Personality Types and Career Patterns: Some Empirical Evidence on Holland's Model

Abstract

Using John Holland's theory of career development, the paper tests nine hypotheses about the role of personality type in individuals' career choices, career mobility, and cqreer satisfaction. Data were collected from 964 accountants on the impact that personality type has on the following dependent variables: entry into the occupation; satisfaction with vocational choice; job satisfaction; professional commitment; opportunities to develop friendrhips at work; co-operation with co-workers; tenure in the profession; and intention to change professions. The data suggest that personality type is signijicantly related to job satisfaction, satisfaction with vocational choice, and professional commitment but has much less impact on entry into the occupation, opportunities to develop friendships at work, co-operation with co-workers, tenure in the profession, and intentions to change professions. TheoryA focal concern in the research on career development is the importance of the role of personality. To what extent does personality type influence occupational choice? To what extent does personality type influence how satisfied individuals are with the kind of work they do and with the kind of people they work with? To what extent does personality type predict professional commitment or, conversely, intention to change vocations? In this paper we will be examining some empirical evidence that addresses these questions.There are four general theoretical arguments that underlie the research on the role of personality in vocational choice. The first is that early childhood and adolescent experiences lead individuals to prefer some activities and to avoid others (Fabry, 1976; Salamone and Slamey, 1978;Yonge and Regan, 1975). Personality factors, family forces, and social class and cultural influences all act upon a person's early preferences. The works of Blau (1956), Roe (1956), Maddi (1968), Crites (1969), Super (1972), and Gough (1976) all suggest how parents and teachers influence the preferences of children for certain activities. For instance, if parents Con] Adtnin Sci 2, no 1 Uune 1985): 192-210

Canadian Journal of Administrative Sciences: A Retrospective Review Using Bibliometric Analysis

“…The most‐cited articles in this cluster focus on tyrannical behaviour (240 citations) (Ashforth, 1997), buyer‐seller relationships (157 citations) (Smith, 2009), and organizational growth (93 citations) (Orser & Hogarth‐Scott, 2002). Other notable topics covered in this cluster include absenteeism (Haccoun & Dupont, 1987), career orientation and wellbeing (Burke et al., 1984), employee performance and turnover (Johns, 1989), gender diversity (Augustine et al., 2016), job commitment (Irving & Coleman, 2003), organizational climate (Tziner & Dolan, 1984), organizational downsizing (Armstrong‐Stassen, 1998), personality types (Feldman & Arnold, 1985), population aging (Venne, 2001), psychological contract (Sparrow & Cooper, 1998), voluntary and involuntary layoff (Chhinzer, 2021), work adjustment (Wang & Sangalang, 2005), and work–life balance (Sekaran, 1988), among others.…”

Intention to leave public accounting profession in Tunisia: a qualitative study

“…It is also worth noting that with the current change of the career expectations between generations, it is challenging for accounting firms to meet the expectations of new generations that are more open to change in professions, hence higher turnover rates (ACCA, 2017), and that look for work flexibility and adequate work/life balance (Bagley et al, 2012;Durocher et al, 2015;Street et al, 2019). Feldman and Arnold (1985) investigated the impact of personality type on the intention to change profession based on a sample of Canadian chartered accountants and found no significant differences among personality types and intention to change profession.…”

Holland’in Ki̇şi̇li̇k Kurami’nin Gi̇ri̇şi̇mci̇li̇k Eği̇li̇mi̇ne Etki̇si̇: Turi̇zm Ve Otel İşletmeci̇li̇ği̇ Öğrenci̇leri̇ Üzeri̇nde Bi̇r Uygulama

“…Ayrıca insanlar yetenek ve becerilerine uygun ortamlarda çalışmayı arzu etmektedir. Örneğin, geleneksel kişilik tipine sahip bir bireyin sosyal bir ortamda yeteneklerini ve becerilerini kullanması oldukça güçtür (Demirkol ve Aslan, 2021;Feldman ve Arnold 1985). Alanyazında Holland'ın geliştirmiş olduğu altı kişilik tipini kullanarak yapılan çok sayıda çalışma bulunmaktadır.…”

“…Araştırma bulgularına göre, yaratıcılıkta araştırmacı ve sanatsal bölümlerin gerçekçi ve sosyal bölümlere göre daha yüksek puan aldığı tespit edilmiştir. Feldman ve Arnold (1985) kariyer seçiminde ve iş tatmininde kişiliğin rolüne ilişkin Holland'ın kişilik kuramını muhasebeciler üzerinde test etmişlerdir. Elde edilen sonuçlarda, kişilik özelliklerinin iş tatmini ve işe kendini adama ile güçlü ilişkilerinin olduğunu ancak kariyer seçimi üzerinde çok daha az etkiye sahip olduğunu ortaya koymuşlardır.…”