Congruency,consistency, and differentiation of vocational interests as predictors of vocational satisfaction and preference stability

The Ramak interest inventory (Meir, E. I. Manual for the Ramak and Courses interest inventories, 1975; Barak, A. & Meir, E. I. Journal of Vocational Behavior, 1974, 4, 377–387), together with an occupational choice satisfaction (OCS) inventory, was administered to 158 males and 202 females who had responded to the Ramak 7 years before. The results of the study show: (a) congruence (Holland, J. L. Making vocational choices, 1973) correlated positively with males' and females' OCS (p < .01), while consistency and differentiation correlated with males' OCS when vocational interests were congruent with occupational field; (b) congruency, consistency, and differentiation all had a positive effect on OCS of males (p < .05); (c) when there was incongruency, no negative correlations between consistency and differentiation on the one hand and OCS on the other were found; (d) for males and females, positive correlations (p < .05) were found between congruency, consistency, differentiation, and stability of occupational interests; and (e) differentiation measured in percentages was found valid twice. Theoretical and practical implications of the findings are discussed.     

A hierarchical model for the structure of vocational interests

In this study a hierarchical model for the structure of vocational interests is proposed. Theoretical and methodological considerations, reanalysis of the C. E. Lunneborg and P. E. Lunneborg (Journal of Vocational Behavior, 1975, 7, 313–326) data, and an alternative interpretation of existing findings suggest that this model accounts for the interrelations among the vocational interest fields better than the hexagonal-circular models, or the four-factorial structure proposed by Lunneborg and Lunneborg (1975). The implications of this hierarchical model for vocational theory and some applications in vocational guidance are discussed.     

Examining the reliability and validity of an adapted scale of educational-vocational undecidedness in a sample of graduate students

The present study was an attempt to determine the reliability and validity of an adapted vocational indecision scale designed for undergraduates (Osipow, S. H., Carney, C. G., Winer, J. L., Yanico, B. J., & Koschir, M., In Journal of Vocational Behavior, 1976, 9, 237) for use in a graduate student population. Internal consistency, test-retest, interrater reliability, and validity coefficients were calculated. A factor analysis and a multiple regression were also conducted. The findings suggest that the characteristics of the adapted indecision scale for the graduate students sample are similar to the characteristics of the unadapted instrument for the undergraduate sample in the S. H. Osipow, C. G. Carney, and A. Barak (Journal of Vocational Behavior, 1976, 9, 223–243) study. Potential therapeutic and research uses of the adapted indecision scale are also discussed.     

On aspiring to present a developmental theory of occupational aspirations: A reader's guide to Gottfredson

L. S. Gottfredson's preceding comment (Journal of Vocational Behavior 1983, 23, 203–212)is characterized by undocumented and arbitrary assertions. Moreover, we still maintain and cite further evidence that the features of the stages she describes represent an implausible account of development. We conclude that there is nothing in either L. S. Gottfredson's original (Journal of Counseling Psychology 1981, 28, 545–579) article or her preceding paper that leads us to alter our belief that the views we present in our own article (Journal of Vocational Behavior 1983, 23, 179–212) will be useful for the future development of vocational theory and intervention.     

Do birds of a feather flock together? A test of the similarities within and the differences between five occupations

Two sets of samples of 40 women from each of five different occupations were subjected to J. H. Ward's (Journal of the American Statistical Association, 1963, 58, 236–244) hierarchical cluster analysis, using an index of similarity from Kuder, 1977, Kuder, 1980, 40, 1–8). The five-group solution in neither case adequately recaptured the occupational membership of the original groups. This finding was interpreted to mean that there may be important differences in the interests of person in the same occupation, which in turn has implications for occupational scaling on interest inventories and theories of career development and counseling.     

Individual needs as correlates of satisfaction and involvement with a modified Scanlon Plan company

This investigation examined individual need strengths as they relate to job satisfaction and job involvement with a company using a modified Scanlon Plan. Participants in the study were 78 production workers. The company utilized a unique management system which stressed employee participation, semi-autonomous work teams, individual pay incentives, and a plant-wide bonus system based on yearly profits. The study focused on four of H. A. Murray's (Explorations in personality, New York: Oxford Univ. Press, 1938) original needs: n Ach, n Aff, n Aut, and n Dom. Satisfaction and involvement were positively related to n Ach and n Dom, but negatively related to n Aut. Results pertaining to the n Aff scale could not be interpreted due to a low degree of internal consistency. Issues related to the internal consistency of the Manifest Needs Questionnaire (R. M. Steers & D. N. Braunstein, Journal of Vocational Behavior, 1976, 9, 251–266) are discussed along with the potential role of individual differences in understanding employee reactions to the Scanlon Plan process.     

Masculinity-femininity perceptions of job requirements and their relationship to job-sex stereotypes

Perceived sex appropriateness of the work situation is believed to constrain work opportunities, particularly for women. However, sex appropriateness may be defined either with respect to the entire job or with respect to the tasks which comprise the job. In this study sex appropriateness of job tasks was examined by obtaining subjective estimates of the masculinity-femininity of the job requirement dimensions defined by the Dictionary of Occupational Titles (DOT). Results indicate that interacting with things is perceived as masculine, interacting with people is perceived as feminine, and interacting with data is perceived as falling between the other two. There is less agreement on the masculinity-femininity of specific types of interactions with data, people, and things. Sex appropriateness of specific requirements was found to be only moderately associated with the DOT's assessment of the complexity of those requirements. Further, sex appropriateness of job requirements was not highly related to the job sextypes established by Shinar (Shinar, E. H. Journal of Vocational Behavior, 1975, 7, 99–110) and Krefting et al. (Krefting, L. A., Berger, P. K., and Wallace, M. J. Jr. Journal of Vocational Behavior, 1978, 13, 181–191). This suggests that sex appropriateness of a job and sex appropriateness of the tasks which comprise the job are distinct, separate concepts.     

Testing models for the structure of vocational interests

Several studies aimed at testing the validity of Holland's hexagonal and Roe's circular models of interests showed results on which the null hypothesis of random arrangement can be rejected, and the investigators concluded that the tested models were supported. None of these studies, however, tested each model in its entirety. The present study is based on the assumption that the rejection of the null hypothesis of chance is not rigorous enough. Reanalysis of 13 data sets of published studies, using a more rigorous method, reveals that although the random null hypothesis can in fact be rejected in 11 data sets, the hexagonal-circular model was supported by only 2 data sets and was rejected by 11 data sets. The hierarchical model for the structure of vocational interests (I. Gati, Journal of Vocational Behavior, 1979, 15, 90–106) was submitted to an identical test and was supported by 6 out of 10 data sets, including 4 data sets that rejected the hexagonal-circular model. The predictions of each of the models which tend to be discontinued by empirical data were identified. The implications of the findings for the structure of interests and occupational choice are discussed.     

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.     

Developmental aspects of the generation effect

Children from Grades 2, 3, 5, and 7 (7.6, 9, 11, and 13 years of age, respectively) were required to generate or study exemplars of semantic categories (semantic orientation) or rhymes to stimulus words (phonetic orientation). Each child then participated in one of three retention tests: free recall, standard recognition, and rhyme recognition. The results indicated that the developmental emergence of the “generation effect” (C. E. McFarland, Jr., T. J. Frey, & D. D. Rhodes, Journal of Verbal Learning and Verbal Behavior, 1980, 19, 210–225; N. J. Slamecka & P. Graf, Journal of Experimental Psychology: Human Learning and Memory, 1978, 4, 592–604) was dependent on both encoding orientation and the type of retention task employed. A substantial generation effect first emerged (7-year-olds) for standard recognition in the semantic condition. A similar effect for recall was evident for 9-year olds, but not for younger children. Internal stimulus generation became a strong memory facilitator for phonetically encoded items at age 11 for standard recognition, but not until age 13 for recall. The results of the rhyme recognition test indicated that internal generation facilitated “transfer-appropriate processing” (C. D. Morris, J. D. Bransford, & J. J. Franks, Journal of Verbal Learning and Verbal Behavior, 1977, 16, 519–533) only for seventh graders (age 13). The processes underlying this developmental pattern were discussed.     

Subjective utility,anticipated utility,and the Allais paradox

One of the most notable counterexamples to expected utility theory is the “Allais paradox” (M. Allais, 1953, Econometrica, 31, 503–546). A number of alternative theories have been proposed in an attempt to resolve this paradox, notably including Karmarkar, 1978, Karmarkar, 1979, 24, 67–72). It is shown that SWU theory necessarily involves violations of dominance, but that the theory can be modified to avoid these violations. The result is a special case of J. Quiggin's anticipated utility theory (1982, Journal of Economic Behaviour and Organisation, 3, 323–343).     

Types produce types—Especially fathers

Employing a larger sample and a more stringent statistical criterion, this study replicated an attempt by T. G. Grandy and R. F. Stahmann (Journal of Vocational Behavior, 1974, 5, 231–239.) to test Holland's hypothesis that parents' personality types foster similar offspring personality development. The relationships between paternal and offspring personality types were consonant with the findings of Grandy and Stahmann but the role of maternal personalities remained unclear. An explanation was offered that fathers' personality types carry more weight in the development of offspring types.     

Vocational behavior and career development, 1978: A review

In sum, the research in 1978 was diverse and of good quality and quantity. However, there continues to be a clear need for longitudinal research of all kinds (in particular on the career development process) and a need for additional research with the employed adult population, although the past few years demonstrate improvement in the latter area.In 1978 the most productive research area as suggested by this review was associated with the women's movement and manifested by research primarily on sex stereotyping and women's careers. Ranking second was the topic of theoretical developments in vocational behavior led by the research on Holland's constructs. These two research trends accounted for about 50 studies; 26 and 24, respectively. Job satisfaction assumed the third position with some concentration on satisfaction and work motivation. Next and very much clustered were life-span aspects, assessment, and job performance. Each of these research themes stimulated about 17 studies that were reviewed here. Vocational interventions and race differences received moderate attention while job interview variables and occupational environments sparked very limited work in the more psychologically oriented journals.The major contributor to the 1978 review was of course the Journal of Vocational Behavior (62 studies), followed by the Journal of Applied Psychology (25 studies). Five other journals contributed an average of about 10 studies. These were the Journal of Counseling Psychology, Journal of Measurement and Evaluation in Guidance, the Journal of Organizational Behavior and Human Performance, Personnel Psychology, and the Vocational Guidance Quarterly. These appear to be the major journals publishing work on vocational behavior and career development.Finally, the volume of research on vocational psychology continued on an upward trend in 1978. This review and the previous reviews (Betz, 1977; Osipow, 1976; Zytowski, 1978) clearly document this trend.     

Elkind on egocentrism

The purpose of this paper is to respond to D. Elkind's (1985, Developmental Review, 5, 218–226) reply to D. Lapsley and M. Murphy's (1985, Developmental Review, 5, 201–217) critique of the adolescent egocentrism theory. After a reprise of the issues in contention, we address the problem of theoretical consistency and self-other differentiation in Dr. Elkind's (1967, Child Development, 38, 1025–1034) theory. The role of formal operations in the Lapsley and Murphy (1985) account of the imaginary audience and personal fable is revised, and the empirical support for Elkind's theory is reviewed. We conclude that there are good conceptual and empirical grounds for doubting the major assumptions of the adolescent egocentrism theory, and that the Lapsley and Murphy (1985) framework has promise in suggesting theoretical integration with other approaches to the self.     

On mediation

The mediation-nonmediation dichotomy proposed by the Kendlers (Psychological Review, 1962, 69, 1–16) and subscribed to by Cole and Medin (Journal of Experimental Child Psychology, 1973, 15, 352–355) is reviewed and critiqued. It is proposed that the appropriate question for research is how children mediate, not when they mediate.     

Need for uniqueness,self-schemas,and thought as moderators of the false-consensus effect

L. Ross and his colleagues (L. Ross, D. Greene, & P. House, 1977, Journal of Experimental Social Psychology, 32, 880–892) have demonstrated the tendency for people to expect peer similarity in behavior, termed the “false-consensus” bias. The present study was concerned with factors that might affect the generality of this bias. Specifically, we looked at the impact of level of need for uniqueness (C. R. Snyder & H. L. Fromkin, 1977, Journal of Abnormal Psychology, 5, 518–527), existence of a self-schema (H. Markus, 1977, Journal of Personality and Social Psychology, 35, 63–78), and thought on expectations of peer similarity. It was predicted that thought would polarize the estimates of high and low N Uniq individuals in opposite directions, but only when the individual possessed a self-schema along the relevant behavioral dimension. The results for behaviors reflecting independence supported this prediction. Discussion centered around limits of the false-consensus bias, along with consideration of the complexities involved in the link between availability factors and interpersonal judgments.     

Stimulus-reinforcer and response-reinforcer relations in the control of conditioned appetitive headpoking (“goal tracking”) in rats

Experiment 1 studied the effect of several Pavlovian appetitive conditioning procedures on rats' headpoking into a food tray (goal tracking). The procedures included forward delay conditioning, CS-alone extinction, differential conditioning, and simultaneous compound conditioned inhibition training. In general, the headpoke behaved in all of these treatments much like a Pavlovian CR; however, one could also say that the headpoke behaved like an adventitiously reinforced operant for which the CS was an S^D. Experiment 2, therefore, used the differential-nondifferential technique (E. Gamzu & D. R. Williams, Science, 1971, 171, 923–925), and Experiment 3 used an omission technique (F. D. Sheffield, in W. F. Prokasy, Ed., Classical conditioning, New York: Appleton-Century-Crofts, 1965; D. R. Williams & H. Williams, Journal of the Experimental Analysis of Behavior, 1969, 12, 511–520), to try to separate the role of stimulus-reinforcer and response-reinforcer relations in controlling the headpoke. These techniques proved inadequate. The results of Experiment 2 could be given either operant or Pavlovian interpretations. Those of Experiment 3 showed that headpoking is dominated by response-reinforcer, rather than by stimulus-reinforcer, relations when the two compete but forced no conclusion about which dominates when the two act together as in acquisition. Implications for pigeon autoshaping are discussed.     

Traits,processes, and the purpose of templates

The template method proposed by D. J. Bem and D. C. Funder 1978, Psychological Review, 85, 485–501) can have two separate purposes. First, template-behavior pairs can be used as a type of explanation in which situational influences are incorporated within a trait theory. Second, template matching can be used as a method for evaluating process theories. Recent discussion (D. J. Bem, 1983; Psychological Review, 90, 390–393; D. C. Funder, 1983; Psychological Review, 90, 283–289; W. Mischel & P. K. Peake, 1982, Psychological Review, 89, 730–755) confuses these two purposes. If used as a type of explanation, then templates can be criticized on the grounds of blunt empiricism; but if templates are used as a method for evaluating process theories, then process theorists should welcome this new technique.     

The validity of the Holland and Basic Interest scales of the Strong Vocational Interest Blank: Leisure activities versus occupational membership as criteria

This study compared leisure activities with occupational membership as criteria for determining the concurrent validity of the Holland and Basic Interest scales of the Strong Vocational Interest Blank (Form T399). Subjects were 89 thirty-six-year-old males representing a variety of occupations. R. H. Dolliver's (Journal of Counseling Psychology, 1975, 22, 199–203) two methods for assessing validity were used: highest single scores on relevant scales and scores above established cutoff points on relevant scales. Results indicated greater congruence between interest scales and occupations than interest scales and leisure activities, except when Basic Interest scale cutoff scores were used. After chance factors were taken into account, Holland scales were found to be more accurate than Basic Interest scales in identifying occupations and in identifying leisure activities when highest scale scores were used. Using cutoff scores, Basic Interest scales were more accurate than Holland scales in identifying leisure activities. Supplementary analyses indicated that the validity of the Holland and Basic Interest scales increases when they are presumed to reflect either current occupation or preferred leisure activity. Results of this study were compared with Dolliver's (1975) findings.