A case of blurred vision: Stereotyping in career information illustrations

In this paper two studies are described which examine racial and sex role stereotyping in career information illustrations. In Study 1 over 2000 illustrations, from sources including the Occupational Outlook Handbook (OOH) and The Encyclopedia of Careers, were analyzed according to seven dimensions. In Study 2 a follow-up analysis was done comparing illustrations in the original OOH with a revised edition. Findings are discussed from the perspective of practical implications for vocational counselors.     

Motivation to manage among college business students: A reassessment

The present study reassesses trends in motivation to manage among college business students (N = 216). Motivation to manage scores are compared with J. B. Miner's (Personnel Psychology, 1974, 27, 605–613) results for three periods since the early 1960s, across two types of universities—public and private, and between males and females. Results indicate that the downward trend in motivation to manage scores appears to be reversing; business students at the private university scored higher on motivation to manage than those at the public university, and males scored higher than females. Implications for vocational research are discussed.     

Neutralizing sexist titles in Holland's Self-Directed Search: What difference does it make?

Sex-role stereotyping in the linguistic structure of Holland's Self-Directed Search (SDS) was examined. A revised SDS was constructed involving the removal of all masculine-toned terminology from the items and test-taking instructions, as well as the affixing of the letters M/F and F/M to all occupational titles and terms commonly perceived as gender specific. Subjects were 266 lower division female students at a large state university; 133 subjects completed the standard SDS and 133 completed the revised form. Following SDS assessment, subjects rated their inventory with respect to perceived sexual equality. Comparison variables included: daydreams, occupations' scores, summary codes, and subsequent occupational choices. Occupational choices at each stage of the assessment process were classified as nontraditional or traditional choices for women. Results indicated that across all indices derived from the standard and revised versions of the SDS, there were no significant differences in these subjects' performance. The subjects did perceive the two inventories differently, with subjects completing the standard SDS viewing it as slightly less equitable.     

Cross-sectional,longitudinal and composite longitudinal data on the Career Maturity Inventory Attitude Scale

Longitudinal data collection designs are frequently used in the study of developmental variables but typically yield patterns of results that are different from those obtained using cross-sectional designs. Recent research has focused on ways to clarify and reconcile the methodological distinctions between these two designs by utilizing alternative designs that incorporate features of both. This investigation compared the results obtained by the two traditional designs on the Career Maturity Inventory-Attitude Scale with the effects of an alternative design: constructing a composite longitudinal gradient. The two traditional methodologies yielded different results from each other for males, but not for females. However, the alternative design failed to eliminate the obtained differences for males, and introduced differences for females, casting doubt on the efficacy of the “solution.” The implications of these results for developmental research and career maturity were discussed.     

Congruence,personality pattern,and satisfaction in college women

One hundred and twenty-nine female undergraduates took the Barron's Ego Strength Scale, the Levenson Locus of Control Scale, and the Holland VPI. Congruence scores were calculated using three-letter codes from the VPI and expressed major choice. Multivariate analysis of variance revealed that congruent subjects were significantly more consistent and reported higher levels of certainty and perceived congruence. No satisfaction differences were found. Results are discussed with respect to Holland's theory and previous research on the correlates of congruent person-environment interactions.     

The accuracy of self-administration and scoring on Holland's Self-Directed Search

This study assesed the extent to which Ss commit various types of errors when completing Holland's Self-Directed Search (SDS) entirely on their own. Nearly all Ss made some type of error and approximately half of the Ss made errors which affected their final three-letter summary codes. Almost one-fifth of the Ss made errors resulting in an incorrect high-point code. Whether or not Ss made errors that affected their summary codes was unrelated to the extent to which they were interested in knowing more about occupations or academic majors they might like. Neither were such errors related to whether Ss felt the occupations suggested by their summary codes seemed reasonable. Only slightly over one-third the Ss actually did feel that the occupations seemed reasonable.     

Individual versus organizational predictors of job satisfaction and turnover among professionals

In a constructive replication and extension of previous research, the relative importance of individual (personality and professional attitudes) versus organizational (professional reward system and tenure) variables in predicting job satisfaction and turnover was investigated for the case of professionals. Support among a sample of computer specialists was found for the notion that, among professionals, individual variables are more important than organizational factors in predicting satisfaction with the work itself; but individual variables often played a major role in satisfaction with contextual aspects of the job as well. Organizational factors were found to be significantly predictive of satisfaction with all aspects of the job, but were the only significant predictors of turnover. Thus the importance of organizational factors over individual factors for professionals was supported more clearly for the behavioral outcome, turnover, than for attitudinal outcomes.     

Problems in the measurement of vocational maturity

Problems posed by the measurement of vocational maturity are discussed. One is the choice of an appropriate approach to the construction of vocational maturity measures, and another is how to demonstrate that a developmental variable has been measured. A combined rational-empirical methodology is proposed as a possible solution to these problems, and a model of vocational maturity is formulated which can be used as a conceptual frame of reference for constructing theoretically meaningful and psychometrically valid measures of the variables.     

Postdecision evaluation of choice alternatives as a function of valence of alternatives,choice, and expected delay of choice consequences

The effects of valence of alternatives, choice, and expected delay of choice consequences on postdecision evaluations of choice alternatives were studied by either giving subjects a choice between two experimental tasks (both either pleasant or unpleasant) or assigning subjects their initially preferred task. Crosscutting valence and choice, subjects expected either no delay, 10-min delay, or 30-min delay before engaging in the task. All subjects evaluated both tasks immediately after the delay instructions but before experiencing the actual delay. Results confirmed the expected dissonance effect; that is, an upward evaluation of the chosen alternative and a downward evaluation of the rejected alternative, relative to no-choice conditions. Moreover, the relative upward evaluation of the chosen alternative increased as the expected delay decreased. Valence was not found to interact with other variables. The results are discussed in terms of differential salience of choice alternatives.     

Vocational behavior and career development, 1980: A review

Papers were reviewed in the sections where their major findings seemed to have the most important implications. Since it typically was not possible to do justice to individual studies in a few lines of summary, readers are referred to the specific articles of their interest for further information regarding other findings.As has been the case in the past several years, the number of studies related to vocational behavior and career development appears to be expanding, along with perceptions of what is relevant to the field. As greater emphasis is placed on the working life of individuals after initial occupational choices are made, researchers on vocational behavior and career development will increasingly find it necessary to synthesize research findings from the areas of industrial/organizational psychology, organizational sociology, and organizational behavior and theory. This factor may suggest greater collaboration among researchers across these fields in the future. In any event, the broadening base of relevant research, while challenging, also is an exciting development with rich potential for increased knowledge of vocational behavior.As Walsh mentioned in his review of 1978 literature, there is a vital need for more work of a longitudinal nature. We see some increase this year, but we are too frequently forced to draw conclusions regarding long-term vocational development from studies which are mainly crosssectional and correlational in nature.Among the research directions of note this year is the increasing emphasis on information processing/decision-making frameworks as a means of studying the vocation development process. Other trends were the growing concern with the relationship between work and nonwork, interest in recruitment processes, and the emphasis on situational as well as individual factors in predicting vocational behavior.     

Causal attributions of shy subjects

Causal attributions of shy students (N = 36) were compared with those of a comparison group of students (N = 36) in 10 situations. The major hypothesis was that shy students would have a self-defeating pattern of attributions as compared to the norm group, but only in specific situations. Significant differences between the two groups emerged when explaining outcomes of situations considered to be problematic for shy individuals. Causal attributions may reflect realistic and situation-specific self-perceptions.     

The effect of verbal reinforcement on career choice realism

Twenty-four male undergraduates viewed 102 slides containing occupational titles and stated whether or not each represented a realistic career choice. Each subject was given three trials, with the experimental subjects receiving positive verbal reinforcement on the second trial for realistic responses. (If the choice was congruous with the individual's occupational type, as determined by the Vocational Preference Inventory, it was scored as realistic.) The results of the research revealed a tendency for all subjects to increase in career choice realism as a function of participation in the experiment, with significantly (p < .05) more experimental subjects than control subjects demonstrating an operant pattern of responses. Implications of the findings for counselors were discussed.     

Sex-role and innovative major choice among college students

This study examined the relationship between sex-role and nontraditional major choice. The sample included 693 male and female students enrolled in traditional and nontraditional majors. In addition to exploring this relationship the study had a methodological intent: Could scales derived from previous factor analyses of the Bem Sex-Role Inventory delineate this relationship as readily as the traditional Bem scoring method. Results indicate significant distributional patterns in sex-role and choice of major, which vary by sex. Men tend to choose male-dominated majors, regardless of sex-role. Patterns for females are more complex. The factored scales used in cross-validated discriminate analysis procedures did demonstrate some power to discriminate students in the two majors, suggesting certain implications for sex-role transcendence in vocational settings.     

Extraversion and neuroticism in orienting reflex dishabituation

The present study examined the effects of extraversion (E) and neuroticism (N) as individual difference dimensions and of stimulus intensity on electrodermal orienting response habituation, test response, and dishabituation. Subjects were 162 college students selected from a screening sample of 860 as representing extreme groups of high, medium, and low E crossing with high, medium, and low N. Subjects in all nine resulting groups were habituated to criterion on auditory stimuli of 60, 80, and 100 db. A novel (test) stimulus and a dishabituating standard stimulus followed criteron habituation at each intensity. Results indicated that response amplitude for initial, test, and dishabituation responses was a direct function and that habituation rate (trials-to-criterion) was an inverse function of stimulus intensity. Extraverts habituated more rapidly than introverts at high intensity and gave smaller test and dishabituation responses. Some results differed when regression coefficients defined habituation rate and when first stimulus intensities alone were examined. Correlations among initial, test, and dishabituation responses and between each of these and the two measures of habituation rate are also reported. Results were interpreted as partially supportive of Eysenck's theory.     

Habituation and dishabituation of the electrodermal orienting reflex in relation to extraversion and neuroticism

Orienting reflex (OR) habituation and dishabituation may be influenced by individual difference variables, including Eysenck's Extraversion (E) and Neuroticism (N) dimensions. Ninety subjects formed nine groups based on the crossover of high, medium, and low E and N. Each subject received, at each of two auditory stimulus intensities, two blocks of tone presentations. The last standard stimulus trial was followed by a novel stimulus and four repetitions of the standard stimulus. Using square root SCR, extraverts showed smaller initial response amplitudes than introverts at the low intensity of stimulation, while the reverse was true at high intensity. E and N were unrelated to SCR habituation rate. However, extraverts showed no dishabituation, while introverts did dishabituate.     

Scrutinizing application: An agenda for applied developmental psychology

This paper dissects two views of application. The first is associated with an ontogenetic, general skills perspective which assumes that applications involve bringing to bear general concepts and principles on practical problems, deviant populations and the match between developing individuals and the environment they inhabit and use. However, that ontogenetic view and its associated applications may be flawed. A second functionalist view of application is described which suggests a need to examine the meaning of application and the contexts where applications are appropriate. Two questions might profitably be evaluated simultaneously: How does the developing individual gain access to relevant competencies and adapt them to new circumstances?, and How does the developmentalist decide what is relevant and usable for practice? A particular developmental curriculum fitting these views is described.     

The effects of empathy and outcome on attribution: An examination of the divergent-perspectives hypothesis

Based on the theoretical ideas of Jones and Nisbett (Jones et al. Attribution: Perceiving the cause of behavior. New York: General Learning Press, 1971), and the recent findings of Regan and Totten (Journal of Personality and Social Psychology, 32, 1975, 850–856), the present study assumed that from an attributional standpoint empathic observers and actors are functionally equivalent. On this basis it was predicted that empathic, relative to nonempathic, observers would make outcome attributions which have been typically found for actors themselves: They would attribute an actor's success to dispositional causes, but an actor's failure to situational causes. After instructions to empathize with the target, or to observe him, subjects watched a videotape of a target male attempting to make a good first impression on a female. Subjects later learned that the target had either succeeded or failed at making a good first impression, and were asked to make causal attributions for his outcome. As predicted, instructions to empathize led to dispositional attributions for success and situational attributions for failure, while standard observation instructions resulted in dispositional causal attributions regardless of outcome. The results were interpreted as supporting the contention that differential information processing may sufficiently account for the effects of outcome on causal attributions.     

Dishabituation and spontaneous recovery of the electrodermal orienting response: Effects of extraversion,impulsivity, sociability,and caffeine

The relationship between extraversion and psychophysiological indices of arousal is not yet fully understood. The present study attempted to further clarify this relationship by using caffeine to systematically manipulate arousal. Subjects pretested on the Eysenck Personality Inventory were given caffeine or a placebo, then underwent habituation, dishabituation, and spontaneous recovery of the electrodermal OR. Separate analyses examined the main and interactive effects of extraversion, impulsivity, and sociability with caffeine. Several tonic and phasic measures showed group reversal effects, with introverts having higher tonic levels and larger phasic responses under placebo conditions and extraverts having larger phasic responses and higher tonic levels under caffeine. Although both tonic and phasic responses were differentially affected, the group reversal effects occurred at different points in time on tonic than they did on phasic measures relative to the theoretical buildup of inhibition. The findings for impulsivity were quite consistent with those for extraversion, and both sets of results were generally supportive of the Eysenck hypothesis.     

Perception of temporally competing speech stimuli in preschool children

The aim of this study was to investigate the perception of competing speech stimuli in 3-, 4-, and 5-year-old normally developing children. A dichotic listening paradigm was used in which the temporal alignment between the two stimuli was varied to represent three levels of competition. Minimal, moderate, and maximal levels of temporal competition were represented by a Separation, Lag, and Simultaneous test condition, respectively. The subjects were behaviorally set to listen for and to report the two stimuli on each trial. The incidence of double correct responses in the test conditions was the measure of interest. The results show a sharp and linear drop in double correct scores from the Separation, to the Lag, and to the Simultaneous condition. There were no age-related differences in the Separation and the Simultaneous conditions. In the Lag condition, the performance of the 3-year-olds was significantly lower than the 4- and 5-year-olds. The findings were interpreted to be indicative of limited auditory processing ability in preschoolers for moderately and maximally competing speech stimuli.