![Page 1: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/1.jpg)
1
Outline
1. Career counseling
2. Measuring vocational interests
3. Issues in measurement
4. Trait factor approach
5. Other approaches
![Page 2: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/2.jpg)
2
Career counseling
• Until about 100 years ago, this concept didn’t exist
• Your job was what your father’s job had been (if you were a boy) – specified by your surname
• If you were a girl, you would become someone’s wife or servant
![Page 3: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/3.jpg)
3
Career counseling
• What changed?• Agricultural
equipment
• Fewer workers needed on farms because new machines vastly increased productivity
![Page 4: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/4.jpg)
4
Career counseling
• What changed?• Industrial revolution –
• More workers needed in cities where they lost touch with ancestral occupation
• Jobs involving machinery were mentally challenging
![Page 5: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/5.jpg)
5
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
![Page 6: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/6.jpg)
6
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
![Page 7: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/7.jpg)
7
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
![Page 8: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/8.jpg)
8
Frank Parsons (1854 – 1908)
• Created the profession of vocational counselor
• First proponent of matching people to occupations by comparing person’s aptitude and skills occupation demands
• Opened first counseling office, in Boston (1908)
![Page 9: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/9.jpg)
9
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
![Page 10: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/10.jpg)
10
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.
![Page 11: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/11.jpg)
11
Frank Parsons (1854 – 1908)
• Three principles we still use today:
• It is not enough to know your strengths and to know an occupation’s demands – you must also match the two carefully and honestly.
![Page 12: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/12.jpg)
12
Online resources you might find useful
• O*Net Online
• Myskillsprofile
• Jackson Vocational Interest Survey
• Career Centre at Western
![Page 13: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/13.jpg)
13
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)
![Page 14: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/14.jpg)
14
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
![Page 15: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/15.jpg)
15
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)
![Page 16: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/16.jpg)
16
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)
![Page 17: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/17.jpg)
17
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 person’s interests with interests of a criterion group
![Page 18: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/18.jpg)
18The 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
![Page 19: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/19.jpg)
19
The Strong Vocational Interest Blank
• Findings: • Patterns of interest remain stable over time
• Interests largely established by the time you are 17 years old
![Page 20: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/20.jpg)
20
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”
![Page 21: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/21.jpg)
21
The Strong Vocational Interest Blank
• Occupational scale • 211 occupations• Separate scales for
men and women
![Page 22: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/22.jpg)
22
The Strong Vocational Interest Blank
• Personal style scale • Prefer to work alone or with people?
• Practical knowledge or learning for its own sake?
![Page 23: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/23.jpg)
23
The Strong Vocational Interest Blank
• Personal style scale • Careful or quick decision making?
• Risk-taking?• Team orientation
(achieve goals by working with others)?
![Page 24: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/24.jpg)
24
The Strong Vocational Interest Blank
• Criticisms: – Sex bias– No theory
• Strengths:– High reliability– High validity
![Page 25: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/25.jpg)
25
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
![Page 26: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/26.jpg)
26
Strong Vocational Interest Blank
• Internal consistency reliability in high .80s
• Test-retest reliability (up to 6 months between tests) in .80s
![Page 27: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/27.jpg)
27
The Strong-Campbell Interest Inventory
• Campbell continued development of Strong’s SVIB
• Most widely used interest test
• No sex bias• Included J. L.
Holland’s theory of vocational choice.
![Page 28: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/28.jpg)
28
The Strong-Campbell Interest Inventory
• Test taker responds to each item: Like, Dislike, or Indifferent
• Yields 4 different scores1.Holland’s Personality
Types
2.Administration
3.Basic Interests
4.Occupational
![Page 29: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/29.jpg)
29
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
![Page 30: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/30.jpg)
30
The Strong-Campbell Interest Inventory
• Holland – 6 personality types:
• Realistic
• Investigative
• Artistic
• Social
• Enterprising
• Conventional
![Page 31: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/31.jpg)
31
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)
![Page 32: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/32.jpg)
32
The Strong-Campbell Interest Inventory
• Realistic • Less social
• Like the outdoors
• Like manual activities
• Physically robust
• Practical
• Non-intellectual
![Page 33: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/33.jpg)
33
The Strong-Campbell Interest Inventory
• Investigative • Interested in people more than ideas
• Not very social
• Dislikes emotional situations
• Appears aloof
![Page 34: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/34.jpg)
34
The Strong-Campbell Interest Inventory
• Artistic • Creative
• Enjoy developing ideas
• Enjoy expression
• Dislike conformity
• Comfortable with ambiguity
• Not especially skilled socially
![Page 35: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/35.jpg)
35
The Strong-Campbell Interest Inventory
• Social • Like to work with other people
• Helping orientation
• Nurturing
![Page 36: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/36.jpg)
36
The Strong-Campbell Interest Inventory
• Enterprising • People oriented
• Goal oriented
• May seek to dominate others
• Good at coordinating work of others
![Page 37: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/37.jpg)
37
The Strong-Campbell Interest Inventory
• Conventional • Does best in highly structured situations and jobs
• Good with details
• Like clerical tasks, working with numbers
• Doesn’t like working with ideas or people
![Page 38: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/38.jpg)
RS
A
CE
I
Data
Ideas
ThingsPeople
Holland’s RIASEC Hexagon
Prediger’s two underlying dimensions
![Page 39: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/39.jpg)
39
The Campbell Interest and Skill Survey
• 1992• Also uses Holland’s
theoretical structure
• Extroversion and academic focus scales
• Assesses skill as well as interest
![Page 40: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/40.jpg)
40
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)
![Page 41: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/41.jpg)
41
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
![Page 42: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/42.jpg)
42
Kuder Occupational Interest Survey
• Dependability• Interest Scores
• Relation of interest patterns to norms of men and women
![Page 43: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/43.jpg)
43
Kuder Occupational Interest Survey
• Occupation Scores • Relation to scores of men and women employed and satisfied in certain occupations
![Page 44: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/44.jpg)
44
Kuder Occupational Interest Survey
• College major scores
• Relation to scores of students in different college majors
![Page 45: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/45.jpg)
45
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
![Page 46: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/46.jpg)
46
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
![Page 47: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/47.jpg)
47
Jackson Vocational Interest Survey
• General occupational themes (G.O.T.)
• Assertive• Communicative• Conventional• Enterprising• Expressive• Helping• Inquiring• Logical• Practical• Socialized
![Page 48: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/48.jpg)
48
JVIS – Basic Interest Scales Reliability
• Internal consistency reliability (alpha) .54 to .88.
• Test-retest reliability (4 to 6 weeks) .69 to .92.
![Page 49: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/49.jpg)
49
JVIS – G.O.T. Reliability
• Internal consistency reliability (alpha) .70 to 92.
• Test-retest reliability (4 to 6 weeks) .83 to .93
![Page 50: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/50.jpg)
50
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
![Page 51: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/51.jpg)
51
The Career Assessment Inventory
• Intended purpose similar to that of MVII
• 6th grade reading level
• Sex- and culture-bias free
• Includes Holland’s theoretical base
• Scores on scales similar to SCII and CISS
![Page 52: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/52.jpg)
52
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
![Page 53: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/53.jpg)
53
The Self Directed Approach
• Self administered and scored
• Rate skill and interest in occupational areas
• Linked to an occupation finder
• Accurate scoring
![Page 54: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/54.jpg)
54
Issues in Interest Measurement
• Sex bias– Leads people to sex-
typed careers– But elimination might
mean lower validity– Most scales today
have reduced bias
• It’s 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
![Page 55: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/55.jpg)
55
Issues in Interest Measurement
• Interests vs. aptitudes • E.g., in Strong inventories, how successful in their occupations are the norm groups expressing particular interests?
![Page 56: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/56.jpg)
56
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
![Page 57: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/57.jpg)
57
Osipow’s trait-factor approach
• Goal is to learn about person’s overall traits, not just their interests
• Battery of tests covering– Personality– Ability / Aptitudes– Interests– Values
![Page 58: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/58.jpg)
58
Super’s 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 you’re in
![Page 59: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/59.jpg)
59
Super’s 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
![Page 60: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/60.jpg)
60
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
![Page 61: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/61.jpg)
61
Roe’s 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
![Page 62: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/62.jpg)
62
Roe’s Career Choice Theory
• As a result of rearing, some people are oriented towards other people
• they were reared in a warm, accepting environment
![Page 63: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/63.jpg)
63
Roe’s 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)
![Page 64: 1 Outline 1. Career counseling 2. Measuring vocational interests 3. Issues in measurement 4. Trait factor approach 5. Other approaches](https://reader035.vdocument.in/reader035/viewer/2022062421/56649d8b5503460f94a72238/html5/thumbnails/64.jpg)
64
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