Distinctive self and occupational member concepts in different occupational preference groups

This investigation attempted to test and extend selected aspects of Super's self-concept theory of career development. Four hundred twenty-eight male college student subjects, representing 39 college majors, selected their most-preferred occupational interest areas from a list of 14 factorially separable areas. The students described both themselves and their most-preferred occupational member concepts with Adjective Check List items. Individuals with demonstrably different self-concepts and occupational preferences displayed differences in the concepts that they held of members of their preferred occupational areas. Relatively distinct dimensions of similarity of self and occupational member concepts among students who preferred the same occupational area were also found.     

Cooperative education,career exploration,and occupational concepts for community college students

Super's self-concept theory of career development and Jordaan's construct of vocational exploratory behavior were used to investigate the outcomes of a college cooperative education program. The effects of an internship were compared with those of a classroom experience with regard to change in similarity between self- and occupational pictures (incorporation scores). A measure of incorporation was administered to 85 students who worked during one quarter, and 99 students who were enrolled in classes during the same period. Both groups increased in incorporation for prospective occupation (t = .01, p > .10). For the internship group no difference was found between increase in incorporation for first- and second-choice occupation (t = .24, p > .10), while for the classroom group the increase in incorporation for prospective occupation was significantly greater than for second-choice (t = 2.80, p < .01). This result was discussed in light of the implication that the internship stimulated vocational exploratory behavior. Roe's system of occupational classification revealed an unexpected lack of relationship between first- and second-choice occupations. These findings were discussed in relation to the career development of the working-class community college sample.     

Adolescent correlates of occupational stability and change

Using Super's Career Pattern Study data, this study investigated the high-school age correlates of occupational stability and change among 148 men between the ages of 25 to 35. Only high-school grades were positively, though weakly, associated with both occupational stability and the degree of vocational progress that resulted from changing fields. In contrast to previous, shorter-term prediction studies, the lack of consistent relationships between high-school age correlates and adult occupational stability and change was probably due to the overriding effects of intervening events and experiences occurring between the high-school years and adulthood.     

Traditionality of choice and sex-role identification as moderators of the congruence of occupational choice in college women

This study examined the relationship of traditionality of occupational preferences and sex-role orientation to personality-occupational environment congruence in college women. Three-letter Holland personality codes were obtained for each of 184 college women based on same-sex normative scores from the Strong-Campbell Interest Inventory and on scores from the ACT Unisex Interest Inventory (UNIACT). Subjects' occupational preferences were classified as traditional, moderately traditional, or nontraditional based on the percentages of women in the occupation. Scores on the Bern Sex Role Inventory were used to classify subjects into one of four sex-role categories. Results indicated a strong association between congruence and traditionality of choice; women whose choices were in nontraditional career fields were significantly more likely to be making choices congruent with their personality type than were women choosing traditional career fields. Further, while sex-role orientation was not significantly related to either congruence or traditionality, masculine-typed women were most likely to make nontraditional and congruent career choices, while the majority of feminine-typed, androgynous, and undifferentiated women stated preferences for traditional career fields. Implications for the applicability of Holland's congruence postulate to women's vocational behavior are discussed.     

The dimensions of career and work orientation in college women

The purpose of this study was to clarify the meaning of the construct, career orientation. Fourteen presumed measures of career orientation as well as Super's Work Values Inventory were administered to college women. Analysis of the relationships among these variables identified two relatively independent clusters. The first cluster most closely approximated the usual definition of career orientation. Career-oriented women were found to be highly career motivated and perceived the career role as primary in their adult lives. The second cluster was called work orientation. This orientation characterized women with well-defined occupational aspirations who placed a high value on both the career role and marriage-family responsibilities in their future. Work-oriented women tended to choose traditionally feminine occupations in contrast to the career-oriented women whose aspirations included higher level and less traditional occupations.     

Toward an occupational classification for self-employed men: An investigation of entrepreneurship from the perspective of Holland's theory of career development

This study addressed entrepreneurship from the perspective of Holland's theory of career development. Sixty-four male entrepreneurs were interviewed and administered Holland's Vocational Preference Inventory. The respondents were classified as either Craft Entrepreneurs or Opportunistic Entrepreneurs, and the characteristics of the two groups were compared. The results of this study indicated that the Craft Entrepreneurs can be described as having a Holland occupational code of ERA, and the Opportunistic Entrepreneurs can be described as having a Holland occupational code of EAI. It is recommended that additional research should investigate self-employment as a distinct career option.     

Sex-role self-concept and attitudes related to occupational daydreams and future fantasies of college women

This study explored the relationship of sex-role self-concept and general attitudes toward women's roles to patterns of career preferences and to career salience among 50 undergraduate women. Sex-role self-concept was measured by the Bem Sex-Role Inventory, and attitudes by the Attitudes Toward Women Scale. Patterns in career preferences were determined by studying the degree of gender dominance in past occupational daydreams as well as in present college major and intended future occupation. Career salience was measured using a content analysis of written future fantasies. Sex-role self-concept was related to past occupational preferences, with masculine-typed women showing a pattern of nontraditional daydreams compared to those of feminine-typed women. Attitude variables were related to present career choices, with liberal women in more male-dominant fields than conservative women. Both self-concept and attitude variables were related to career salience, measured by the proportion of fantasies about the future devoted to work themes. Masculine women showed evidence of more career salience than androgynous or undifferentiated women, and liberal women more than conservative women.     

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.     

Occupational mobility as measured by Holland's theory of career selection

This study examined the occupational mobility of men ages 45–59 as measured by Holland's theory of career selection and its relationship to men in the work force. Stability was discussed in two distinct ways: (1) stability within a job, and (2) stability in the kind of work a man does over a career. In his research Holland concluded that Realistic and Investigative personality types would change personality type less often and have more stable job choices in comparison to other personality types. The results of this study supported these findings to some extent, but also concluded that stability in a personality type was strongly influenced by the number of jobs available in a particular personality type and the structure of the labor market demand. In addition the results showed that psychological concepts seem to be more important in changing jobs than in selecting initial jobs.     

The development of career choices: The relationship between patterns of commitment and career outcomes in adulthood

This study was designed to examine the theoretically predicted adult career outcomes of individuals who engage in different developmental patterns of commitment to choice. It was hypothesized, based on D. E. Super's formulations, that those who engage in increasing commitment and who do not revert to earlier behaviors would experience the most desirable outcomes in adulthood. This hypothesis was tested using an analysis of longitudinal data in relation to career outcomes at two points in adulthood. Minimal support for the hypothesis was found in combination with some findings to suggest that developmental patterns of increasing commitment may not lead to the predicted desirable outcomes. Implications for theory revision and future research are discussed.     

Career education and career maturity

The relationships between career maturity and the career curriculum practices and policies of 38 Melbourne metropolitan secondary schools were investigated in this study. An Australian adaption of the Career Development Inventory was used as the measure of career maturity of random samples of year 9 and year 11 students. Career curriculum practices were ascertained via questionnaires. Questionnaires were completed by the principal, career teacher, and three subject teachers in each of the schools in the study. The questionnaires yielded five factors, one associated with congruence to Super's theory and four assocated with innovation/implementation factors. The results of the study supported the view that schools with career education programs achieved higher gains in the career maturity of their students between years 9 and 11 than schools with no career education programs. The findings also showed a strong relationship between the type of program offered, the support of the school for that program, and the gains in career maturity of the students between years 9 and 11.     

Measured interests versus expressed interests as predictors of long-term occupational membership

This study compared the predictive accuracy of measured versus expressed interests over a 21-year period using as a criterion occupational membership at age 36. Subjects were 83 males whose measured and expressed interests were elicited at ages 15, 18, and 25. The Strong Vocational Interest Blank was used to determine measured interests while expressed interests were determined through a combination of questionnaires and interviews. C. McArthur's (Journal of Applied Psychology, 1954, 38, 346–353) method was employed to determine the predictive validity of subjects' measured interests. The predictive validity of expressed interests was determined by using A. Roe's (The psychology of occupations. New York: Wiley, 1956; Journal of Counseling Psychology, 1957, 4, 212–217) scheme for occupational classification to code occupational preferences and compare them to age 36 occupations. Results indicated that at each point in the study expressed interests were slightly better predictors of age 36 occupational membership than measured interests. Supplementary analyses revealed no relationship between the extent to which subjects' measured or expressed interests corresponded to age 36 occupations and either overall job or career satisfaction.     

Vocational maturity in adulthood: Toward turning a model into a measure

It is postulated that adult vocational maturity needs to be assessed because of the changing developmental tasks encountered during the course of a career. Vocational maturity having been found to be multidimensional, existing undimensional inventories of adult vocational maturity are considered of limited although demonstrated validity. Relevant theories of adult vocational development and adjustment are reviewed. Super's proposed adult vocational maturity model is examined for the promise that it offers and for the problems that arise in developing a multidimensional measure of vocational maturity. A way of surmounting these problems is proposed as a basis for work now being undertaken.     

Personality correlates of occupational status according to Holland types

The present investigation sought to identify personality correlates of occupational status. Because occupational status is a direct function of occupation, the relationship between personality and status was examined both within and across occupational groups using Holland's 1973 typology. Four two-way analyses of covariance of 16PF (Sixteen Personality Factor Questionnaire, Form A) second-order personality factors were performed using data from 175 employed adult males. No single personality factor was associated with status across occupational types. Among Social occupations, the low-status group had higher Extraversion and lower Anxiety scores than the high-status group. In general, the relationship between personality factors and occupational types provided additional confirmation of Holland's theory using an employed adult sample.     

The measurement of perceived opportunity for occupational attainment

Many writers implicate perceptions of the opportunity structure in the labor market as essential components of the formation, stability, and enactment of socioeconomic achievement attitudes. These perceptions of opportunity are thought to be observed structural constraints and reflective of more than just pure motivation. Previous attempts at measuring “perceived opportunity” have no consistent approach or conceptualization. This study evaluates a 10-item scale of perceived occupational opportunity in an attempt to overcome many of these problems. Using panel data covering the period of career decision making and labor force entry (adolescence to young adulthood), the internal reliability and construct validity of the linear composite are assessed. The scale's external validity is then further explored within the context of a structural equation model linking perceived opportunity to social origins, adolescent career plans, and early socioeconomic attainments.     

Two tests of Maslow's theory of need fulfillment

In a two-part test of Maslow's theory of human motivation, two relationships were explored: (1) the relationship between need importance and need deficiencies, and (2) the relationship between need deficiencies and life satisfaction. The subjects were groups of women college graduates in three types of occupations: professional-managerial, clerical-sales, and homemaking. In the first study, group differences in actual deficiencies did not support the hypothesis that need importance is negatively correlated with need deficiencies. Rankings of the deficiencies for the three groups, however, were consistent with the hypothesized relationship, as were the small but significant correlations that were obtained between need importance and deficiency values. In the second study, the findings gave partial support to Maslow's theory in that a significant relationship was found between need fulfillment and life satisfaction for two of the three occupational groups. The findings of both studies are discussed in relation to considerations in women's career development.     

Differentiation of occupational perceptions among different age groups

The perception of occupations plays a key role in many vocational behaviors and in theories of vocational development. This study hypothesizes that occupational perceptions are more specific for older age groups than for younger age groups.This hypothesis was tested by using latent root analysis and minimum residual factor analysis to analyze the intercorrelations among six Vocational Preference Inventory (VPI) scales for five large and diverse samples-elementary school students, rural high school seniors, college freshmen, employed salesmen, and employed women.Both analyses supported the hypothesis. The results are discussed in relation to those of Cureton (1970) and the implication is drawn that occupational perceptions may be used to estimate a person's level of vocational development.     

A developmental model for the occupational socioeconomic status of American men

Prior research suggested that psychological, sociological and economic variables, measuring both differential and developmental dimensions, must be considered for an exhaustive analysis of adult vocational status. From the resulting estimated predictive model, occupational socioeconomic status was examined through 16 selected family, ecological, educational, ethnoreligious, and political predictor variables. The data were obtained from a national sample of 1355 American men. Factor analysis supported the hypothesized existence of an educational-socioeconomic factor and a political identification factor, plus a less discrete religiousity factor. Path analysis confirmed that a respondent's education, adult social class, and father's occupational socioeconomic status were principle predictors of the respondent's occupational socioeconomic status.     

Relations of socioeconomic status and sex variables to the complexity of worker functions in the occupational choices of elementary school children

The relationships of sex and socioeconomic status to complexity of worker functions in the occupational choices of elementary school children were studied. Complexity of worker functions was defined in terms of the most complex level of interaction required of a worker, when interacting with data, people, and things. The children included in the study were third- and fifth-grade students, divided on the basis of grade, sex, and socioeconomic status. The children's occupational choices were scored for complexity with the code numbers of the worker function hierarchies of the U.S. Employment Service's Dictionary of Occupational Titles (Washington, D.C.: U.S. Govt. Printing Office, 1977, 4th ed.). Findings based on the obtained data indicated the following: (a) a positive relationship between socioeconomic status and complexity of data manipulation in occupational choices; and (b) greater complexity of interaction with things in the occupational choices of boys, than girls. The positive relationship between socioeconomic status and complexity of data manipulation was accounted for by the children's exposure to their parents' orientation toward data manipulation. Apparent differences in the play activities of boys and girls was used to explain differences between the sexes in the levels of complexity of interactions with inanimate objects and animals.     

Applying an occupational classification to the work histories of young men and women

Holland's occupational classification was used to analyze the work histories of a national representative sample of young men and women ages 14 through 24. Hypotheses tested were concerned with the psychological orderliness of occupational changes, the relationship between occupational experiences and aspirations, and the relationship between consistent occupational codes and the stability of work histories. The analyses supported the usefulness of the occupational classification for organizing the work histories of both young men and young women. For both sexes, the classification reflected regular patterns of job changes. The category of a person's earlier job was an efficient predictor of a person's subsequent jobs; likewise, the category of a person's current job forecasted the category of his vocational aspiration. The consistency of an occupational code was also related to job stability for whites but not for blacks.