The Relationship Between Career Maturity and Congruence,Consistency, and Differentiation Among Individuals With and Without Learning Disabilities

This study investigated the relationship between career maturity and Holland's (1985a) constructs of congruence, consistency, and differentiation among individuals with and without learning disabilities. In addition, it examined whether a relationship exists between Holland's (1985a) Investigative personality type and career maturity in individuals with and without learning disabilities. Results yielded no statistically significant associations between career maturity and any of the 3 constructs for either group of individuals. Similarly, no relationship was found between Investigative personality types and career maturity. Last, the 2 groups studied did not differ on the 3 constructs.     

An enhanced examination of Holland's consistency and differentiation hypotheses

The research support for Holland's concepts of consistency and differentiation has been equivocal (Nauta, 2010). To provide a reexamination of these concepts, a new method of operationalizing Holland's constructs of consistency and differentiation using the cosine fit function to the RIASEC score profile is proposed. The relation of these new indices to career certainty, congruence and the moderation of the congruence–certainty relation were examined in a sample of 118 college students (study 1). Support was found for the superiority of the cosine fit definitions of consistency and differentiation over the traditional representations. The cosine fit indices were further examined in a second study on 167 adults examining interest stability over 15 years. The cosine fit indices of consistency and differentiation were related to both occupational stability over 15 years and career satisfaction. The results suggest that the concepts of differentiation and consistency may still have merit but only with more exact methods of specification.     

The congruence problem in John Holland's theory of vocational decisions

John Holland's theory of vocational choice has been a dominant one in careers psychology for many years, especially in North America. A key construct in the theory is congruence between person and environment. Yet research has failed to find as strong a link as might be expected between congruence and outcomes such as satisfaction and performance. This could present a major challenge to the theory. Fourteen possible reasons for the weak associations between congruence and outcome measures are identified and discussed under three broad headings: the theory, the research and the world. It is concluded that the most important reasons are (1) that Holland's measures of people and environments partially neglect some important constructs; (2) that environments have not been conceptualized or measured entirely appropriately; and (3) the data that are used in the calculation of congruence indices are insufficiently precise or comprehensive. It is suggested that Holland's theory and associated measures should be developed further, and that the processual elements of it need more attention.     

Personality Types and Vocational Choice: A Test of Holland's Theory

In order to test the adequacy of Holland's theory of vocational choice with reference to a broad segment of entering college students, a sample of the freshman class entering the Pennsylvania State University evaluated themselves in terms of the six personality styles of Holland's theory. Relationships between the personality styles and vocational choices were studied for groups of Decided, Tentative, and Undecided students. While several inversions in the data are evident, the data possess sufficient consistency to indicate that the personality identifications these students made in Holland's frame of reference were related to their initial vocational choices.     

Vocational Personality Traits in Counselor Education and School Psychology Students

We assessed the vocational personality of 104 graduate students in school counseling, mental health counseling, and school psychology programs using Holland's ( 1997 ) theory of personality and career choice. The correlational findings confirmed the importance of vocational personality traits in relation to the academic performance of graduate students. Among the Self‐Directed Search–Revised vocational personality types, the Investigative type emerged as a consistent predictor of performance on all sections of the Graduate Record Examination. The participants from 3 graduate programs predominantly identified Social as their primary vocational personality type, with variability in the secondary and tertiary code positions. The student group with the highest degree of congruence, defined as the degree of fit between one's personality and the environment, had the highest graduate grade point average, indicating the relationship between the degree of congruence and achievement. Theoretical and practical implications of the findings are discussed.     

The predictive power of Holland's investigative personality type and consistency levels using the self directed search

Using the Self Directed Search (SDS), the predictability of Holland's Investigative personality type and the three levels of consistency were assessed. A sample of male Investigative subjects (N = 171) who completed the SDS as freshmen in 1970 was sent a questionnaire 4 years later. The questionnaire asked subjects to state their academic major, occupational plan upon graduation, and occupational plan 5 years hence. Hypotheses concerned the predictability over a 4-year college period of (1) one-, two-, and three-letter SDS and most recent daydream codes and (2) Holland's three levels of consistency. Results indicated that, for Investigative-type freshman males, the SDS has moderately high efficiency in predicting, 4 years later, their ultimate major and their immediate and future vocational plans. The differential predictability of Holland's three consistency levels was supported in 20 of the 27 tests applied.     

Personality Consistency and Perceived Problem-Solving Behavior and Attitudes: An Extension of Holland's Typology

Holland's construct of consistency was used to predict self-perceived behavior and attitudes typically associated with “successful” problem solving. The results tend to support Holland's premise that the higher the degree of personality consistency, the more students perceive their problem-solving behavior and attitudes as successful.     

Holland's theoretical signs of consistency and differentiation and their relationship to academic potential and achievement

The study was designed to assess Holland's theoretical signs of consistency and differentiation as measures of academic aptitude and achievement. Holland postulates that levels of consistency and differentiation on the Self Directed Search (SDS) may be used to assess a person's educational-vocational potential, achievement, or status. Using the SDS and a sample of investigative male subjects (N = 127), Holland's theoretical signs of consistency and differentiation were tested on measures of academic aptitude and achievement over a four year college period. Academic aptitude was assessed by the Scholastic Aptitude Test (SAT) and academic achievement by cumulative grade point average (GPA) over a four year college period. The findings show significant differences on SAT scores for the sign of differentiation but no significant differences for GPA over a four year college period. The results also show no significant differences on SAT or GPA for the sign of consistency. Future research is recommended on Holland's theoretical signs before they can be incorporated into a complete and useful diagnostic system.     

Theoretical application of holland's theory to individual decision‐making styles: implications for career counselors

Career decision making is an important aspect of career choice and career development. This theoretical article explores the relationship between J. L. Holland's (1997) 6 dimensions of personality and individual decision‐making styles. Implications for career counselors are also provided.     

Influence of adolescent social crowds on the development of vocational identity

A major gap in Holland's theory of vocational identity has been specification of the developmental antecedents of the six personality types. The present paper extends Geoffrey Kelso's work on the developmental antecedents of Holland's types by examining the relationship between membership in adolescent social crowds and vocational identity in early adulthood. In four samples (total N = 274), membership in five junior high school crowds—Motorheads, Brains, Freaks, Politicos, and Conformists—was found to be associated with higher scores on the Realistic, Investigative, Artistic, Enterprising, and Conventional scales, respectively, of Holland's Self-Directed Search and Vocational Preference Inventory in early adulthood. The relative impact of temperament, family, and peer variables on the development of vocational identity is discussed.     

The Influence of Holland's Vocational Interests on Work-Family Conflict: An Exploratory Analysis

Drawing on a sample of 438 working professionals from various organizations across the central United States, the authors investigated the relationship between Holland's (1959, 1997) RIASEC (Realistic, Investigative, Artistic, Social, Enterprising, Conventional) model and employee perceptions of work-family conflict. Results revealed that the RIASEC model contributed unique variance in predicting work-family conflict beyond demographic characteristics and the Big Five personality constructs. The RIASEC interests were found to be associated with different dimensions of work-family conflict. These results signal that vocational interests may influence not only work-related attitudes and behaviors (e.g., job satisfaction, performance), but also one's ability to balance work and family demands.     

Cross-Cultural Validity of Holland's Model in Hong Kong

While Holland's model has been widely tested and found broad support in the West, it has not been tested in Hong Kong. Using a sample of 1813 entering freshmen, we investigated the cross-cultural validity of Holland's models of six interest or personality types in Hong Kong. Results indicated: (a) Holland's model as operationalized by UNIACT has considerable external validity; (b) the internal structure of the UNIACT was generally consistent with the formulations by Holland; (c) the cultural value of traditionality affected the fit between Holland's model and the student data in that Hong Kong students who hold stronger traditional values tended to behave less consistently with Holland's model than those who hold weaker traditional Chinese values. These findings were discussed in terms of their implication for future cross-cultural vocational psychology research and practices.     

Vocational Personality Types in College Engineering Students in Relation to Academic Achievement

This study explored whether and to what extent vocational personality types based on Holland (1994) correlate with and explain unique variance of academic success among 117 undergraduate civil engineering students by using the Self-Directed Search–Form R, 4th Edition. Findings indicated that the majority of participants’ 1st-letter code was Realistic (39.3%), 2nd-letter code was Investigative (24.8%), and 3rd-letter code was Social (21.4%), compared with Holland's 3-letter codes for civil engineering (Investigative, Realistic, Enterprising). The study also calculated the degree of congruence between personality type and occupational environment. For career counselors, the findings underscore the importance of using congruence scores to predict engineering students’ academic performance.     

a test of holland's theory of vocational personalities and work environments

This study investigated the validity of J. L. Holland's (1997) theory of vocational personalities and work environments. The sample consisted of 241 randomly selected members of the National Association of School Psychologists, each of whom completed a demographic data form, the Self‐Directed Search‐Revised (SDS‐R; J. L. Holland, 1994) and a modified short form of the Minnesota Satisfaction Questionnaire (D. J. Weiss, R. V. Dawis, G. W. England, & L. H. Lofquist, 1967). Only limited support was found for major constructs associated with Holland's theory, although the study found several significant relationships between 3‐letter SDS‐R codes and desired role function as would be predicted by Holland's theory.     

Construct validation of a modified differentiation index

This study assessed the validity of Holland's differentiation construct. Three measures were hypothesized to be related to the ability to make, and ease of making, vocational decisions, and the stability of those decisions: differentiation indices, the vocational identity scale from the My Vocational Situation, and the Occupational Alternatives Question (OAQ). An alternative to the traditional method of calculating differentiation was proposed. A modified differentiation index correlated significantly with both vocational identity and OAQ scores; the traditional index did not. Results indicated that the traditional differentiation index is not a useful way of approaching the differentiation construct. The results are discussed in the context of operationalizing the differentiation construct in a way which more closely reflects its conceptual definition.     

Vocational maturity and its relationship to Holland's theory of vocational choice

The major purpose of this study was to determine the relationship of vocational maturity with Holland's theory of vocational choice. Specifically, Holland's constructs of consistency, differentiation, and congruency, along with demographic factors of sex and age were examined in relation to vocational maturity. Subjects were students enrolled in high- and midconsistency level programs in two post-secondary institutions. Holland's Occupational Finder, Canadian Classification and Dictionary of Occupations, and Dictionary of Occupational Titles were used to determine program selection, and the Vocational Preference Inventory and the Career Maturity Inventory Attitude Scale were used to identify personality type and vocational maturity. Congruency and age related significantly to vocational maturity. Significant differences also occurred within both personality and program typologies.     

RELATIONSHIP BETWEEN HOLLAND'S TYPOLOGY AND COGNITIVE STYLES

This paper combines the results of two studies across different cultures which included an investigation into the relationship between field-dependence-independence and vocational orientations within the framework of Holland's theory of career choice and Witkin's theory of psychological differentiation. The samples included 179 Canadian senior high school students and 376 Pakistani college and university students. Both samples were administered Self-Directed Search and Group Embedded Figures Test. The results indicated a significant relationship between cognitive styles and vocational orientations. It was evident from the findings of these two studies that the theories of Holland and Witkin dove-tail nicely with each other.     

Holland's SDS: Is its effectiveness contingent upon selected variables?

This study was designed to investigate the differential effectiveness of Holland's Self Directed Search (SDS) as a vocational guidance tool for 166 junior-class students in a suburban regional high school. The SDS was administered to 90 girls and 76 boys who were subsequently interviewed and asked to state current first and second vocational choices. The relation between these choices and the students' three-letter SDS codes was translated into numerical Congruence Scores. Students were also grouped according to: (1) their SDS codes' level of consistency with Holland's hexagonal model; (2) differentiation of codes; (3) level of mental ability; and (4) level of achievement. Four two-way analyses of variance were used to assess the effect of these variables on Congruence Scores; in each analysis, sex was the second classification in order to measure interaction-effects. Results indicated no significant mean differences on Congruence Scores attributable to these variables. The effectiveness of the SDS as a career inventory does not appear to be contingent upon them.     

Choice of situations and congruence models of interactionism

Recent studies of person-situation interactions have focused nearly exclusively on the statistical rather than reciprocal form of the concept. In an attempt to reverse this trend, two models of reciprocal interactionism are offered: choice of situations and congruence response models. The choice model proposes that individuals select situations and avoid others on the basis of certain underlying needs and dispositions. According to the congruence model, individuals should experience greater positive affect and less negative affect in situations which are congruent with their personality characteristics. Individuals indicated the frequency with which thay had recently participated in various recreation situations and also reported the affects they felt when in those situations. Some support was found for both models of interactionism, thus the choice of model appeared stronger. Implications of the choice model for the personality consistency issue and personality assessment are discussed, and suggestions for future research are offered.     

Client dogmatism and perceived counselor attitudes

This study examined the relationship between client dogmatism and perceptions of the counselor's empathy, level of regard, congruence, and unconditional positive regard. Counselor dogmatism was held constant. It was hypothesized that the client's dogmatism would be negatively related to his perceptions of these four counselor attitudes. The analysis revealed small but significant negative correlations between client dogmatism and three of the four counselor-expressed attitudes (congruence, empathy, and unconditional positive regard).