Download - Interests and Attitudes Testing
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Interests and Attitudes Testing
Teresa SimpsonLauren Buckley
Sharon Baird
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Interest Inventories: Current Setting
Technical Advances in test constructionDouglas N. Jackson
PRF – Personality Research Form
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PRF – Different Options in Development
Parallel forms (A, B and AA, BB) of 300 and 400 items
Longer forms provide 22 scale scores based on 20 items Including 2 validity scores, infrequency
and desirability Shorter forms have only 15 20-item scales Form E consists of 352 of the best items
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Faking and Social Desirabilities
Subject to the possibility of deliberate misrepresentation
Although, evidence of the success with which respondents can dissemble on personality inventories is plentiful.
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Interest Inventories: Jackson Vocational Interest Survey (JVIS)
Measured two dimensions: work roles, and work styles
Contains 34 basic interest scales Covers 26 work roles and 8 work styles Designed to be equally applicable to men
and women
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Jackson Vocational Interest Survey
Norms were derived from large samples of college and high school students in the U.S. and Canada
Can be hand-scored quickly Scores modeled after Holland’s six themes Include the 10 General Occupational
Themes
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Kuder Occupational Interest Survey
Developed by Frederic Kuder Earliest tests used forced-
choice triad items Scores were obtained for 10
broad interest areas Can be scored on site or
through publisher Can be administered and
scored on computer
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KOIS (cont.)
Provides both occupational scores and 10 broad, homogeneous basic interest scores, labeled Vocational Interest Estimates (VIE).
The VIE are percentile scores derived from short scales equivalent to the 10 interest area scores of the Kuder Preference Record.
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KOIS (cont.)
They can be converted to the Holland theme bodes by direct correspondence for some scales and by averaging percentiles on two or three Kuder scales for others.
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Career Assessment Inventory- The Vocational Version (CAI-VV) Released in 1975 Similar to the Strong Designed specifically for persons
seeking a career that does not require a four-year college degree or advanced professional training.
305 inventory items grouped under three content categories: Activities, School Subjects, Occupations.
Written at a 6th grade reading level.
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CAI-VV (cont.)
Provides scores on three scales: Holland’s General Theme scales, 22 homogeneous Basic Interest Area scales, and 91 Occupational scales
Also included are Administrative Indices and four Nonoccupational scales
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Self-Directed Search (SDS)
Developed by John Holland Organized around interests Procedure calls for self-rating of abilities
and reported competencies
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Significant Trends (Sharon Baird)
Inventory Development and Use Models of Occupations Opinion Surveys and Attitude Scales Locus of Control
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Myers-Briggs Type IndicatorHistory
History: Isabel Briggs Myer & Katharine MyersBased on Carl Jung’s theory of
psychological typesCreated in 1943
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Myers-Briggs Type IndicatorCost
MBTI Form M Profile - $9.20Mostly used by career counselors
FIRO-B Profile and Leadership Report Using FIRO-B and MBTI - $27.80Leadership training for Career Service
Professionals Maintain certification for administering
the MBTI - $275.00
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Myers-Briggs Type IndicatorReports
Myers-Briggs Type Indicator (Profile) Step II for the Profile Interpretive Report Myers-Briggs Type Indicator Career Report Strong and MBTI Career Report
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Myers-Briggs Type IndicatorSample Test Questions
Please review handout being passed around
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Strong Interest Inventory Named after E.K.
Strong Developed in the
1920’s Used for career and
educational choices Used to help people
understand job dissatisfaction
Used for those hiring or educating others
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Benefits of the Strong
Achieve satisfaction in your work Identify career options consistent with your
interests Choose appropriate education and training
relevant to your interests
Maintain balance between your work and leisure activities
Understand aspects of your personality most closely associated with your interests
Determine your preferred learning environments
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Benefits of the Strong
Learn about your preferences for leadership, risk taking, and teamwork
Use interests in shaping your career direction
Decide on a focus for the future Direct your own career exploration at
various stages in your life
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Holland’s Themes
Investigative (I) individuals prefer investigative careers such as biochemist, orthodontist, anthropologist, economist, researcher, and management analyst. The I type usually has mathematical and scientific abilities, enjoys working alone, enjoys research, and likes to solve problems. The I type generally favors working with ideas rather than with people or things. People describe the I type as being: analytical, curious, methodical, rational, cautious, independent, precise, reserved, complex, intellectual, and modest.
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Holland’s ThemesRealistic (R) individuals prefer realistic careers
such as mechanical engineer, production planner, building inspector, safety engineer, and marine surveyor. The R type usually has mechanical and athletic abilities, enjoys working outdoors, and likes to work with tools and machines. The R type generally prefers to work with things rather than people. People usually describe the R type as being: conforming, frank, genuine, humble, modest, practical, natural, persistent, and thrifty.
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Holland’s Themes Artistic (A) individuals prefer artistic careers
such as architect, copy writer, technical editor, story editor, composer, stage director, interior decorator, and commercial designer. The A type usually has artistic skills, enjoys creating original work, and has a good imagination. The A type usually enjoys working with ideas rather than things. People describe the A type as being: open, imaginative, original, intuitive, emotional, independent, idealistic, and unconventional.
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Holland’s Themes Social (S) individuals prefer social careers
such as teacher, clinical psychologist, psychiatric case worker, personnel manager, paralegal assistant, and speech therapist. The S type usually has social skills, is interested in human relationships, and likes to help others with problems. The S type likes to work with people rather than with things. People describe the S type as being: helpful, responsible, warm, cooperative, idealistic, sociable, tactful, friendly, kind, sympathetic, generous, patient, and understanding.
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Holland’s Themes Conventional (C) individuals prefer
conventional careers such as accountant, cost clerk, bookkeeper, budget analyst, and business programmer. The C type enjoys working with words and numbers. People describe the C type as being: conforming, practical, careful, obedient, thrifty, efficient, orderly, conscientious, and persistent.
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Holland’s Themes Enterprising (E) individuals prefer
enterprising careers such as public relations representative, financial planner, real estate agent, sales representative, stockbroker, and attorney. The E type usually has leadership and speaking abilities, is interested in economics and politics, and likes to be influential. The E type likes to work with people and ideas rather than things. People describe the E type as being: adventurous, energetic, optimistic, agreeable, extroverted, popular, sociable, self-confident, and ambitious.
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Scoring All scores are reported
as standard scores with a mean of 50 and SD of 10
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Reliability Median retest
reliability for a sample of 191 employed adults was .90
For the Basic Interest Scales, .86
For the General Occupational Themes, .89
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Cost of the Test $300. setup fee $11.20 each test
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The Discover Test (Sharon Baird)