Causal patterns related to post high school employment satisfaction

A linear recursive path model was developed and evaluated using a combined male and female sample, and separate male and female samples in an attempt to identify causal relationships of in-school student characteristics to satisfaction in post high school employment. The statistical methodology used was Path Analysis. A total of ten student characteristic variables were used in the model. The findings indicate that overall job satisfaction is related to variables which are associated with the affective domain. These variables are: Occupational Values-Interest and Satisfaction and Salary, and Vocational Maturity. Overall, employment satisfaction was twice as predictable for the female sample as it was for the combined sample and it was not at all predictable for the male sample.     

Career guidance of adolescents in their sociocultural development and modern technologies

RelevanceThe creation of a system of work with schoolchildren focused on choosing a profession taking into account possible success in a specific professional field is relevant.AimThe article is aimed at analysis of the situation of adolescents’ susceptibility to such guidance basing on different components.Materials and MethodsThe methodology of creating and implementing a special course is focused on the formation of basic elements of readiness for professional activities.ResultsThe authors of the study developed long-term projects that are considered to improve socio-economic development and increase the quality of work in various industries and at the personal level–socio-cultural development and socialization of adolescents.ConclusionThe career guidance for adolescents should include information about the means of communication. The development of the definition of technological means to provide information on the choice of profession is a significant part of the career guidance program.     

Introduction to the Special Issue on Selected New Developments in Military Enlistment Testing

This article provides a brief discussion of the historical context for the major recent advances in enlisted selection and classification that are the subject of this special issue. By providing a perspective on the difficulty personality assessment has had gaining traction as a screening measure, it supplies a basis for understanding the significance of recent advances in personality measurement. This article also summarizes the military research on interest measurement that will receive more extended treatment later in this issue. It relates the work in this issue on new information technology testing to the role of information testing in the current military operational selection and classification test battery, the Armed Services Vocational Aptitude Battery (ASVAB), and discusses the background for 2 additional cognitive measures, Coding Speed and Assembling Objects. Finally, it previews issues to be discussed in the commentary article at the end of this issue.     

Revisiting the Gain–Loss Separability Assumption in Prospect Theory

A fundamental assumption of prospect theory is gain–loss separability (GLS)—the assertion that the overall utility of a prospect can be expressed as a function of the utilities of its positive and negative components. Violations of GLS may potentially limit the generalization of results from studies of single‐domain prospects to mixed prospects and systematically distort the predictions of the theory. Violations also have implications for how choices with positive and negative components should be presented to decision makers. Previous studies, using different elicitation methods, have documented different rates, and types, of systematic violations of GLS. We discuss the differences between two specific elicitation methods—binary choice and certainty equivalents—and report results of a new study of GLS using both methods and randomly generated prospects. We compare the extent and nature of GLS violations under the two elicitation methods using between‐subject and within‐subject analyses. We find (i) systematic violations of GLS under both methods, (ii) higher rates of violations under choice, (iii) higher sensitivity to the outcomes for the certainty equivalents, which is consistent with the predictions of the scale‐compatibility hypothesis, and (iv) different patterns of violations under the two methods, which are explained by method‐specific preferences. We discuss the psychological mechanisms underlying the findings and the implications for presenting information with gain and loss components. Copyright © 2012 John Wiley & Sons, Ltd.     

Vocational self-concept crystallization as a mediator of the relationship between career self-management and job decision effectiveness

This article examines the influence of career self-management and vocational self-concept crystallization on job decision effectiveness and how vocational self-concept crystallization mediates the relationship between career self-management and job decision effectiveness. Six hundred and eleven Chinese employees participated in the research. Using hierarchical regression and structural equation modeling, the results showed that: (1) career self-management has a positive direct effect on vocational self-concept crystallization; (2) career self-management has a positive direct effect on job decision effectiveness; (3) vocational self-concept crystallization has a positive direct effect on job decision effectiveness; and (4) vocational self-concept crystallization partly mediates the relationship between career self-management and job decision effectiveness.     

Relating the Spherical representation of vocational interests to the HEXACO personality model

The present study extends previous research on interests–personality relations by comparing recent models of vocational interests (using the Personal Globe Inventory; PGI, Tracey, 2002) and personality (using the HEXACO-PI-R; Ashton, Lee, & de Vries, 2014) with each other. First, the structure of the Spherical representation was adequately replicated in a Dutch sample (N = 656). Second, in so far as comparisons were possible, the relations between interests and personality were found to be congruent with previous findings. Third, Prestige interests, the defining feature of the Spherical representation, were related, albeit weakly, to Openness to Experience and to Extraversion. Last of all, Honesty–Humility and Openness to Experience were related to profile elevation in interest scores. All results were obtained for normative and ipsatized scales, revealing several meaningful differences in interests–personality relations depending on the type of interest scoring procedure.     

Manipulating number generation: Loud + long = large?

Humans make numerous choices every day and tend to perceive these choices as free. The present study shows how simple free choices are biased by experiencing unrelated auditory information. In two experiments, participants categorized tones according to their intensity on the dimensions volume and duration on the majority of trials. On some trials, however, they were to randomly generate a number, and we found these choices to be influenced by tone intensity. Particularly, if participants were cued toward volume, loud tones clearly biased participants to generate larger numbers. For tone duration, a similar effect only emerged if spatial information was reinforced by the motor context of the task. The findings extend previous findings relating to the ATOM framework (A Theory of Magnitude) by an explicit focus on auditory magnitude processing. As such, they also constrain ATOM by showing that the connections between different magnitude dimensions vary to a considerable degree.     

White–black differences in g and non-g effects for the SAT and ACT

This research examined g and non-g effects for the SAT and ACT for whites and blacks. SAT scores, ACT scores, and college GPAs were obtained from the National Longitudinal Survey of Youth. g was estimated using the Armed Services Vocational Aptitude Battery. Results indicated that (a) the g loadings of SAT and ACT composite scores were lower for whites than blacks, (b) group differences in the g loadings were related to the math subtests of the SAT and ACT, and (c) non-g variance accounted for surprisingly large percentages of SAT–GPA and ACT–GPA relations (range = 37–67%). The findings are discussed in terms of Spearman’s Law of Diminishing Returns.     

Structure of vocational interests in Serbia: Evaluation of the spherical model

To explore the structure of vocational interests in Serbia, 1063 participants of various age, education and gender completed the Serbian version of the Personal Globe Inventory [PGI, Tracey, T. (2002). Personal Globe Inventory: Measurement of the spherical model of interests and competence beliefs. Journal of Vocational Behavior, 6, 113-172]. The fit of Tracey’s octagonal and spherical models to the structure of correlations between Tracey’s eight and 18 type scales was evaluated, as was the fit of Holland’s hexagonal, Gati’s, Rounds-Tracey’s and Liu-Rounds’ models to the structure of correlations between RIASEC scales. Randomization test of hypothetical orders, multidimensional scaling with fixed coordinates and Myors’ test were used to assess the fit of models to the data. The results showed good fit of Tracey’s octagonal and spherical models to the data. Holland’s hexagonal model also fit the data very well, but the fit of Gati’s, Rounds-Tracey’s and Liu-Rounds’ models of relations between RIASEC types was either nonsignificant or very low.     

自我表征特点与成败情境下的自我关注选择倾向

本研究以小学三年级学生为被试进行情境实验,探讨成功与挫败情景下儿童的自我关注状态。实验结果表明,被试的自我描述选择在一定程度上受成败评语的影响。并且,被试自我概念特征与成败情景下的反应存在着一定的关系,来自不同学习环境的被试自我表征有不同的倾向性。本文分析了这些现象在儿童自我发展中的意义。