The use of conditional probabilities in applications of Holland's theory

The hexagon of J. L. Holland (1973, Making Vocational Choices: A Theory of Careers, Englewood Cliffs, NJ, Prentice-Hall) is a useful heuristic device for predicting congruency and consistency among the six personality/environment types specified by his theory. One limitation of the traditional hexagon is the implicit bidirectionality: the hexagon displays a single distance between two types. People in applied areas may assume a symmetry which does not exist. Examples are given of situations in which a consistent asymmetry occurs; e.g., in the illustrative data presented, C (Conventional) types are more likely to have E (Enterprising) as a secondary interest than E types are to have C as a secondary interest. Implications of such asymmetries are discussed and suggestions made concerning counseling and other applications.     

Birth cohort change in the vocational interests of female and male college students

The purpose of this research was to investigate the extent to which vocational interests have changed across birth cohorts of college students to better understand how socio-cultural factors may have an impact on career development. Using meta-analytic data collection methods, dissertations and journal articles presenting interests scores representing Holland's RIASEC typology from the Strong Interest Inventory and Strong Campbell interest inventory were gathered. With samples spanning a time period from 1976 to 2004, relations between cohort year and interests were examined with weighted regressions. A salient aspect of our results was an increase in the Enterprising interests of females and decrease in the Realistic and Investigative interests of males. This finding, along with a reduction in differences between female and male Investigative, Enterprising, and Conventional interests from earlier to more recent cohorts parallels movement of American culture toward egalitarian views of gender and provides evidence for the effect of sociocultural factors on interests.     

Holland's theory and non-college-degreed working black and white women

The main concern of this study was to investigate differences between black and white American women employed in traditional female occupations who took the Vocational Preference Inventory (VPI) and the Self-Directed Search (SDS). The VPI and the SDS were administered to 110 black and white non-college-degreed workers in three occupations (laboratory technicians, sales clerks, and clerk-typists) corresponding to three of Holland's environmental categories (Investigative, Enterprising, and Conventional). In general, the findings for the three VPI and SDS scales and for these six occupational groups are mixed. On the SDS scales, findings indicate that black and white women in the same occupation seem to be far more similar than different. On the scales of the VPI, however, white and black women in the same occupation seem to be more different than similar.     

The predictive validity of a vocational interest inventory-“Ramak”: Seven year follow-up

The purpose of this study was to test the predictive validity of the Ramak-a vocational interest inventory based on Roe's (1956) classification of occupations. In this follow-up, 81% of the original sample, tested 7 yr earlier, was located. These Ss responded to a questionnaire which inquired into their vocational choice and vocational choice satisfaction, together with retesting of the Ramak. Results showed that: (a) The median interpersonal test-retest reliability was .412 for males and .401 for females, while the median within-the-person profile stability was .535 for males and .700 for females; (b) With few deviations, for each occupational field the Ss occupied in that field had the highest interest in that field; (c) With the exception of Arts and Entertainment in both sexes, for each interest field Ss who had the highest score were those engaged in that field; (d) The correlation between vocational choice satisfaction and the interests in the relevant field was .405 and .294 for males and females, respectively; (e) For both sexes, Ss occupied in their highest-scoring interest field were more satisfied with their vocational choice than those who were not. The effectiveness of the Ramak in vocational counseling is evaluated.     

An application of Strong's validity criteria to basic interest scales

E. K. Strong, Jr.'s (Vocational interests of men and women, Stanford, Calif.: Stanford Univ. Press, 1943) four propositions for interest-inventory validity andJ. L. Holland's (Making vocational choices: A theory of careers, Englewood Cliffs, N.J.: Prentice-Hall, 1973) hexagonal classification system were synthesized in order to adapt a traditional procedure for determining the construct validity of occupational interest scales to the validation of basic interest scales. The procedure was tested using a sample of 4035 males and 3671 females whose interest inventory results as high school students and whose majors as college seniors could be assigned Holland codes. Results of the study indicate that this procedure can be used to assess the construct validity of inventories using basic interest scales.     

A comparison of Holland's model using constructs measured by two different methods

The relationship was studied between the set of constructs specified by Holland's 1973 theory (viz, Realistic, Intellectual, Artistic, Social, Enterprising, and Conventional) measured by an Adjective List (AL) derived from Holland's theory and the same set of constructs as measured by the Vocational Preference Inventory (VPI). The correspondence of the two measures of Holland's model compared the distances between the constructs as measured by the AL and the constructs measured by the VPI in factor space using an adaptation of a model testing procedure reported by Wakefield and Doughtie 1973. The subjects were 174 undergraduates at a state university. The correspondence between the two separate measures of Holland's model was significant (p < .01). These results provide further support of the construct validity of Holland's theory and offer evidence that the relationships hypothesized by the theory are not tied to any one particular method of measurement.     

Inventories based on Roe and Holland yield similar results

Holland (1973) classified all occupations into six occupational fields: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. Roe (1956) classified occupations into Service, Business, Organization, Technology, Outdoor, Science, General Cultural, and Arts and Entertainment fields. Two hundred seventeen Israeli ninth-grade students answered two interest inventories, one based on Holland's classification and one on Roe's classification. By means of a Smallest Space Analysis (SSA-I), a two-dimensional configuration was found. In this configuration the hypothesized parallel fields appear adjacent to one another and the general shape resembles the structure found earlier for each classification system separately. The findings indicate the possibility of incorporating results based on either classification. Some practical applications of the findings are discussed.     

Person-environment congruence and employee job satisfaction: a test of Holland's theory

Person-environment congruence as assessed by Holland's model of vocational preference was tested in a sample of 362 employees from five environmental typologies (Realistic, Investigative, Social, Enterprising, and Conventional). Employees were classified as having congruent or incongruent person/environment pairings according to their occupation and their responses to Holland's Self-Directed Search. It was hypothesized that congruent employees would be significantly more satisfied with their jobs than incongruent employees. The results indicated that congruent employees were significantly more satisfied with the job facet satisfaction measures of work, pay, promotions, supervision, and coworkers as well as overall satisfaction compared to incongruent employees. In addition, the results revealed several Environment × Congruence interactions, indicating that the effects of person-environment congruence vary across different environmental typologies. The results are discussed in the context of establishing a fit between individual attributes and organizational environments.     

The Contribution of Self‐Efficacy in Assessing Interests Using the Self‐Directed Search

Using the variables self‐efficacy, self‐estimates, and self‐competencies in a hierarchical multiple regression and confirmatory factor analysis, the present study provided strong support for 3 of 6 RIASEC (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional) interest domains regarding Holland's (1997) assertion that it is unnecessary to administer a separate measure of self‐efficacy when using the Self‐Directed Search (SDS; Holland, Powell, & Fritzsche, 1994) to measure interests in career counseling. Implications for the interpretation of SDS scores in light of self‐efficacy assessment are discussed.     

Holland's theory and non-college-degreed working men and women

The main concern of this study was to investigate differences between men and women employed in traditional male occupations using the Vocational Preference Inventory (VPI) and the Self-Directed Search (SDS). The VPI and the SDS were administered to 103 male and female non-college-degreed workers in three occupations (bus-taxi drivers, police officers, and car sales agents) corresponding to three of Holland's environmental categories (Realistic, Social, and Enterprising). In general, the results indicate that the VPI and SDS scales to some extent discriminate among occupational groups, but expected patterns do not always occur within and between occupational groups.     

The moderating effect of private self-consciousness on the stability of vocational interests

This study investigated the potential moderating effect of private self-consciousness on the stability of vocational interest inventory scores and profiles. We hypothesized that participants higher in private self-consciousness would have more stable interest scores and profiles on the Self-Directed Search (SDS; Holland, Fritzsche, & Powell, 1994) across a 12-week time interval than would participants lower in private self-consciousness. Results revealed that private self-consciousness did moderate the stability of SDS Enterprising interest scores. Contrary to our hypothesis, private self-consciousness did not moderate the stability of the other five SDS interest scores or SDS interest profile stability.     

Holland's theory and college-degreed working black and white women

The main concern of this study was to investigate differences between black and white women employed in traditional male occupations who took the Vocational Preference Inventory (VPI) and the Self-Directed Search (SDS). The VPI and the SDS were administered to 155 black and white college-degreed workers in three occupations (engineering, medicine, and law) corresponding to three of Holland's environmental categories (Realistic Investigative, and Enterprising). In general, the findings for the three VPI and SDS scales for these occupational groups indicate that white women when compared to black women in the same occupation tend to report similar mean raw scores.     

Job Type and Recruiters' Inferences of Applicant Personality Drawn from Resume Biodata: Their Relationships with Hiring Recommendations

Using data collected from 244 recruiters who reviewed resumes and made dispositional inferences and hiring recommendations for 122 entry‐level job applicants, we found that type of job opening (Holland's Conventional vs. Enterprising jobs) moderated relationships between recruiter inferences of applicant personality traits and recruiter judgments of applicant employability. Results showed Conscientiousness correlated with employability ratings for Conventional jobs (e.g., accounting) while extraversion was most associated with employability ratings for Enterprising jobs (e.g., marketing).     

Social cognitive influences on Mexican Americans’ career choices across Holland’s themes

This study examined several propositions of social cognitive career theory ( [Lent et al., 1994] and [Lent et al., 2000]) with a sample of 393 Mexican American college students. It was hypothesized that person input (i.e., age) and background contextual variables (i.e., Anglo orientation, Mexican orientation, familism, instrumentality, and expressivity) would predict career self-efficacy across Holland’s (1997) six RIASEC types. In addition, we examined the proposed relations between career self-efficacy, career interests, and career choice goal across the six RIASEC areas. Our results indicated that (a) Artistic, Social, Enterprising, and Conventional career models were similar across gender and university affiliation groups, (b) gender differences were found in the Realistic career model, (c) institutional affiliation differences were found in the Investigative career model, and (d) the models were a good fit to the data. Implications for future vocational research and career interventions are discussed.     

Occupational level and Holland's theory for employed men and women

The main concern of this study was to investigate occupational level differences among men and women employed in Enterprising environments using the Vocational Preference Inventory (VPI) and the Self-Directed Search (SDS). The VPI and SDS were administered to 84 male and female workers at high (insurance managers) and low (route salespersons) occupational levels. All workers were employed in Enterprising environments. The findings showed that high occupational level workers tend to be more differentiated and more masculine than low occupational level workers. In addition, the results revealed that the employed men and women tend to respond differently to the VIP and the SDS. Finally, the evidence indicated that all of the occupational groups obtained mean scores on the Enterprising scale of the two inventories that were consistent with Holland's theoretical predictions.     

Validity of sex-balanced interest inventory scales

The purpose of this study was to examine the relative effectiveness of sex-balanced and sex-restrictive raw score interest scales in discriminating among vocational preference groups. Analyses were conducted separately for 502 males in six vocational preference groups and 878 females in five vocational preference groups. The degree and nature of the discrimination among groups were highly similar for the two types of scales for both males and females. Centour scores derived from sex-balanced and sex-restrictive raw scores resulted in essentially the same percentages of correct classifications of group membership. The results of this study suggest that the large sex differences traditionally found in interest inventory items may not be a necessary concomitant of validity. Hence, interest inventory reports that reflect these differences may unnecessarily restrict the career suggestions they provide to women and men.     

Career-Related Interests and Values,Perceived Control,and Acculturation of Asian-American and Caucasian-American College Students1

The present study compares the career-related interests and values of Asian-American and Caucasian-American college students and explores the relationships among career interests, perceived control, and acculturation. Career-related interests were defined by Holland's (1959, 1985a) model of vocational personality types and work environments, and career-related values were defined by Schein's (1987) career anchors. The Career Anchor Inventory (Nordvik, 1991), the Self-Directed Search (Holland, 1991), and the Spheres of Control Scale (Paulhus & Van Selst, 1990), were completed by 184 Asian-American and 130 Caucasian-American undergraduate students. The Asian-Americans also completed the Suinn-Lew Asian Self-Identity Acculturation Scale (Suinn, Rickard-Figueroa, Lew & Vigil, 1987). In comparison to Caucasian-American students, Asian-American students showed higher interest in the Investigative and Conventional vocational categories, but lower interest in the Social category. Asian-American subjects were lower in perceived control in the Personal and Interpersonal spheres. Among the Asian-Americans, acculturation was positively correlated with perceived control in the Personal and Interpersonal spheres and with the Enterprising vocational category. Acculturation was negatively correlated with Investigative and Conventional interests.     

Perceived social status and learning experiences in Social Cognitive Career Theory

The purpose of this study was to test a model based on Social Cognitive Career Theory (Lent, Brown, & Hackett, 1994) that placed perceived social status as an antecedent of career-related learning experiences, self-efficacy, and outcome expectations. Gender was included in the present model and results indicated that gender related as expected to differential exposure to career-related learning experiences in Holland's (1997) RIASEC domains. After controlling for the effects of gender, results demonstrated that perceived social status related positively to learning experiences in the Investigative, Enterprising, and Conventional areas among 380 college students. Further, these enhanced learning experiences mediated the relationships between perceived social status and self-efficacy, and between perceived social status and outcome expectations, for the Investigative, Enterprising, and Conventional areas. These findings highlight the importance of perceived social status as a predictor of exposure to different types of career-related learning experiences that subsequently shape students' self-efficacy, outcome expectations, and (presumably) interests in particular RIASEC areas. Results are discussed in terms of exposure to career-related learning experiences in RIASEC domains with differing levels of prestige and implications of these results for developing interventions to enhance the learning experiences of students who report lower levels of perceived social status are presented.     

Testing the choice model of social cognitive career theory across Holland themes: A meta-analytic path analysis

Social cognitive career theory (SCCT; Lent, Brown, & Hackett, 1994) seeks to explain the factors that shape educational and vocational interests and choices. We used meta-analytic path analyses to synthesize data (from 1981 to 2008) relevant to SCCT’s interest and choice hypotheses, organizing the literature according to Holland’s (1997) broad occupational themes. Sufficient data were available to test (a) a 6-variable version of the interest/choice model in the Realistic, Investigative, and Enterprising themes, and (b) a 4-variable version of the model in the Artistic, Social, and Conventional themes. Analyses of both model versions were generally consistent with theoretical expectations. However, tests of the 6-variable model indicated better support for representing the pathways from contextual variables to choice goals as being partially mediated by self-efficacy and outcome expectations rather than as producing only direct linkages to goals. We consider implications of the findings for theory, research, and SCCT-based interventions.     

Measuring the Agreement of Several Three‐Letter Holland Codes for One Person

A method is proposed for measuring the agreement of several 3‐letter Holland (J. L. Holland, 1992) codes that have been obtained on one individual using different methods. The basis of the method is the scores 4, 2, 1,0 for Holland themes (R = Realistic, I = Investigative, A = Artistic, S = Social, E = Enterprising, C = Conventional) listed first, listed second, listed third, and omitted from the 3‐letter code.