occupational satisfaction in the future
• PIC and MBCD can be incorporated into
  career-counseling interventions

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• sofsof

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Results Compared Means of the Femininity-Masculin
ity Score According to Type of List and Gender