Personality, interests, and self-efficacy: The incremental validity of basic level constructs in discriminating among college majors and occupational aspirations

Abstract

products. Occupations that Artistic individuals often prefer are interior decorator, writer, or actor. Holland (1997) describes the personality of the Artistic type as expressive, open, original, intuitive, liberal, nonconforming, introspective, independent, and disorderly. Social. Individuals in the Social type prefer activities that entail the manipulation of others to inform, train, develop, cure, or enlighten. These preferences tend to lead to human relations competencies and a preference for occupations such as teaching and counseling. Social individuals want to serve and be helpful to others in situations such as medical support, institutional service, or reciprocal interaction. Holland (1997) describes the Social personality type as being helpful, responsible, empathetic, understanding, friendly, and generous. Enterprising. Individuals of the Enterprising type prefer activities that entail manipulation of others to attain organizational goals or economic gain. These preferences lead them to acquire leadership, interpersonal, and persuasive skills. Managers and sales personnel are examples of typical Enterprising occupations. Holland (1997) describes the personality of the Enterprising type as somewhat aggressive, popular, self-confident, sociable, and possessing leadership and speaking abilities. They may view problems in terms of social influence, and apply their specific skills to problem solving. Conventional. Individuals in the Conventional type tend to prefer activities that entail the explicit, ordered, systematic manipulation of data. Examples of this can be keeping records and filing materials. Conventional individuals are often in occupations such as bookkeeper or banker. When solving problems a Conventional individual is likely to use established rules, practices, and procedures. Holland (1997) also uses the adjectives 9 inflexible, persistent, methodical, obedient, efficient, and unimaginative to describe the Conventional personality type. Holland (1997) noted that people tend to resemble more than one, and often, all, of the types to some degree. Therefore, an individual's vocational personality is a combination of several of the types. The pattern of each individual's types is called a sub-type, and is described by the first letter of each type in the order of magnitude for that person. More frequently, a "Holland code" composed of the highest three letters of the type code is used in assessment and intervention. In addition to people being characterized by combinations of the different types, the other main component of Holland's (1997) theory is the tenet that work environments can also be described on the basis of the six types, determined by the personalities of the people working in them and by the types of work activities in which people in those work environments typically engage in. Work environments can also be described in terms of summary codes, allowing for the study and comparison of people or groups with specific environments. RIASEC Concurrent and Incremental Validity While some...

Assessing the reliability and validity of a shorter version of RIASEC in Turkish

“…Literature on vocational research increasingly emphasize the significance of developing integrated models representing the inter-relations between constructs for a more comprehensive understanding of the relation between vocational profile and job performance and career development, [2], Junk, 2012). A commonly used model for integrating personality traits to other individual characteristics such as a person's interests to determine job performance is RIASEC.…”