An enhanced examination of Holland's consistency and differentiation hypotheses

The research support for Holland's concepts of consistency and differentiation has been equivocal (Nauta, 2010). To provide a reexamination of these concepts, a new method of operationalizing Holland's constructs of consistency and differentiation using the cosine fit function to the RIASEC score profile is proposed. The relation of these new indices to career certainty, congruence and the moderation of the congruence–certainty relation were examined in a sample of 118 college students (study 1). Support was found for the superiority of the cosine fit definitions of consistency and differentiation over the traditional representations. The cosine fit indices were further examined in a second study on 167 adults examining interest stability over 15 years. The cosine fit indices of consistency and differentiation were related to both occupational stability over 15 years and career satisfaction. The results suggest that the concepts of differentiation and consistency may still have merit but only with more exact methods of specification.     

Relation of person-environment fit to career certainty

This study examined the person-environment fit-career outcome relation by observing interests, self-efficacy and parental support as person aspects and major and occupational choice as separate indicators of the environment. Career certainty was selected as a career outcome. Two dimensional fit indices (People-Things and Data-Ideas) were examined as was the incremental validity of adding prestige fit indices. In addition, we examined the moderation of these PE fit-outcome relations by ethnicity (Anglos vs. Latino/a’s). Results revealed that the PE fit predictors were moderately related and none of the two dimensional PE fit predictors significantly related to career certainty, while nearly all of the Prestige PE fit-certainty relations were significant. Support was found for the spherical structure of work types and person variables [Tracey, T. J. G., & Rounds, J. (1996b). Contributions of the spherical representation of vocational interests. Journal of Vocational Behavior, 48, 85-95].     

The relation of social status to the career decision-making process

The relation of social status to individuals’ career decision self-efficacy (CDSE) and choice certainty was explored using a new, multifaceted measure of social status, the differential status identity scale (DSIS;, Brown, M. T., D’Agruma, H. D., Brown, A., Sia, A., Yamini-Diouf, Y., Porter, S., et al. (2002). Differential status identity: Construct, measurement, and initial validation. In Symposium presented during the annual convention of the American Psychological Association, Chicago, Illinois.). CDSE was also examined as a potential mediator between social class and career choice certainty. Pilot data and exploratory analyses supported the psychometric properties of the DSIS and the incremental utility of the DSIS over traditional, sociological indices of social class. Results for our college student sample indicated that greater access to economic resources, social prestige, and social power each related to higher levels of CDSE, but that the three facets did not contribute incrementally to CDSE. In addition, social status was related to career choice certainty, but this relation was fully mediated by CDSE.     

Relation of interest and self-efficacy occupational congruence and career choice certainty

A sample of 2145 adults completed the Personal Globe Inventory (PGI) as well as indicating their occupational choice and the certainty of this choice. The PGI yielded interest and self-efficacy scores and these were used with the occupational choice to calculate a congruence score for interests and one for efficacy. The prediction of career certainty by each congruence measure and their interaction was examined using hierarchical regression. The results indicated that while both interest and efficacy congruence were related to career certainty, efficacy congruence did not add to prediction above that obtained using interests congruence alone, however there was a substantial interaction. The agreement of interest congruence and efficacy congruence was related to a strong positive relation between congruence and certainty; whereas low agreement between interest and efficacy congruence was related to a non-significant relation between congruence and certainty. The results demonstrate the need to focus on both interest and efficacy and their agreement in our assessments and interventions.     

Variations in the Understanding of Interpersonal Behavior: Adherence to the Interpersonal Circle as a Moderator of the Rigidity–Psychological Well‐Being Relation

ABSTRACT The idiothetic structure of interpersonal trait perceptions was examined as it moderated the interpersonal rigidity–psychological well‐being relation. The focus was on the extent to which individuals' perceptions of the similarity of interpersonal behavior fits (i.e., adhered to) the normative interpersonal circle. In two samples of college students, individual differences in adherence to the interpersonal circle moderated the relation of interpersonal rigidity with various indices of psychological well‐being. We found that those individuals whose perceptions of interpersonal traits were better represented by the interpersonal circle had negative relations between interpersonal rigidity and satisfaction with life, self‐confidence, self‐liking, and complementarity and positive relations with interpersonal problems. The results suggest that adherence to the interpersonal circle may be a new means of viewing traitedness and that cognitive interpretation of traits may have an important moderating function.     

The relation between career decision-making strategies and person-job fit: A study of job changers

This study examined relations between three career decision-making strategies (rational, intuitive, and dependent) and person-job fit among 361 professionals who had recently changed jobs. We found that the relation between each decision-making strategy and fit was contingent upon the concurrent use of other strategies. A rational strategy related more strongly to fit when individuals also engaged in extensive intuitive decision making than when they engaged in limited intuitive decision making. In addition, a dependent strategy related negatively to fit only in the absence of extensive rational or intuitive strategies. Moreover, self-awareness and awareness of the environment mediated relations between career decision-making strategies and person-job fit. The implications of these findings for future research on career decision making were discussed.     

Metatraits: Enhancing Criterion‐Related Validity Through the Assessment of Traitedness1

With the growing use of personality tests as predictors of job performance, the reliable measurement of these personality variables has become important to selection researchers and practitioners. Metatrait researchers have examined the possibility that personality traits are not equally relevant for all people. This study sought to examine whether considering the relevance of a trait to an individual (i.e., traitedness) would enhance the predictive validity of a measure. Specifically, traitedness was expected to moderate the relationship between predictor and criterion scores such that the predictor‐criterion relationship would be stronger for traited than for untraited individuals. Consistent with this hypothesis, a strong moderating effect was found for traitedness between a measure of personality and an objective criterion. Contrary to what was predicted, traitedness only provided incremental validity, above personality, for supervisor ratings of job performance.     

Individuation in relation to parents as a predictor of career goals and career optimism in emerging adults

The aim of this study was to examine the associations of Slovenian emerging adults’ individuation characteristics (in relation to mother and father) with career goals and career optimism. We were interested in contributions of age, gender, certainty of study choice, and individuation dimensions when predicting intrinsic/extrinsic career goals and career optimism. The participants provided self‐reports on the Individuation Test for Emerging Adults, the Career Goals Scale and the Career Futures Inventory. The results showed that age did not relate to emerging adults’ career goals; however, older students reported lower career optimism than their younger counterparts. Furthermore, certainty of study choice was the most important predictor of career optimism, and, along with gender, of intrinsic career goals. Emerging adults who reported higher connectedness with both parents and self‐reliance in relation to mother had higher intrinsic career goals, while self‐reliance in relation to mother was positively associated with stronger optimism about an individual's future career. Fear of disappointing both parents significantly contributed to the prediction of extrinsic career goals and optimism, while parental intrusiveness did not add significantly to the prediction of the two measured career outcomes. The study confirmed the correlational effects of positive and negative aspects of individuation on career outcomes in emerging adulthood.     

Student teachers’ competence and career certainty: the effects of career anxiety and perceived control

In comparison to other professional faculties, student teachers are less certain about their career decisions. Consequently, examining the factors that influence their perceptions of career competence and certainty may be beneficial for their professional development. We examined how student teachers’ (n = 194) gender, grade of instruction, practicum, career anxiety, and perceived control affected their career competence and certainty. Anxiety had large and negative effects on competence and certainty. In contrast, primary control enhanced competence whereas secondary control enhanced certainty. High-practicum ratings were also associated with greater competence and certainty; however, these effects were mediated by anxiety and perceived control. These findings help us understand the transition that student teachers make from studentship to becoming professional teachers.     

Antecedents of educational/career preferences and choices

The primary purpose of this study was to investigate the influence of social reinforcement, modeling, direct reinforcement, and words and images on the acquisition of career-related preferences. The study also examined the mediating role of career decision-making skills (CDMS) on the factors influencing preference. Finally, the combined influence of career-related preferences and CDMS on certainty about career choices was investigated. A total of 47 college students completed a questionnaire describing antecedent factors influencing their preference for a major or a career and evaluating the degree of influence of each factor. Students' scores on a vocational maturity inventory were the basis for dividing them in high and low groups. Students identified social reinforcement as the most important antecedent for their career preference. Results indicated that CDMS mediate the influence of models and direct reinforcement on career preference. Career-related preference was a better predictor of career certainty among low than high maturity students. Findings support and extend a social learning theory of career development.     

Nonlinear Personality–Performance Relationships and the Spurious Moderating Effects of Traitedness

Abstract This article evaluated the validity of two traditional traitedness measures (i.e., standard deviation traitedness measures and global, single‐item traitedness measures) and three new traitedness measures (i.e., multi‐item, ranking, and facet traitedness measures). Overall, there was poor construct validity for both the traditional and new measures of traitedness. Furthermore, traitedness was a spurious moderator of the relationship between openness to experience and academic performance. Finally, evidence of nonlinear personality‐academic performance relationships was discovered.     

An examination of career indecision and application to dispositional authenticity

Authenticity has been viewed as a dimension related to life satisfaction, but we propose that authenticity is related to career outcomes. In this study, we examined the relation between authenticity and career indecision. Authenticity was assessed by the Authenticity Scale and it was found to be moderately related to different indices of career indecision in a sample of 537 undergraduate university students. Results are discussed in terms of their clinical and research implications and encourage a broader perspective in conceptualizing vocational concerns.     

Nonlinear personality-performance relationships and the spurious moderating effects of traitedness

This article evaluated the validity of two traditional traitedness measures (i.e., standard deviation traitedness measures and global, single-item traitedness measures) and three new traitedness measures (i.e., multi-item, ranking, and facet traitedness measures). Overall, there was poor construct validity for both the traditional and new measures of traitedness. Furthermore, traitedness was a spurious moderator of the relationship between openness to experience and academic performance. Finally, evidence of nonlinear personality-academic performance relationships was discovered.     

Metatraits and assessment of attributional style

Some personality trait dimensions may not be equally applicable to all people. The degree of applicability of a given trait, or traitedness, is conceptually distinct from trait level. In this study, 3 ways of assessing traitedness--interitem variance (R. F. Baumeister & D. M. Tice, 1988), scalability (K. Lanning, 1988), and construct similarity (W. F. Chaplin, 1991)--were applied to attributional style. A nonclinical sample (N = 123) completed measures of attributional style and depressive symptoms. In a series of multiple regression analyses, none of the traitedness indicators significantly moderated the relation of attributional style with depressive symptoms. The authors discuss several methodological and conceptual explanations for these null results.     

The influence of social comparison on career decision-making: Vocational identity as a moderator and regret as a mediator

This study investigated the influence of social comparison on career choice certainty and its potential mechanisms: regret as a mediator and vocational identity as a moderator. Before the formal experiment, 30 pairs of vocational values representing typical conflicts in career decision-making for Chinese university students were obtained. The formal experiment adopted a single-factor (social comparison VS no comparison) between-subject design with vocational identity as an independent covariate. Ninety-eight junior and senior undergraduate students and graduate students in a university in China were invited to participate in the computer-controlled experiment, which involved vocational identity assessment, social comparison manipulation, and analogue career-choice scenario tests. Path analysis showed that: (a) Social comparison significantly and negatively predicted career choice certainty; (b) Regret partially mediated the effect of social comparison on career choice certainty; and (c) Vocational identity did not moderate the path between social comparison and regret, but significantly moderated the negative effect of regret on career choice certainty. These results indicated that in the collectivistic Chinese culture, individuals' career development trajectories may not be totally independent and are subject to influences by other people's choices, while emotion of regret and vocational identity development all play significant roles in this intricate process.     

The Analysis of Consistency in Personality Assessment

ABSTRACT In recent years psychologists have treated not only the mean (or sum) but also the variability of a person's item scores on multi-item scales as significant individual attributes Variability measures and comparable statistics, interpreted as indicators of (in)consistency, have been used as a basis for rejecting test results or trait constructs In cognitive assessment the concern has been with test results, in personality assessment the emphasis has been primarily on traits and "traitedness" Some of the assessment procedures are described and discussed For personality assessment the main conclusions are ( a ) the use of intra-individual variability measures for identifying invalid test data could be explored and exploited more, ( b ) intra-individual variability is for many reasons to be considered a poor indicator of low traitedness rather than its hallmark, and ( c ) traitedness itself is a promising concept and certain alternative approaches to traitedness assessment seem promising and integrative     

“Where there is a will, there is an A”: examining the roles of self-efficacy and self-concept in college students’ current educational attainment and career planning

As previous research indicates self-efficacy and self-concept have similar effects on achievement outcomes, the current study investigated the differential effects of both constructs on academic performance and career path certainty in college freshmen. Results indicated high school GPA was best predicted by general self-efficacy, whereas current GPA was most strongly related to self-efficacy for learning. However, academic competence did not moderate either self-efficacy or academic performance. Career path certainty was best explained by general self-efficacy and job competence, and scholastic competence best predicted current academic performance. Yet, no mediation effect was found for general self-efficacy amongst the variables of self-concept, academic performance, and career path certainty.     

Vocational Maturity: Does Occupational Interest Testing and Feedback of Results Help Students?

A 'methods' experiment involving a programme of occupational interest testing and feedback of test information to a group of 72 lower-sixth girls is described. The effect of feedback information on the students' career maturity was measured at the end of the study, using Crites' Career Maturity Inventory (CMI). At the level of main effect, feedback did not have a significant effect on the selected indices of career maturity of the pupils in the programme. Work experience was a significant main effect in relation to the CM1 Attitude Scale and the Choosing a Job competency sub-scales. However, at the level of first-order interactions, a significant relation was found between feedback' and 'continuity of schooling' on the Attitude Scale. A significant interaction was also found between feedback' and 'subject specialism' in terms of the Knowing Yourself sub-scale. Implications for the school careers guidance programme and for further school-based research are considered.     

The effect of self‐regulated decision making on career path and major‐related career choice satisfaction

The present research examined the influence of self‐regulated decision making on satisfaction in career path (college major for Study 1, job for Study 2) and major‐related career choice. Results indicate a full mediating effect of fit in the relationship between self‐regulated decision making and satisfaction in career path. Self‐regulated decision making also influenced major–job congruence via satisfaction with a participant's college major. Findings suggest that individuals who possess self‐regulatory ability in decision‐making contexts were more likely to choose majors and jobs of good fit, experience satisfaction from their career decisions, and choose careers relevant to their college majors.     

ENHANCING CAREER BENEFITS OF EMPLOYEE PROACTIVE PERSONALITY: THE ROLE OF FIT WITH JOBS AND ORGANIZATIONS

Organizations increasingly expect employees to demonstrate proactive behaviors. We examined person–organization fit (P–O fit) and person–job fit (P–J fit) as moderators of the relationship between proactive personality and intrinsic career success (job and career satisfaction). We hypothesized that proactive personality would be related to intrinsic career success only to the extent that individuals had high fit with organizations and jobs. In Study 1, using a sample of 295 teachers and 139 of their peers working in 15 elementary and high schools in Turkey, we found that proactive personality was positively related to job satisfaction only for individuals with high P–O fit. Furthermore, proactive personality was positively related to career satisfaction only for individuals with high P–O fit and for individuals with high P–J fit. We replicated the findings for P–O fit as a moderator of personality with respect to job and career satisfaction in Study 2, using a sample of 203 university professors in the United States. We found no support in either sample for P–J fit as a moderator of proactive personality with respect to job satisfaction. In Study 2, we found that research productivity was related to proactive personality differentially for high and low P–J fit tenure-track faculty members.