Empirical derivation of SVIB-Holland scales: A brief report

The Strong Vocational Interest Blank responses of 93 students were used to construct six empirical scales similar to the scales of Holland's Vocational Preference Inventory. Scores on the empirical scales were correlated with actual VPI scores. The resulting correlations were compared to coefficients obtained from correlating the intuitive scales designed by Campbell with actual VPI scores. It was concluded that (1) meaningful estimates of VPI profiles can be obtained by scoring selected items from the SVIB and (2) further work with the empirical scales is needed prior to settling on a SVIB scoring procedure for estimating VPI profiles.     

Self-esteem,self-perceived abilities,and vocational choice

This research tested the theory that self-esteem acts as a moderating variable in the occupational choice process. The theory was not supported when the relationships between self-esteem, self-perceived abilities and abilities perceived as required in occupations were examined. Rather, the data were consistent with the self-implementation theory of vocational choice. However, it was found that those with high self-esteem were more likely than those with low self-esteem to see themselves as possessing the abilities they saw as necessary in their chosen occupations.     

Cognitive tuning and receptivity to novel information

An experiment was conducted to test the hypothesis that cognitive tuning would cause receivers to be more receptive to novel than to familiar information, compared to transmitters. The information receptivity of transmitters and receivers was contrasted against a control group. The influence of the source and audience, possible limits on the influence of the tuning set, was also explored. Finally, amount of variance controlled by cognitive tuning, personality variables and information utility were examined.While the results strongly support the prediction that transmitters prefer familiar information, receivers and control group subjects did not significantly differ in preferences for novel information. The anticipated expertise of source or audience had no influence on information receptivity. Among the three sets of variables used, the greatest amount of variance was explained by information utility, followed by cognitive tuning and personality measures, though all three variables controlled a significant amount of variance.     

Spatial variables and the feature-positive effect

Pigeons were trained in discriminations where S+ and S? shared common visual elements but were distinguished by the presence or absence of a visual feature. When S+ contained the distinctive feature (the feature-positive condition), the pigeons rapidly learned to withold responses to S?: The learning rate was not markedly affected by changes in the relative size of the feature and the common element. When S? contained the distinctive feature (the feature-negative condition), the pigeons learned to withhold responses to S? more rapidly when the feature was large relative to the common element than when the feature was small relative to the common element. This effect was observed when the stimuli were present at the locus of response and when the stimuli were remote from the locus of response. To explain these results, and the results of generalization tests, it was proposed that the effectiveness of the feature in suppressing responding to the common element during feature-negative training depended on the relative size of the feature and the common element.     

Operantly conditioning a negotiator's concession making

This study investigated the effects of a bargaining strategy that rewards the opponent's concessions. The first of four experiments revealed that a negotiator's utilization of this reward strategy resulted in large concessions by and quick agreement with the opponent. The second experiment demonstrated that the large concessions continue after the rewards cease and the third, that two previously rewarded negotiatiors subsequently make large concessions to each other and reach quick agreements. Finally, the fourth experiment added strength to a reinforcement explanation of the results by eliminating an interpretation based upon a reciprocity effect.     

The moderating effect of need type on the prediction of overall job satisfaction

Recent investigations concerned with the analysis of work motivation and job satisfaction constructs have combined the logic of subgrouping with an emphasis on the importance of individual differences. The present study is based on a need-fulfillment model, which places a major emphasis on individual differences in needs. A hierarchical clustering method was used to subgroup a sample of 570 managers on their need profiles. Need type was tested as a moderator of the relationship between specific dimensions of job satisfaction and overall job satisfaction. The findings showed that need type moderated the relative contributions of specific dimensions of satisfaction in the prediction of overall job satisfaction, and in addition the prediction level was found to be greater for the need types than for the total sample.     

Correlates of career progression among Mexican-American college graduates

Individual and structural correlates of career progression were studied among 111 Mexican-American college graduates. Results of the study were that career progression was correlated to (1) high school grades, (2) tolerance for ambiguity, (3) work ethic, (4) psychological success, and (5) need for achievement. Career progression was related to both the extent of career development programs available and the industry in which the employing organization was located.     

Motivation to manage among college business students: A reassessment

The present study reassesses trends in motivation to manage among college business students (N = 216). Motivation to manage scores are compared with J. B. Miner's (Personnel Psychology, 1974, 27, 605–613) results for three periods since the early 1960s, across two types of universities—public and private, and between males and females. Results indicate that the downward trend in motivation to manage scores appears to be reversing; business students at the private university scored higher on motivation to manage than those at the public university, and males scored higher than females. Implications for vocational research are discussed.     

Comparative analysis of the occupational stress profiles of male versus female administrators

This study sought: (1) to compare the occupational stress profiles of male versus female educational administrators to deternine whether there were significant differences in their profiles, and (2) to examine whether males and females were equally good candidates for administrative jobs, which positions are often associated with a high degree of job-related stress. A 35-item questionnaire, known as the Administrative Stress Index (ASI) was sent to all members of the Confederation of Oregon School Administrators (n = 1855). The 1156 usable questionnaires were returned. Approximatley 9.3% (or 108) of the respondents were female. One-way analyses of variance showed that female administrators experienced substantially lower levels of self-perceived occupational stress than their male counterparts. Findings were disucssed primarily in terms of implications for recruitment of women into administrative positions.     

Development of the Career Exploration Survey (CES)

The development, properties, and uses of the Career Exploration Survey (CES) are described. The CES is intended to (a) facilitate further theory development and empirical research on how exploration affects career decisions, development, and job outcomes, such as job satisfaction, commitment, and turnover; (b) provide a network of variables for investigating the dynamics of the exploration process; and (c) provide a set of criterion measures for examining the effects of personal characteristics and educational treatments on career exploration behaviors and beliefs. The CES is based on a conceptual framework derived from theories of exploration, stress, motivation, and career preference. It consists of seven measures of the career exploration process, three reactions to exploration, and six beliefs about exploration. Dimensionality, reliability, and validity data are presented for four studies comprising 680 observations across 601 individuals.