chapter 16

• What did E.K strong believe?

  similar careers = similar interests. E.g., interests reported are linked to interests reported of a particular career.
• E.K strong used criterion group method to?


  see people in happy careers. E.g., looked for people in a particular career for a significant amount of time, and were “if they had to do it over again, would they?” If they were happy they would.
• Years of research indicates that?

  interests are strongly associated with personality. established early by age 17. very stable over time (matching is important.)
• What are Hollands 6 Personality Factors?

  realistic, investigative, artistic, social, enterprising, conventional.
• Hollands 6: what is realistic?

  enjoy technical material and outdoor activitie.
• Hollands 6: what is investigative?

  interested in science and the process of investigation.
• Hollands 6: what is artistic?

  enjoys self expression and being dramatic.
• Hollands 6: what is social?

  interested in helping others and in activities involving other people.
• Hollands 6: what is enterprising?

  interested in the power and political strength.
• Hollands 6: what is conventional?

  likes to be well organized and has clerical interests.
• The Campbell Interest and Skill Survey was?

  based on hollands theory of vocational choice, new version of SVIB (strong vocational interest black), combined scales for men and women (Geared toward stereotypical jobs)
• Career assessment inventory?


  CAI, designed for people not oriented toward careers requiring college or training. Evaluated on Hollands 6 themes.
• Eliminating gender bias, what did early interest inventories do?

  early interests inventories discriminated against women. pushed women towards traditional work roles like nursing or teaching.
• The SVIB main inventory at the time had?

  separate forms for men and women. women tended to be of a lower status and to command lower salaries.
• To eliminate gender bias, what did test developers do?

  using the same forms for men and women. Strong originally thought that using Unisex killed reliability of the test because it ignores the different interests of men and women.
• Aptitudes and interests: interest inventories measure?

  interests NOT the odds someone will succeed in the jobs that they find interesting.
• Aptitudes and interests: Self rated satisfaction does?

  appear to be higher for people whose interests match those of others working in the field.
• Aptitudes and interests: studies have suggested that chances of succeeding?


  in the job depends on aptitude and abilities.