Vocational Flashcards
Holland’s (1997) theory is based on person-environment fit. Who originally had that idea?
Parsons (1909)
What are diagnostic indicators of P-E fit in Holland’s (1997) model?
- Congruence: the degree of fit between an individualäó»s personality and type of work environment he or she is entering or residing in. 2. Consistency: measure of internal harmony or coherence of individualäó»s code types (measured by position of first two letters)3. Differentiation: distinctness of personality profile; differences between likes and dislikes4. Identity: degree to which the individual has a clear picture of goals, interests, talents
What is some empirical support for Holland’s theory?
- Interests accounted for a significant amount of variance in occupational choices (Betz et al, 2006; Rottinghaus et al., 2006)2. Individuals tend to choose congruent environments (Betz, 2008)3. The structure of RIASEC appears to explain a limited set of types (Holland, 1962)4. A circular structure is supported (Tracey & Rounds, 1993)5. Overall, a strong match between personality and jobs (Swanson & Gore, 2000)6. Studies with predominantly white, college student samples suggest a circumplex model (equal distances between types)7. May explain data better than other models (e.g., SCCT; Armstrong & Vogel, 2009)
What aspects of Holland’s (1997) model have not been examined as much?
consistency and differentiation
Pros of the Holland model?
- Both individuals and environments can be easily classified; gives us a common language to use2. The majority of assessments, tools, even interventions are based on this theory
Cons of Holland model?
- Neglects contextual variables2. Doesn’t take into account career beliefs, decision making styles, goals3 Doesn’t take into account barriers to vocational choice; such as family, SES, and cultural considerations (Fitzgerald, Fassinger & Betz, 1995)4. Many have seriously questioned this theoryäó»s applicability for non-educated White men.
What are some gender differences in Holland’s model?
i. Women have higher interests in Social and Artistic areas;lower interests in realistic and investigative areas; less women are seen in those fieldsii. Women are typically concentrated in lower level jobs, despite interests iii. It has been suggested that womenäó»s career development is directed more by family/gender roles and barriersiv. Women prefer working with people, men with things based on Predigeräó»s people/things dimension. Large effect size (.93) (Su, Rounds, Armstrong, 2009)v. Gender trumps race on interest and confidence inventories (Betz & Gwilliam, 2002)vi. Most measures do use gender normsvii. Group differences on interest profiles may lead to differential feedback, perpetuating females not being in STEM (Armstrong, Fouad, Hubert & Rounds, 2010)
Multicultural issues with Holland model?
does not account for cultural barriers in career choice, family issues, contextual factors 1. For US groups: äóìremarkably similar underlying structure for 5 major ethnic groupsäó (Day & Rounds, 1998)2. For Asian groups, instruments reveal 4-6 roughly comparable groups (Rounds & Tracey, 1996)3. On the SII, only sig. difference, Asian Americans scored higher on “I” than other groups (Fouad, 2002)4. Trusty, Ng, Plata (2000) strength of effect of race/ethnicity dependent on gender/SES5. quasi-circumplex pattern of interests, not necessarily circulant model (Armstrong, Hubert, & Rounds, 2003)- A circulant model was found for EA and Asian American participants
What are the 3 models of Social Cognitive Career Theory (SCCT; Lent, Brown, & Hackett, 1994)?
- Interest model: Sources of SE & OE äÊÍ SE & OE äÊÍ Interests äÊÍ Goals äÊÍActivities äÊÍ Outcomes äÊÍ Loop2. Choice model: Distal & Proximal contextual influences. Experiences äÊÍ SE & OE äÊÍ interests äÊÍ goals äÊÍ actions äÊÍ performance attainments äÊÍ loop3. Performance model: ability/past performance äÊÍ SE & OE äÊÍ performance goals äÊÍ performance attainment level
Which of the 3 SCCT models has received the most interest and support?
The interest model
What are the 4 types of self-efficacy?
- Content or task specific2. Coping self-efficacy3. Process self-efficacy (i.e. in career decision making)4. Self-regulatory self efficacy (belief in ability or organize and manage time and workload to facilitate success or career adaptability)
What empirical evidence is there for SCCT?
i. Interests related to SE (r=.59) and OE (Rottinghaus et al., 2003)ii. SE mediates interest-ability relationshipiii. SE and OE r = .45-.55 (Nauta & Epperson, 2003)iv. SE&OE explain large amounts of variance in RIASEC interests, predictor of occupational consideration (Lent et al., 2003)v. SE&OE were more powerful predictors of occupational consideration than P-E fit (Gore & Leuwerke, 2000)vi. Some evidence that too much self-efficacy can lead to reduced interest (Silvia, 2003); Suggests model not clear cut vii. A huge limitation to this theory is that almost all of the research on it has been on SE; there has not been any testing of alternative models (Armstrong & Vogel, 2009).
Pros of SCCT?
- able to understand how interests are developed, maintained, and change.2. Learning experiences are unique to individual and can help explain differential career segregation for women and diverse individualsii. Womenäó»s career pursuits are constricted by what they have been exposed to and SE(Bandura, 1997)iii. SE beliefs explain gender differences in STEM (Lapan et al., 1989)iv. Gender differences in SE less likely to emerge with those who have self-efficacy building experiences (Hackett & Lent, 1997)
What is Gottfredson’s Theory of Circumsciption and Compromise about?
Gottfredson (1996) – Cultural factors circumscribe potential jobs, and people make compromises based on those limiting factors.
Circumscription is what?
the narrowing the zone of acceptable alternatives
Compromise is what?
the process of relinquishing most preferred alternatives to more accessible ones
