Spelling suggestions: "subject:"locational interests"" "subject:"ocational interests""
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Interrelationship between the expression of work values and grade placement in school, economic community, and sex /Dattle, H Jay January 1975 (has links)
No description available.
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Cognitive and cognitive-plus-affective curricula and the facilitation of career and general development /Winer, Jane Louise January 1975 (has links)
No description available.
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Self-concept implementation in the vocational preferences of Black adolescents /Henley, Barbara January 1976 (has links)
No description available.
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Occupational level, sex and the concurrent validity of Holland's theory in a sample of employed adults /Spokane, Arnold R. January 1976 (has links)
No description available.
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The relationship between types of indecision and interest test patterns /Kazin, Robert Ira January 1977 (has links)
No description available.
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The relationship between the personality needs, vocational interests and career orientation of college women : using the Stern Activities Index, Holland's typology, and the Vocational Preference Inventory /Badke, Bruce Edward January 1977 (has links)
No description available.
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Gifted children and career decision-makingPetersen, Kathleen January 1982 (has links)
p. 55 missing from original print document
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A construct validity study of the career development inventory and the attitude scale of the career maturity inventoryDean, Susan A. January 1981 (has links)
The purpose of this study was to gain more information about the nomological network that supported the construct of career maturity. To achieve this purpose nine hypotheses were tested using a sample of 104 fourth year college students and 24 first year college students. These hypotheses tested the relationship of the within and between portions of the nomological network, the monotonic function of scores on measures of career maturity, and the sex differences of scores on measures of career maturity.
A correlation matrix, a truncated multitrait-multimethod matrix, and t-tests between group means revealed that the convergent and discriminant validity of the construct of career maturity as measured by the Career Development Inventory and the Attitude Scale of the Career Maturity Inventory is far from assured. The Attitude Scale of the CMI failed to converge on the attitudinal scales of the CDI and correlated significantly with three out of the four cognitive scales of the CDI. The attitudinal scales of the CDI converged as expected. The cognitive scales of the CDI showed moderate correlations with each other with the exception of Scale 6, Information A and Preferred Occupation. Scale 6 had very low correlations with all of the CDI scales.
Scales 1, 3, 4, and 5 of the CDI and the Attitude Scale of the CMI failed to present a pattern of correlations that would support their discriminant validity. Scale 1 of the CDI had significantly higher r's with locus of control and personal adjustment than with Scale 3 of the CDI. The Attitude Scale of the CMI had a significantly higher r-with grade point average than with Scales 2 and 6 of the CDI. It also had a significantly higher r with locus of control than with Scale 2 of the CDI. Scale 3 had a significantly higher r with grade point average than with Scales 1, 2 and 6 of the CDI. Scale 4 had a significantly higher r with grade point average than with Scales 2 and 6 of the CDI. Scale 5 had a significantly higher r with grade “l point average than with Scale 6 of the CDI. There were no significant differences between mean scores of female and male fourth year college 6 students at the .05 level on Scales 2, 3 and 5 of the CDI and the Attitude Scale of the CMI. Fourth year college students had significantly higher mean scores at the .05 level than first year college students on Scales 1 and 5 of the CDI. / Ed. D.
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The development of a vocational interest measuring instrument in an adult educational settingUtete-Masango, Sylvia Janet 03 1900 (has links)
Thesis (PhD)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: The major concern in the world of work has been the mismatch between a person's
vocational interests and job pursuits. The understanding has been that jobs make
differing demands on people and that the abilities of the individual and demands of
the job have a bearing on productivity hence the need for matching people to jobs.
The most notable attempts to identify and organize vocational interests have been
Holland's theory of vocational interests and personality types. Holland asserts that
people can be categorized predominantly as one of six personality types, namely,
realistic (R), investigative (I), artistic (A), social (S), enterprising (E), and conventional
(C).
The review of literature has shown that person-environment fit explains the degree of
match between occupational pursuits and one's vocational interests and that before a
measure can be used across cultures, its construct validity must be established in
each culture.
The current study was motivated by the Zimbabwe Public Service Commission's
quest, in the absence of vocational interest measures tailored for Zimbabwe, for
assessment tools that can assist in predicting suitability for recruitment or promotion.
The study was therefore designed to (a) develop a measure of vocational interest
validated on the Zimbabwe population, (b) build a model for predicting and classifying
people into job sectors and (c) assess the adequacy of Holland's RIASEC structure for assessing person-job fit in the Zimbabwe Public Service. To achieve this, a
correlational research design was used. The vocational interest measure and the
MB-10 were the two instruments used for data collection. A sample of 500 public
servants representing six occupational sectors in the Zimbabwe Public Service
participated in the study. Statistical approaches to data analysis included reliability
and validity analysis, factor analysis and multiple discriminant analysis.
The results of the reliability coefficients were within acceptable levels. The subscale
reliabilities of the vocational interest measure ranged from ra = 0.85 to ra = 0.89.
Overall, the concurrent validity of the vocational interest measure was established.
Factor analysis and correlation coefficients statistic assessed the adequacy of the
hexagonal ordering of the RIASEC types. Factor analysis was computed resulting in
8 factors being extracted instead of the theoretically conceptualized 6 factors. The 8
extracted factors accounted for 65.88% of the total variance. Holland's theory affirms
that occupational types that are more proximate on the hexagon are more similar
than types that are more distant. Results of the RIASEC intercorrelations showed
strong correlations between Realistic and Investigative (r = 0.69) and moderate
correlations with four of the adjacent types. However, low and negative correlations
were obtained between Conventional and Realistic (adjacent types) (r = -0.14) and
between Investigative and Conventional (alternate types) (r = -0.11). On the other hand, there was strong correlation between Realistic and Social (opposite types) (r =
0.25.)
The model for predicting and classifying people into appropriate job sectors was
developed. The model's utility was confirmed using the scores from the sample data.
The cross validation table obtained an error rate of 0.29, an indication of a relatively
good model.
Given the results of the present study, it appears the study hypotheses were
generally supported. Further work in refining the model is recommended.
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The effects of basic psychological needs on career exploration and decidedness among post-secondary students in Hong Kong. / CUHK electronic theses & dissertations collectionJanuary 2013 (has links)
Lam, Fei Yan Danny. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 176-195). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract also in Chinese; appendixes in Chinese.
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