Occupational classification in terms of interest patterns

This study was designed to identify the important clusters of occupational groups identifiable from an analysis of the dimensions accounting for similarity in profile shapes among a set of 28 new vocational interest measures. A total of over 47,000 individuals belonging to 189 particular occupational groups have completed the Strong Vocational Interest Blank and had their data summarized in the form of group profiles. The matrix of 189 occupational group profiles of the 22 SVIB Basic Scales was analyzed by a series of multivariate procedures designed to predict group profiles on the Jackson Vocational Interest Survey (JVIS). Predicted JVIS profiles were obtained using an intercorrelation matrix of 548 males who had completed both the SVIB and the JVIS. Predicted JVIS profiles were subjected to a form of transpose factor analysis to obtain clusters of similar occupations. A total of 23 distinct occupational clusters were obtained, ranging from military officers to salesmen, and were interpreted as representing the major groupings of occupations defined by similar patterns of vocational interest.     

Exploring new directions for Strong-Campbell Interest Inventory Occupational Scale construction

Recent concern for eliminating Strong Vocational Interest Blank (SVIB) sex bias has focused on the current use of separately normed Occupational Scales for the two sexes. This study implemented six basic methods of scale construction to examine the feasibility of combined-sex scales as well as advantages or disadvantages of modifications of current techniques designed to improve both single-sex and combined-sex scale construction. To study these six methods of scale construction, samples of male and female Ph.D. sociologists were collected. Concurrent validity and test-retest reliability data indicated that combined-sex scale construction for sociologists is possible if differences in female and male occupational interests, as measured by the SVIB, are treated as irrelevant variables in the world of work, and if concurrent validity is sacrificed.     

SVIB revisions and factors affecting scale reliability

The 1966 SVIB scoring keys were investigated and found to contain an average of 214 fewer items per occupational scale than the 1938 scoring keys. The shorter scales are less reliable than the longer scales on the 1966 SVIB. The shorter scales in the 1966 edition and SCII contain items which differentiate criterion group members less well than do the longer scales. There may not be a wide enough range of item content on the SCII to develop reliable (and valid?) scales for certain occupations. Equivalence between the 1938 and 1966 editions functionally is low, as evidenced by the median correlation of .47 in the present 12-yr follow-up study for 40 occupational scales.     

Interests of career and homemaking oriented women

The women's form of the SVIB and a Career Orientation questionnaire were administered to a sample of 90 undergraduate women. The sample was divided into two groups, career and homemaking oriented, on the basis of high-low career orientation scores. The two groups obtained significantly different scores on 25 of the 57 occupational scales on the women's SVIB. Career orientation correlated significantly with the academic achievement interest and homemaking basic interest scales of the SVIB but not with the femininity-masculinity scale. Results are discussed in terms of the interest patterns of career and homemaking-oriented students.     

Relationships between SVIB nonoccupational scales and achievement for six Holland personality types

The subjects were 432 male freshmen at the University of North Dakota who completed the Vocational Preference Inventory and the Strong Vocational Interest Blank. Backward stepwise multiple regression was used to determine the relationships of eight SVIB nonoccupational scales to first semester GPA for the total research population and for each Holland personality type. Personality types were determined by using the highest T score among the first six VPI scales. Significant multiple correlations between the SVIB nonoccupational scales and GPA were found for the total research population and for five of the six personality types. For the Enterprising type, the eight SVIB scales failed to predict GPA significantly. The results were discussed in terms of the differential patterns of multiple correlations for the total research population and for the personality types.     

Empirical derivation of SVIB-Holland scales and conversion tables

Significant relationships between the Holland Vocational Preference Inventory (VPI) and the Strong Vocational Interest Blank (SVIB) were again empirically demonstrated in this study, and conversion equations were developed to use standard scores of SVIB scales, rather than items, to produce estimates of VPI scores. Cross validation on a limited population yielded supportive evidence that these conversion equations can provide meaningful VPI estimates from SVIB scale scores. The need for validation across a variety of populations was underscored in order to assess further generalizability of these findings.     

Uncertainties about the new Strong Interest Blanks

Many SVIB materials were published in 1969, and the new men's and women's revisions are now largely complete. Because these inventories are such fundamental instruments for vocational counseling, the revisions merit careful examination at this point. Consideration is given to necessary technical information, the Basic Interest Scales, new occupational scale reference groups, scale development and validation, an illustrative scale, and other factors. Because the SVIB's are more complex than ever, and involve uncertainties yet to be resolved, they need to be approached with caution.     

Predicting vocational performance of engineers from selected vocational interest,personality, and scholastic aptitude variables

The study examines the validity of the ACE and selected subscales of the EPPS and SVIB in predicting the vocational performance of engineers. Multidimensional criteria of vocational performance assessed from both external and internal frames of reference were employed. Six predictors were related to 17 vocational performance criteria; of the 102 tests that were made, 7 were found to be statistically significant. The results indicate that, in general, vocational performance cannot be accurately predicted by vocational interest, personality, and scholastic aptitude variables. The only consistent finding was that subjective ratings of vocational performance were predicted by SVIB Group V scores; a “self-esteem” interpretation was posited. Implications of the results for counselors and employers were discussed.     

Holland's personality types applied to the SVIB Basic Interest Scales

The possible relationship between Holland types and the Basic Interest Scales of the SVIB was explored. The VPI and the SVIB were administered to 432 male freshmen at the University of North Dakota. Each subject was classified into one of the six types on the basis of his highest VPI T score.Scores on the twenty-two BIS were analyzed for differences among the six personality types by means of a multiple regression equivalence of the one-way analysis of variance. Twenty-one of the 22 F tests and 19 of the Scheffe multiple Comparisons among the means were significant. The results support both Holland's typology and his hexagonal model of relationships among the types and suggest their use in the interpretation of the BIS.     

The inheritance of cognitive interest styles among twins

Through twin studies, research in behavioral genetics has demonstrated significant genetic components in many personality traits. Less research has been done on inheritance of vocational interest preferences, partially because of the lack of a wholistic conceptual model for understanding the relationships among diverse occupational interests. With the development of scales for the Strong Vocational Interest Blank (SVIB) to measure the six cognitive interest styles propounded by Holland, a parsimonious and comprehensive mapping of the occupational world was available and lent itself to the study of measuring inheritance of vocational preferences among twins. Median intraclass correlations for 409 pairs of monozygotic males, tested with the SVIB, was r = .50; for 570 pairs of monozygotic females, r = .55; for 237 pairs of dizygotic males, r = .27; and for 370 pairs of dizygotic females, r= .27.     

A research note on the new SVIB Holland scales

The Strong Vocational Interest Blanks (SVIB) of 93 management students were scored using six new scales which correspond to Holland's six occupational types. The scores from both the 14-item and the 20-item scales were correlated with actual scores on the Vocational Preference Inventory. The 14-item and the 20-item scales were also correlated with each other. In addition, the SVIB-derived Holland scales were scored using a simplified procedure, and the results were compared with the scoring procedure used by Campbell.     

Rumblings of a Distant Drum

The Strong Vocational Interest Blank (SVIB) was showing great evocative validity during career counseling, decades-long predictive validity, and wide relational fertility, opening the door to theories describing the social mechanisms that bring about an assortative mating between individuals and occupational fates when, out of the blue, the SVIB was suppressed. First the Strong-Campbell Interest Inventory (SCII) and then today's Strong Interest Inventory (SII) were offered as its increasingly inadequate replacements. Apparently, sales had replaced science as the value guiding the changes made with each new test. Even so, why the classic SVIB was made the object of a book-burning by a university press remains an inexplicable atrocity. Can this outrage be now, belatedly, undone?     

The Meaning of Unpatterned Vocational Interests

The purpose of the study was to find the relationships between SVIB patterning and psychological adjustment, maturity, and intelligence. Male SVIB profiles were categorized as Primaries, Secondaries, or No Patterns. The three groups were compared on MMPI scales, using a two-factor ANOVA; no differences between the groups were obtained at the .05 level of confidence. The groups were compared on age and aptitude scores, using in each case a simple ANOVA; no mean differences were obtained at the .05 level of confidence. Related research was reviewed and this study was found to be confirmed by several others. There is little support in the literature for the widely held belief that something is “wrong” with the client who has an unpatterned SVIB profile.     

On the consistency of the MMPI in borderline personality disorder

14 patients diagnosed as having Borderline Personality Disorder were examined on two separate occasions with the MMPI. Results strongly suggest that, as a group, borderline patients are quite consistent responders on the MMPI under test-retest conditions (1 to 58 mo.). The frequency distribution of scale elevations and code types was also examined which showed the often-noted heterogeneity of profile code types within this population. Thus, a note of caution is advised for those investigators who assume that a prototypical borderline MMPI profile exists. Specifically, considerable heterogeneity is seen among this sample of patients with respect to a two-point coding strategy, and individual codes change over time.     

Vocational interest orientations: A comparison of rural university and junior college freshmen

The increase in junior colleges imposed new demands on counselors. Some areas to be investigated are the differences in counseling programs between junior colleges and universities; the differences in student bodies; and the importance of vocational guidance. This study addresses itself to elements of those areas.Male and female samples were drawn from two rural educational institutions: a four year university and a junior college. Differences in vocational interest orientations were explored through the nonoccupational scales of the Strong Vocational Interest Blank (SVIB). For males significant differences were found on the academic achievement, diversity of interest, managerial orientation, and occupational level scales. Females differed on the diversity of interest scales.     

A Comparison of the SVIB Basic Interest Scales with the Regular Occupational Scales

The purpose of this study was to determine whether the recently developed Basic Scales for the SVIB would provide more generalizable and psychologically meaningful information than the regular SVIB Occupational Scales. Four groups of students were used, two entering contrasting four-year curricula (Science, N-282, vs Non-Science, N = 142) and two entering contrasting two-year curricula (Art, N = 45 vs Technical, N = 62). Basic and regular SVIB scale means were calculated for each group. Those scales with large (approximately one-half a standard deviation or more) and statistically significant differences were identified for both the four-year and the two-year group comparisons.     

The Stability of Vocational Interests Within Occupations Over Long Time Spans

Counselors and those responsible for the construction and maintenance of vocational interest inventories need to be aware of change in interest patterns over time within occupational groups. That issue is explored here for the SVIB by asking three questions: first, do the SVIB scales developed in the 1930's hold up in cross-validations today? Answer: yes, they appear to. Second, when various SVIB scales have been revised, have the revised scales differed drastically from the originals? Answer: not much; in a few instances, there has been no change whatsoever. Third, do the people who today hold exactly the same jobs as those held by Strong's criterion groups of the 1930's have the same interest patterns as the original group? Answer: yes, at least in one occupation, i.e., bankers. Further speculation suggests that men with similar interest patterns have sifted into similar occupations throughout recorded history.     

Consistent occupational preferences and satisfaction,self concept,self acceptance and vocational maturity

This study explored the differences on variables of satisfaction, self-concept, self-acceptance, and vocational maturity between freshmen students who made congruent and incongruent occupational choices. The variables were operationally defined by the College Student Satisfaction Questionnaire, the Tennessee Self-Concept Scale, the Berger scales, and the Vocational Development Inventory. Congruent and incongruent current occupational choice groups were defined operationally using the Self Directed Search. The analysis of variance of the scale scores did not reveal the main effect of congruence to be significant. However, a second analysis using a more rigorous definition of congruence revealed the main effect of congruence to be significant for four satisfaction variables. Findings suggest that subjects in the congruent male group tend to report better maintenance of personal stability and greater satisfaction than subjects in the incongruent female group.     

Determining the significance of scale values from multidimensional scaling profile analysis using a resampling method

Although multidimensional scaling (MDS) profile analysis is widely used to study individual differences, there is no objective way to evaluate the statistical significance of the estimated scale values. In the present study, a resampling technique (bootstrapping) was used to construct confidence limits for scale values estimated from MDS profile analysis. These bootstrap confidence limits were used, in turn, to evaluate the significance of marker variables of the profiles. The results from analyses of both simulation data and real data suggest that the bootstrap method may be valid and may be used to evaluate hypotheses about the statistical significance of marker variables of MDS profiles.