The Relationship Between Occupational Interests and Values

Abstract

A values characterization of the RIASEC occupational interest categories was developed using the U.S. Department of Labor's O*NET occupational data. Values profile plots were constructed for each interest category, then correspondence analysis and canonical correlation were carried out to assess the relationship between the interest and values categories. Suggestions for the use of values information in a counseling context are presented.

Exploring Evidence of Validity for the Construct of Work Values

“…More recent research by Smith and Campbell (2009) provides further evidence of the strong relationship between work values and vocational interests. Using data on 900 occupations from the U.S. Department of Labor's (2004) O*NET 5.1 data set, they investigated the correspondence between work values and Holland's RIASEC occupational interest categories.…”

“…Moreover, there is consensus across the literature that social interests are related to the importance of relationships at work (Smith & Campbell, 2009;Hirschi, 2008).…”

“…Using CCA to examine the relationships between interests and values, Smith and Campbell (2009) (Spokane, 1996). values and interests in a study by Hirschi (2008) found similar results.…”

VaMoS

“…There is call for a more professionalized approach and a more detailed and improved depiction of the client in career counseling (Smith & Campbell, 2009). Therefore, most coaches and counselors use measures to assess characteristics like individual interests, values, skills, or goals to get a relatively objective view of their clients and improve the P-E fit in the long term (Tang, 2003).…”

“…During career counseling, this information is often assessed using questionnaires to measure single personal characteristics (Tang, 2003), for example, questionnaires measuring only interests (Holland, 1997) or abilities (Inventory of Work-Relevant Abilities [IWRA]; Prediger, 1999Prediger, , 2002. However, researchers require a combination of the measurement of individual personal characteristics; first, to gain a broader picture of the person considered (Hirschi, 2008;Tang, 2003); second, to use the combined data to enhance predictive validity of the person-job fit (Päßler & Hell, 2012;Smith & Campbell, 2009;Swaney et al, 2012); and third, to consider possible conflicts between different personal characteristics (Smith & Campbell, 2009). Authors suggest that characteristics such as values, motives, and skills tend to conflict within a person, and these intrapersonal conflicts cause low levels of performance (Kehr, 2004;Linley, Woolston, & BiswasDiener, 2009), work-life balance (Kehr, 2004), well-being (Brunstein, Schultheiss, & Grässmann, 1998;Hofer & Chasiotis, 2003), and life satisfaction (Hofer, Chasiotis, & Campos, 2006).…”