职业兴趣的结构：理论与研究

有着近70年历史的职业兴趣结构的研究丰富与发展了其理论,这些理论主要包括：Roe的圆形模型、Holland的六边形模型、Prediger的维度模型、Gati的层级模型以及Tracey-Rounds的球形模型。总结比较这些不同的职业兴趣结构的研究发现,Holland的六边形模型更适合于美国样本(非种族样本)群体,而其他的模型则有待于进一步的考察。研究还表明没有广泛适用的职业兴趣模型,因此,职业兴趣的跨化研究应深入探讨与验证。     

职业认知、社会支持对农民择业倾向的影响

以社会认知职业理论（SCCT）为框架,建立了职业认知（职业自我效能、职业结果预期）和社会支持（积极支持和消极支持）对农民职业兴趣和择业倾向影响的假设模型。在深度访谈和对419名农民试测的基础上,编制了基于霍兰德RIASEC职业分类的测量问卷。采用结构方程技术对628名农民的正式测试结果进行测量模型和结构模型的建构与检验。研究结果验证了SCCT有关职业兴趣和职业选择的核心假设。在环境变量方面,社会支持主要通过职业自我效能对农民的择业倾向产生间接的影响,其中E型和C型的自我效能在积极支持和择业倾向间起完全中介的作用,C型的自我效能在消极支持和择业倾向间起部分中介的作用。这些结果为改善农民就业状态的途径提供了一定的参考,也为SCCT的中国化研究和跨文化整合提供了一些实证依据     

高中生生涯学习经验问卷的编制及信效度检验

在文献分析基础上,以Holland（1997）职业理论和社会认知生涯理论为理论依据,结合国内高中生生涯活动的实际情况,编制了高中生生涯学习经验问卷。验证性因素分析结果表明,该问卷属于多维度因素结构,包含Holland六种生涯领域学习经验分问卷,每种分问卷包括成就表现、口头劝服、替代学习和积极情绪唤起等四个学习经验。信效度检验结果表明,该问卷多维构念合理,拟合良好,具备良好的内部一致性信度和构念效度。以中国个人球形职业兴趣量表简版中的生涯自我效能分量表为关联效标,发现在每种生涯领域下的生涯学习经验与生涯自我效能感都显著正相关,支持了量表的实证效度。该问卷可以作为我国高中生生涯学习经验的测量工具。     

付出-回馈失衡工作压力理论的迁移、拓展与展望

付出-回馈失衡工作压力理论(Effort-Reward Imbalance,ERI)是基于社会交换公平的工作压力理论,从付出、回馈、过度投入三个方面探讨了工作压力的形成机制和作用机理。在对近十几年来有关ERI模型实证研究文献的梳理和分析的基础上,介绍该理论在多个领域的拓展以及在国内外的新进展,包括对ERI理论中间变量及前因变量的探索,研究者们开始将ERI理论迁移到社会的多个领域,以及ERI理论在中国的检验与创新,并提出研究展望与付出-回馈动态交叉失衡模型的假设构想。     

兴趣发生机制研究的进展与创新

1　引言　　兴趣在情绪与认知关系的研究中具有重要地位 ,也是全面认识人类认知现象必须探讨的一个关键问题。近二十年来 ,兴趣研究正在逐步走向复兴。我们把目前兴趣发生机制的研究概括为三种理论假设 :需要假设、认知假设和信息假设 ,本文旨在对这些理论假设进行介绍和讨论 ,并进行进一步研究。2　兴趣发生的需要假设　　兴趣发生的需要假设主张人的兴趣是在需要的基础上发展起来的 ,需要的对象也就是兴趣的对象 ,认为兴趣产生于个体在与环境相互作用时一定对象对个体需要的满足。例如 ,皮亚杰指出 ,兴趣 ,实际上就是需要的延伸 ,它表现出…     

霍式中国职业兴趣量表构想效度的验证性因素分析（Ⅰ）：量表会聚效度和区分效度的验证性因素分析

霍式中国职业兴趣量表是依据Ｈｏｌｌａｎｄ的职业兴趣理论并结合我国国情而建构的量表。采用验证性因素分析的方法,对该量表的构想效度从会聚效度和区分效度两个方面进行交叉证实检验,结果表明量表特质因素的会聚效度和区分效度良好,所体现出的理论构想形式与Ｈｏｌｌａｎｄ的六种职业兴趣类型的理论构想基本一致。     

文本阅读中情境模型建构和更新的机制

采用移动窗口阅读技术探讨了文本阅读中情境模型建构和更新的机制。实验材料按照特征描述与目标行为 的关系总体上分为可能、不可能和重新可能三个版本。实验1主要探讨了文章开始部分有明显的焦点信息时情境模 型建构和更新的机制,检验了更新追随假设的合理性;实验2主要探讨了文章开始部分没有明显的焦点信息时情境 模型建构和更新的机制,检验了记忆基础文本加工理论的合理性;实验3使用再认探测任务,进一步检验了更新追 随假设和记忆基础文本加工理论的差异。实验结果表明,文本阅读中情境模型的建构和更新是一个双加工过程,在 自然阅读过程中,读者根据所阅读的信息不同会产生不同的信息加工活动,既会有记忆基础文本加工理论所支持的 协调性整合,也会有建构主义的更新追随假设所支持的焦点整合     

推理中心理模型理论的研究与发展

心理模型理论是推理研究中最有影响的理论之一,理论体系完整地解释了推理的进行,认为个体推理要经历理解、描述、有效检验三个阶段。心理模型理论对推理做了大量预测,假设单模型问题比多模型问题容易、系统错误与第一个前提模型有关、知识影响推理过程,并检验了预测的合理性。近十几年来,心理模型理论在推理各个领域中均得到发展,包括对推理在大脑中编码的研究,对元推理的研究及可能性推理等方面。     

测验项目反应机制与心理测量模型假设的对应性分析

从测验项目解决的认知过程的视角分析了在不同测验理论框架下的测量模型中的基本假设, 指出测量模型是测验开发者有关测验项目反应机制的理论假设的具体表征, 是系统检验测量假设和过程的统计框架。然而, 不管是经典测验理论、概化理论, 还是早期的项目反应理论模型, 相关假设都过于简化, 缺少相应实质理论的支持。与之相比, 认知测量模型强调与个体在测验项目反应过程中的认知过程、认知策略和知识结构的对应性, 提供了在实质理论基础上界定测量建构、设计测验项目、进行建模分析和解释的可能性, 为日益边缘化的心理测量学和主流心理学研究的融合奠定了基础。     

假设检验思维过程中的启发式策略研究

本研究运用自编的一个关于规则发现的计算机程序研究了大学生问题解决过程中形成假设、设计实验、实施检验三个阶段上的“假设———检验”的思维过程。结果发现,规则差别对规则发现有显著影响,反馈方式在本实验条件下没有主效应,启发式是假设检验过程中的重要思维策略     

RIASEC TYPES AND BIG FIVE TRAITS AS PREDICTORS OF EMPLOYMENT STATUS AND NATURE OF EMPLOYMENT

This prospective study investigated the validity of the Five-Factor Model (FFM) of personality and Holland's RIASEC vocational interest typology in predicting employment status and the nature of employment in a sample of graduating college seniors as they entered the job market. A sample of 934 senior college graduates enrolled in various academic subjects filled in Costa and McCrae's NEO-PI-R (1992) and Holland's Self-Directed Search (1979). One year after graduation, they were requested to describe their labor market positions and jobs, using the Position Classification Inventory (PCI; Gottfredson & Holland, 1991). Six hundred and twelve people responded to the second call, of whom 335 were employed and 66 unemployed. The incremental validity of the 2 models over and above each other was investigated in the sample of employed and unemployed subjects ( N = 401) using stepwise regression analysis. The results showed that Extraversion and Conscientiousness were the only valid predictors of employment status and that vocational interests did not show incremental validity over and above these factors. The RIASEC types, however, were clearly superior in explaining the nature of employment, underscoring the validity of Holland's hexagonal calculus assumptions. Employment reflecting Realistic, Social and Enterprising characteristics was to a limited extent predicted by four of the Big Five, except Neuroticism, over and above the RIASEC types. The findings are discussed in the framework of Schneider's Attraction-Selection-Attrition (ASA) theory (1987) concluding that Holland's RIASEC model is more employee-driven, being better at predicting the nature of employment, whereas the FFM is more employer-oriedted, with greater validity in evaluating the employability and employment status of applicants.     

Holland in Iceland revisited: an emic approach to evaluating U.S. vocational interest models

An emic approach was used to test the structural validity and applicability of Holland's (1997) RIASEC (Realistic, Investigative, Artistic, Social, Enterprising, Conventional) model in Iceland. Archival data from the development of the Icelandic Interest Inventory (Einarsdóttir & Rounds, 2007) were used in the present investigation. The data included an indigenous pool of occupations and work-task items representing Iceland's world of work that had been administered to a sample of 597 upper secondary school students. Multidimensional scaling analysis and property vector fitting using Prediger's (1981) work-task dimensions were applied to the item responses to test if the RIASEC model could be identified. The results indicated that a 4-dimensional solution better explains the interest space in Iceland than Holland's 2-dimensional RIASEC representation. The work-task dimension of People-Things and the Sex-Type and Prestige dimensions were located in the 1st and 2nd dimensions of the multidimensional scaling solution, but Data-Ideas, a dimension critical to the RIASEC model, was not. The 3rd and 4th dimensions did not correspond to any dimensions previously detected in structural studies in the United States and seem to be related to specific ecological, cultural, and political forces in Iceland. These results demonstrate the importance of selecting representative indigenous occupations and work tasks when evaluating the RIASEC model. The present study is an example of the next step in a comprehensive cross-cultural research program on vocational interests, an emic investigation.     

The development, evolution, and status of Holland's theory of vocational personalities: Reflections and future directions for counseling psychology

This article celebrates the 50th anniversary of the introduction of John L. Holland's (1959) theory of vocational personalities and work environments by describing the theory's development and evolution, its instrumentation, and its current status. Hallmarks of Holland's theory are its empirical testability and its user-friendliness. By constructing measures for operationalizing the theory's constructs, Holland and his colleagues helped ensure that the theory could be implemented in practice on a widespread basis. Empirical data offer considerable support for the existence of Holland's RIASEC types and their ordering among persons and environments. Although Holland's congruence hypotheses have received empirical support, congruence appears to have modest predictive power. Mixed support exists for Holland's hypotheses involving the secondary constructs of differentiation, consistency, and vocational identity. Evidence of the continued impact of Holland's theory on the field of counseling psychology, particularly in the area of interest assessment, can be seen from its frequent implementation in practice and its use by scholars. Ideas for future research and practice using Holland's theory are suggested.     

META-ANALYSIS OF THE RELATIONSHIP BETWEEN THE FIVE-FACTOR MODEL OF PERSONALITY AND HOLLAND'S OCCUPATIONAL TYPES

The purpose of this study is to examine the nature and magnitude of the relationship between 2 widely accepted models for classifying individual differences–the 5-factor model of personality and Holland's RI-ASEC occupational types. Based on extensive meta-analyses, our results illustrate that there are meaningful relations between some FFM personality dimensions and some RIASEC types. The strongest relationships were obtained between the RIASEC types of enterprising and artistic with the FFM personality dimensions of Extraversion and Openness to Experience, p = .41 and .39, respectively. Three other RIASEC types had moderate correlations with at least 1 FFM personality trait. In contrast, the realistic type was not related to any FFM personality traits. Multiple regression analyses in which each RIASEC type is regressed on the FFM scores (based on meta-analytic estimates), revealed a multiple R of .11 for realistic, .26 for investigative, .42 for artistic, .31 for social, .47 for enterprising, and .27 for conventional types. The overall conclusion from the study is that although FFM personality traits and RIASEC types are related, they are not merely substitutes for each other.     

Holland Type as a Moderator of Personality-Performance Predictions

This study explored the value of using Holland's theory of vocational personality types and work environments for improving predictions of personality-performance relations. Upper level undergraduates representing the RIASEC environments completed the Self-Directed Search and a measure of the Five-Factor Model of personality that were used to predict grades. Overall, agreeableness and conscientiousness accounted for approximately 2% to 3% of the variance in performance. However, when the data were analyzed further by RIASEC environment, more than 9% of the variance in performance was accounted for with personality scores. This study supports assertions in the literature that predictions of performance using global traits, such as conscientiousness, can be improved using appropriate moderators. Furthermore, important relations between personality and performance can be masked if job context is ignored.     

Examining the Invariance of Holland's Vocational Interest Model across Gender

This study examines the structural invariance of Holland's (1973, 1985) vocational interest model across gender. Evidence of gender differences in the fit of Holland's model was sought by submitting 14 (7 male; 7 female) previously published Strong Interest Inventory (SII) General Occupational Themes (GOT) scale correlation matrices to multiple structural analytic techniques. Randomization tests of hypothesized order relations (Hubert Arabie, 1987) and single sample confirmatory factor analyses (CFA) indicated a moderate to strong correspondence between GOT data and Holland's circular order and circumplex models. Randomization tests of differences in model–data fit, and two-sample CFA indicated that these models are a no more or less accurate representation of the observed data for men than for women. Additional analyses aimed at identifying gender differences in the misfit of specific aspects of Holland's model also yielded no evidence of differential fit.     

Individuals and environments: Linking ability and skill ratings with interests

Holland's (1997) theory of corresponding person and work environment structures was evaluated by comparing the integration of individual and occupational ratings of interests, abilities, and skills. Occupational ratings were obtained from the U.S. Department of Labor's O*NET database (U.S. Department of Labor, 2007). College students (494 women, 526 men) provided self-ratings of their interests, abilities, and skills. Property vector fitting was used to embed ability and skill ratings into the Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (RIASEC) interest structure, and bootstrapping was used to generate confidence intervals for the angles of the vectors and the magnitude of their fit to the Holland model. Across the individual and occupational ratings, 18 of 45 (40%) ability vectors and 41 of 48 (85%) skill vectors were fit into the RIASEC model. No significant gender differences were found in the integration of self-rated abilities and skills into the RIASEC circumplex; however, some differences were found between individual and environmental ratings. Obtained results highlight the potential utility and limitations of using Holland's model for representing both individual and occupational data in a common structure.     

Structure of vocational interests for diverse groups on the 2005 strong interest inventory

This study was designed to examine the structure of vocational interests in a diverse sample of individuals who completed the 2005 revision of the Strong Interest Inventory. We examined the fit of three racial/ethnic groups (African American, Caucasian, and Latino/a), both genders, and three levels of professional status (GRS participant, student, and working adult; N = 136, 219) with a less-stringent circular RIASEC ordering as well as a more stringent, equidistant RIASEC ordering. Results from circular unidimensional scaling analyses revealed a circular RIASEC order for all the samples with the exception of African American females in the General Representative Sample and Latinos in the adult sample. Additionally, results indicated gender differences in the adult and student samples suggesting a better fit with Holland's model for males than females.