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.     

The Vocational Interests of Beautiful Women

This paper reports the analysis of Strong Vocational Interest Blank scores for about 100 fashion models. Their interest patterns reflect preferences for the dramatic over the routine, the unstructured situation over the structured. These girls favor verbal occupations, and show particular aversion toward working with numbers in precise, disciplined settings. They are pretty, they know it, and they prefer activities that permit them to take advantage of their attractiveness.     

当代大学生职业兴趣结构特征研究

通过实际调查对当代大学生的职业兴趣结构特征进行了分析研究。用主成分分析方法以及多维尺度方法探索出当代在学生的职业兴趣有三个潜在维度,可以分为18类。利用RANDALL和18RQNd96程序检验职业兴趣结构,构建了职业兴趣的球形模型。     

Support for Affirmative Action Initiatives Among Diverse Groups: The Role of Ethnic Identity

This study investigates the relationships among demographic factors (race/ethnicity, color, and gender), ethnic identity (i.e., the degree to which one identifies with and feels a part of one's racial or ethnic group), and support for affirmative action initiatives. Using a sample of 1,880 university employees, the results of this survey study reveal that women and minority group members express higher levels of ethnic identity and support for affirmative action initiatives, mirroring previous research. In addition, the findings indicate that ethnic identity and support for affirmative action initiatives are correlated and that ethnic identity serves as a mediator and moderator in the relationship between demographic variables and support for affirmative action for some subgroups.     

Conflict of Interests and Commitment in Groups1

Behavioral commitment levels of group members were examined under conflict of interests between individual and collective tasks in a work-group scenario. Commitment was conceptualized as the amount of time and effort resources that individuals chose to allocate to the group task. Seventeen groups of three allocated 100 time and effort resource units to individual and group tasks for each of four trials. The level of commitment to group work increased, partially because over-rewarded persons increased group contributions more than underrewarded persons decreased them. However, the variance of allocations to the group task did not decrease over trials. Potential implications of the findings for organizational research and practice concerning work groups are discussed in terms of the roles of equity, comparative referent use, and information exchange.     

Media Effects and Communication Bias in Diverse Groups

This paper extends research on factors influencing effective communication in diverse groups. The effects of social group membership on attention and influence were examined using 17 groups of three men and three women. Each group discussed a controversial topic face-to-face or using either an anonymous or an identified group support system environment. Social group membership biased both attention and influence; these effects were eliminated when discussions were conducted electronically—even when social group membership of participants was identifiable in the electronic media.     

The Effects of Competition on the Decision Quality of Diverse and Nondiverse Groups

Research has validated that intragroup cooperation, rather than competition, produces more positive group interaction and interpersonal acceptance which leads to better performance. The unique values of culturally diverse group members, however, may influence group processes and performance if these group members respond differently to situational cues. Research on the interaction between cultural diversity and competitive team situations would benefit organizations that employ an increasingly diverse work force. The primary purpose of this study is to explore the effects of cultural diversity on group performance and group processes by comparing culturally diverse and culturally nondiverse groups under conditions of intergroup competition and noncompetition. This experiment was conducted using 500 upper-level undergraduate students enrolled in a principles of management course at a large university in the southwestern United States. The results of this experiment indicate that the competitive nondiverse groups performed better than did the noncompetitive diverse groups in terms of quality of performance. Results also suggest that both the culturally diverse and culturally nondiverse groups outperformed their best individual members' scores when they were matched with competitive situations that enhanced their innate group processing styles. Organizations can increase their effectiveness by appreciating that diverse and nondiverse groups respond differently under conditions of competition and noncompetition.     

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.     

The Vocational Interests of Dartmouth College Freshmen: 1947-67

Almost every freshman entering Dartmouth College in the last 20 years has completed the SVIB; this is a report of the trends in their measured interests over this period. Briefly, interest in scientific occupations has been increasing, interest in business occupations decreasing. Mean scores on the CEEB and high school rank information are included here, and may show substantial increases among the more recent classes. Selection with these variables may have created the trends in measured interests. Because selection of a student, or of his peer group, is probably the most important influence an institution has on a student, we should know more about the indirect effects of our current selection techniques.     

Usefulness of Gati's Hierarchical Model of Vocational Interests for Career Counselors

Career counseling is complicated and involved, requiring counselors to use a conceptual framework to help guide them through the process. Using a case study, the author demonstrates how Gati's hierarchical model of vocational interests can assist counselors in working with clients concerned about their careers.     

The Meaning, Development, and Career Outcomes of Breadth of Vocational Interests

Breadth of vocational interests (BVI) denotes the diversity of an individual's vocational interests. Not much is known about the meaning and development of BVI or its career outcomes. The authors' framework for conceptualizing the development of BVI includes three individual difference domains (i.e., life experiences, cognitive ability, and personality) related to the development of BVI and three possible outcomes (i.e., career commitment, job involvement, and stability of occupational classification). The framework is tested longitudinally. It appears that life experiences are more instrumental in the development of women's BVI, whereas academic achievement is more important for men. These findings have practical implications for counselors, career clients, and researchers alike. In light of the suggested changes in career management and the dynamic work environment, understanding BVI should prove insightful to all. BVI may be associated with adaptability to a changing economy and shifting job demands.     

The Influence of Holland's Vocational Interests on Work-Family Conflict: An Exploratory Analysis

Drawing on a sample of 438 working professionals from various organizations across the central United States, the authors investigated the relationship between Holland's (1959, 1997) RIASEC (Realistic, Investigative, Artistic, Social, Enterprising, Conventional) model and employee perceptions of work-family conflict. Results revealed that the RIASEC model contributed unique variance in predicting work-family conflict beyond demographic characteristics and the Big Five personality constructs. The RIASEC interests were found to be associated with different dimensions of work-family conflict. These results signal that vocational interests may influence not only work-related attitudes and behaviors (e.g., job satisfaction, performance), but also one's ability to balance work and family demands.     

The Structure of Cultural Identity in an Ethnically Diverse Sample of Emerging Adults

The present study was designed to examine the structure of cultural identity in the United States, both across variables and across persons. An ethnically diverse sample of 349 emerging-adult university students completed measures of orientation toward American and heritage cultural practices, acculturation strategies, individualism-collectivism, independence-interdependence, ethnic identity, and familism. Across variables, results of factor-analytic procedures yielded three dimensions of cultural identity: American-culture identity, heritage-culture identity, and biculturalism. This factor structure was consistent across the three largest ethnic groups in the sample (Whites, Blacks, and Hispanics). Ethnic differences emerged in the associations of these cultural identity factors to familial ethnic socialization, acculturative stress, and perceived ethnic discrimination. Across persons, cluster-analytic procedures revealed two groups of participants–those who endorsed American-culture identity highly and those who endorsed both American and heritage cultures highly. Implications for theory and for further research are discussed.     

Measuring Religiosity/Spirituality in Diverse Religious Groups: A Consideration of Methods

Minority religious groups continue to grow in the United States, and traditional religious groups are becoming more diverse. The purpose of this paper is to detail the methodology of the measure adaptation and psychometric phase of an ongoing study that is designed to describe the relationship between R/S, emotional extremes, and risk behaviors in Christian, Jewish, and Muslim high school students as they transition to college. Unique challenges associated with measurement, recruitment, and research team dynamics were encountered. These challenges and possible solutions are discussed in the context of conducting research that focuses on religious minority groups.     

The Roles of Personality Traits and Vocational Interests in Explaining What People Want Out of Life

Life goals reflect people’s aspirations of what they want to become and what kind of life they want to live. In two student samples from the United States (N = 385) and Iceland (N = 1338), we used hierarchical regression and relative weights analyses to first replicate Roberts and Robins (2000) finding that Big Five personality traits predict major life goals, and then to test whether vocational interests have incremental validity in explaining major life goals over and above personality traits. Overall, vocational interests explained larger amounts of variance in major life goals than personality traits, and added incremental validity above and beyond personality traits. Expectations about specific linkages were largely confirmed across the two samples, providing implications for theory and practice.     

Client Vocational Interests as Predictors of Client Reactions to Counselor Intentions

It was hypothesized that client vocational interest scores would predict client reactions to counselor intentions in Hill and O'Grady's (1985) process model. Twenty-four volunteer undergraduate clients (17 women, 7 men) assigned to counseling treatment with 24 doctoral students (14 women, 10 men), reviewed 3 videotaped sessions recording intentions and reactions, respectively. Results indicated that client vocational interests were predictive of reactions clients reported in response to counselor intentions. Issues of working with persons with various vocational interests, limitations, and directions for future research are discussed.     

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。