Class 2 Flashcards
Trait
Characteristic of an individual that can be measured through testing.
Trait and factor refer to what?
The assessment characteristics of the person and the job.
Parsons (1909) proposed that to select an occupation, an individual ideally should have the following information:
- A clear understanding of yourself; your attitudes, abilities, interests, ambitions, and resource limitations; and their causes
- A knowledge of the requirements and conditions of success, advantages and disadvantages, compensation, opportunities, and prospects in different lines of work
- True reasoning on the relations of these two groups of facts
O*NET ability profiler
Verbal, arithmetric, computation, spacial, form perception, clerical perception, motor coordination, finger dexterity, manual dexterity
Skills confidence
Self perceived ability to successfully complete a variety of tasks and activities
Rate themselves rather than get tested
Perceived self-efficacy AKA…
Skills confidence
Differential vocational psychology
Trait and factor Test and tell Matching men and jobs Actuarial counseling Minnesota point of view
Self understanding
Abilities, aptitudes, achievement, skills
Needs & values
Interests
Personality
Satisfaction
Does the occupation fulfill the person’s needs?
Correlates of job satisfaction
Motivation + Organizational commitment + (tied to well being) Life satisfaction + Mental health+ Job performance + Absenteeism - Tardiness and turnover - Heart disease - Stress -
Achievement
What you’ve done
Ability
What you can do now
Aptitude
What you could do
Natural ability
Potential
Skills confidence
Performance accomplishments
This has the most influence to affect confidence.
Classes, workshops, must insure initial success
Vicarious learning
Skill confidence can be affected by learning by observation
“That doesn’t look so hard”
Visit work place, talk with others in occupation.
Emotional arousal
Anxiety can affect confidence and performance
Anxiety management
Social persuasion
Has less influence on skills confidence
Approach v avoidance
Likely to do or avoid based on confidence
Performance
Link between past confidence and performance
Persistence
Skills confidence can lead to keep trying.
Be a cheerleader
Values
Important in decision- making and job satisfaction
Minnesota importance questionarre (MIQ)
Achievement
Encourages accomplishment
Ability utilization
Achievement
MIQ recognition
Provides status and prestige Advancement Recognition Authority Social status
MIQ relationships
Harmony and service with others
Co-workers
Moral values
Social service
MIQ support
Predictable
Company policies and practices
Supervision and human relations
Supervision technical
MIQ independence
Stimulates initiative
Creativity
Responsibly
Autonomy
Interest
Inter-est (to be between)
Positive emotional experience Focus attention Motivational Adaptive We develop skills around our interests
Assessing interests
Manifested
Expressed
Tested
Inventoried
Manifest interests
Revealing
Behavioral: what do you do?
Reflection on life
Manifest interest questions
What courses did you like best? Why?
What type of work do you like?
What aspects of work have been most satisfying for you?
How do you spend your leisure time?
Do you have special hobbies that interest you? Why?
Expressed interests
What do you like?
What job do you want?
Occupational daydreams?
What occupations are you considering at this time?
Clear cut answer for expressed interests
Make it more likely that client may pursue the career desired
Tested interests
Correlation with job interests
What courses did you do the best in? Why?
What courses did you struggle with in school? Why?
Inventoried vocational interests
Survey material
Patterns of likes, dislikes, and indifferences regarding career-relevant activities and occupations
Typical item content of vocational interest inventories
Occupations School subjects Activities (better for younger ppl) Types of people Like/dislike/indifference
Typical vocational interest inventory format
Endorsement item format most common
Like/indifferent/dislike activities
Strong interest inventory (SII)
291 items General occupational themes ( 6 scales) Basic interest scales (30 scales) Occupational scales (122 scales) Personal style scales (5 scales)
Homogenous scales (SII)
general occupational themes (GOT)
Basic interest
Criterion keyed scales
SII
Occupational and personal style
Administration
Address any myths about assessment Results from interest inventories show how their interests compare to those in a variety of occupations Consider ONLY interests in responding Mark first response that comes to mind Exploration not definitive
Preparing to interpret the SII (strong interest inventory)
Validity check
Summary of response style
Validity check
Total # of responses Typicality index (respond similarly to items)
Summary of response style
Explore extreme responsibilities
Extreme responses
Below 17 tells us atypical response
Some may say they like everything to not rule anything out
More dislikes may be hard to place
Confront atypical responses
Ask what about activities does the client like
Where the like originates?
General Occupational Themes
RIASEC
Realistic, investigative, social, enterprising, conventional
Realistic
Building and repairing
Investigative
Researching and analyzing
Artistic
Creating art, music, drama
Social
Teaching and helping
Enterprising
Managing and persuading
Conventional
Organizing and processing
Music interest scales (BIS)
Mechanical activities Medical science Writing Social service Sales Office services
Occupational scales
Similarity (dissimilarity) to Occupations Scores are specific to male and females 40+ shares likes and dislikes 30-39 shares some likes and dislikes 29 or below few shared dislikes Identify patterns of interest
Criterion keying
Item content unimportant
A-theoretical “dustbowl empiricism”
Compares occupational groups to people in general
How ppl respond to items
Different occupational groups respond to items differently
Criterion group
Employed for 3+ years
At least 25 years old
Satisfied with occupation
Response distributions
What does your response compare to responses of different occupational holders
Share interests but answers are NOT definitive
Personal style scales look for
Additional info to narrow the field Which occupational interests reflect other professions Higher scores (clear) = need this type of job to feel satisfied
Personal style scales
Work style, learning, leadership, risk taking, team orientation
“Flat” interest profiles
Little life or work experience General indecisiveness Narrowly defined or unique interests Disinterest in work Took the inventory grudgingly.
