Reinforcers,values, and vocational maturity in adults

The purpose of the present study was to test the notion that job reinforcers and occupational values are related to vocational maturity. The importance of 21 reinforcers and 11 values were rated by 207 vocational rehabilitation clients nad 59 graduate students. The dependent measure was the Adult Vocational Maturity Index. Older subjects with more education were more vocationally mature. Those subjects who considered-(a) getting a feeling of accomplishment, (b) doing work without feeling it is morally wrong, (c) having steady employment, (d) independence, (e) opportunity to use special talents, (f) challenge, and (g) self-satisfaction-important, were high in vocational maturity. Subjects who considered such things as-(a) telling other workers what to do, (b) having the position of “somebody” in the community, and (c) prestige-important, were lower in vocational maturity. The data indicated that choice of occupational reinforcers and preferences for specified values are reflected in the individual's “vocational maturity”.     

The Premack principle in human experimental and applied settings

Studies claiming support for the Premack Principle in human experimental and applied settings are reviewed in terms of the standard test conditions associated with the Principle and in terms of the Principle's conceptual constrains. Little definitive evidence was found to support the claim that a high probability response will reinforce a lower probability response, nor was the converse contention supported, that a low probability response will act as a punisher for a high probability response. More importantly, among the reports reviewed there was no evidence for the reversibility of the reinforcement relationship.     

Consistent occupational preferences,vocational maturity,and academic achievement

This study explored the differences in vocational maturity, academic aptitude, and achievement variables among female sorority students who made congruent, incongruent, and undecided occupational choices. The variables were operationally defined by the Career Maturity Inventory, the American College Test Battery, and a self-report questionnaire. Congruent, incongruent, and undecided current occupational choice groups were defined operationally using the Self-Directed Search. The analysis of variance revealed the main effect of groups to be significant for two variables. The findings suggest that students in the congruent female group tend to be more vocationally mature than students in the incongruent and undecided groups.     

“Snowball” and other control groups

In the Spring of 1973, the Office of Research and Development of the Appalachian Center, West Virginia University, began an evaluation of the University's mining extension program. Since all interested miners are allowed to enroll in the course, the only feasible way to obtain a control group was to use the “snowball process.” This paper examines how well the snowball process did in producing a control group which matched the trainees. While the trainees and controls seemed well matched on many demographic characteristics they differed on several variables, particularly attitudes.     

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.     

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.     

The development of a measure to assess vocational maturity in adults with delayed career development

The development and validation of a measure of vocational maturity for educationally and economically “disadvantaged” adults who experience delayed career development is described. The Adult Vocational Maturity Assessment Interview (AVMAI) measures the attitudinal, cognitive, and behavior aspects involved in coping with exploratory and early entrance stage vocational development tasks. The measure employs a structured interview format accompanied by a detailed content scoring manual. It includes 120 items which yield scores for eight scales: Orientation to Education; Orientation to Work; Concern with Choice; Self-Appraisal: Interests and Abilities; Self-Appraisal: Personality Characteristics; Self-Appraisal: Values; Exploring Occupations; and Using Resources. Evidence for the measure's reliability, content, and construct validity is presented by examining the internal consistency of the scales, the reliability of its scoring procedures, its interscale correlations, and its performance in a pretest-post-test experimental situation. Research and counseling uses of the measure are discussed in the context of the need for vocational psychologists to develop and use measures that are appropriate for the specific career development problems of different groups in society.     

II. The comparability of the WISC-R and WAIS among 16-year-old EMR children

Thirty 16-year-old EMR children were administered the WAIS and WISC-R in counterbalance order to determine the comparability of the two assessment instruments. The WAIS was found to yield significantly higher Verbal, Performance, and Full Scale IQ scores. The comparisons of corresponding subtests indicate that all WAIS subtests were significantly higher than the WISC-R except Picture Completion. Correlations between corresponding WAIS and WISC-R IQ scales and subtests, however, were significant. The results suggest differences between the two instruments among children of subnormal intelligence, thus presenting the possibility that a child may be differentially classified based on the selection of the intelligence test.     

The influence of a career group experience on the vocational maturity of college students

The effects of a career group experience on the vocational maturity of theoretically grouped college freshmen and sophomores were investigated using Super's Career Development Inventory as the dependent measure. The dimensions of consistency/inconsistency and differentiation/nondifferentiation, as identified utilizing Holland's Vocational Preference Inventory, were investigated along with the dimensions of treatment/nontreatment and interaction effects. Predictions related to change in vocational maturity as a result of treatment were made for each dimension. The analysis sample was a group of 68 volunteer freshman and sophomore college students. Results indicated that students did significantly increase their vocational maturity as a result of the group experience. Furthermore, it was found, as predicted, that within experimental groups inconsistent and nondifferentiated students improved significantly more on some vocational maturity measures than consistent or differentiated students. Students who were both inconsistent and nondifferentiated showed consistently greater increases on virtually all vocational maturity measures than all other theoretical groups.     

Assessing the vocational maturity of students in the East Central State of Nigeria

This study surveyed the vocational developmental pattern of Nigerian students using the Career Maturity Inventory (Crites). The results and their applicability to the Nigerian situation were discussed.