Title 11 PsyAs - Assessment, Careers, and Business.pdf ✅

11 – Assessment, Careers, and Business PSYAS | 2024 - 2025 | NOT FOR SALE OUTLINE 1. Career Choice and Career Transition 2. Screening, Selection, Classification, and Placement 3. Cognitive Ability, Productivity, and Motivation Measures 4. Job Satisfaction, Organizational Commitment, and Organizational Culture 5. Other Tools of Assessment CAREER CHOICE AND CAREER TRANSITION MEASURE OF INTEREST Interest Measure – used to evaluate test takers’ likes, dislikes, leisure activities, curiosities, and involvements in various pursuits for the purpose of comparison with groups of members of various occupations and professions ● Employers can use information about their employees’ interest patterns to formulate job descriptions and attract new personnel RIASEC Model – John Holland ● Theory of Career Choice: maintains that in choosing a career, people prefer jobs where they can be around others who are like them ● Consensus model of vocational interests ● Holland believed that career interests are an expression of personality and that they are important influences on career choice, work performance, and job satisfaction Holland’s RIASEC Interest Types ● Realistic Careers: preferred by people who like outdoor, physical activity, and work that involves dealing with practical problems ● Investigative Careers: involve intellectual pursuits, typically involving science ● Artistic Careers: involve creativity and artistic expression ● Social Careers: involve support, care, and guidance ● Enterprising Careers: preferred by people who are ambitious and persuasive ● Conventional Careers: involve organizing and managing information in business settings Strong Interest Inventory ● Published in 1907 by psychologist G. Stanley Hall ● Designed to assess children’s interest in various recreational pursuits Strong Vocational Interest Blank (SVIB) ● 420-item test ● Originally designed for use with men only ● In 1935, a 410-item SVIB for women was published along with a test manual ● 399 items were related to 54 occupations for men ● A separate form presented 32 different occupations for women Strong-Campbell Interest Inventory (SCII) ● Merged version of the men’s and women’s SVIBs ● Developed under the direction of David P. Campbell in 1974 ● Divided into seven parts ● The test, which still retains the core of the SVIB, now has 325 items, to which a person responds “like,” “dislike,” or “indifferent” ● Incorporated the theory of Holland ● Most widely used interest inventory Campbell Interest and Skill Survey (CISS) ● Orientation Scales ○ 7 scales describe the test taker’s occupational orientation ○ Influencing, organizing, helping, creating, analyzing, producing, and adventuring ● Basic Scales ○ Provide an overview for categories of occupations. ○ Examples of basic scales include law/politics, counseling, and mathematics. ● Occupational Scales ○ 60 scales ○ Matches with particular occupations, including attorney, engineer, guidance counselor, and math teacher Kuder Occupational Interest Survey (KOIS) 1 | @studywithky
● Ranks 2nd in popularity ● Presents the test taker with 100 triads (sets of three) of alternative activities. For each triad, the test taker selects the most preferred and the least preferred alternatives Career Assessment Inventories ● 1st Portion: Holland’s Inventory ● 2nd Portion: describes basic interests. Each test taker is evaluated in 22 specific areas, including carpentry, business, and food service ● 3rd Portion: a series of occupational scales ● Has good psychometric properties Self-Directed Search (SDS) ● Developed originally by Holland ● Explores interests within the context of Holland’s theory of vocational personality types and work environments ● Career assessment tool that matches aspirations, activities, and talents to the career choices and educational opportunities that first best to an individual ● Self-administered, self-scored, self-interpreted (level A test) MEASURES OF ABILITY AND APTITUDE Wonderlic Personnel Test ● Measures mental ability in general tests ● 12-minute test ● Includes items that assess spatial skill, abstract thought, and mathematical skill ● Useful in screening individuals for jobs that require both fluid and crystallized intellectual abilities Bennett Mechanical Comprehension Test ● Widely used paper-and-pencil measure ● Measures test takers' ability to understand the relationship between physical forces and various tools as well as other common objects Hand-Tool Dexterity Test ● Requires test taker to take apart, reassemble or otherwise manipulate materials ● Usually in prescribed sequence and within time limit General Aptitude Test Battery ● Available for use by state employment services as well as other agencies and organizations ● Identify aptitudes for occupations ● Consists of 12 timed tests that measure nine aptitudes, which in turn can be divided into three components Special Aptitude Test Battery ● Used to selectively measure aptitudes for a specific line of work MEASURES OF PERSONALITY Measures of Personality ● Guilford-Zimmerman Temperament Survey (GZTS) and Edwards Personal Preference Schedule (EPPS) may be preferred because the measurement they yield tend to be better related to the specific variables under study ● NEO PI-R and MBTI are the most widely used personality tests in the workplace ○ High Conscientiousness = good work performance ○ High Neuroticism = poor work performance ○ High Extraversion = good work performance ● Integrity Test: specifically designed to predict employee theft, honesty, adherence to established procedures, and/or potential for violence ● Applicant Potential Inventory (API): can be administered quickly and efficiently ● White (1984) suggested that pre-employment honesty testing may induce negative work- related attitudes ● Myers-Briggs Type Indicator (MBTI): used to classify assessees by psychological type and to shed light on basic differences in the way human being take in information and make decisions ● Issues about establishing relationship between personality and work performance ○ How work performance is defined (there is no single metric that can be used for all occupations) ○ What aspect of personality to measure NEO-PI-R ● Used to assess normal personality in adults )17-89) ● Measures big five personality factors ● Provides summary of individual's emotions, interpersonal, experiential, attitudinal, and motivational styles ● Level B; by group or individually administered ● 30-40 mins to complete ● 240 items, 3 validity checks Domains of NEO-PI-R ● Neuroticism ○ High Score: sensitive and nervous, a worrier, prone to the effects of stress and subject to mood swings ○ Low Score: calm, secure, deal well with stress and are generally emotionally stable ● Openness to Experience 2 | @studywithky