History of Interests


Strong believed ability --> interest, but no
support
Later: self concept --> interests
– (Super, Darley, Bordin)

Super wrote of interests as:
–
–
–
–
expressed (verbal)
manifest (shown by participation in activities)
tested (information or knowledge)
inventoried (likes and dislikes)
History of Interests

Roe: toward or away from
people
(based on childhood
experiences)
– led to classification system in COPS & HOOI

Holland: interests=expression of
personality
Interests

Pretty stable after age 30

Across cultures and across continents,
we share a fairly similar structure to
how we map occupations relative to
each other.

Interests, abilities, and personality all
have similar RIASEC factor structures
The COST of Dis-interest

Interests are not about skills, but...it
COSTS me more to do things in areas in
which I am less interested.

I might have skills in those areas, but I
have to expend more energy to use those
skills to mastery.
Holland’s four basic
assumptions




1.People are types
2. Environments are types
3. Birds of a feather flock together
4. Behavior = ƒ(congruence)
Realistic (R)

Realistic people like realistic careers
such as auto mechanic, aircraft
controller, surveyor, electrician, and
farmer.

The R type usually has mechanical and
athletic abilities, and likes to work
outdoors and with tools and machines.
Realistic (R)

The R type generally likes to work with
things more than with people.

The R type is described as conforming,
frank, genuine, hardheaded, honest,
humble, materialistic, modest, natural,
normal, persistent, practical, shy, and
thrifty.
Investigative (I)

Investigative (I) people like
investigative careers such as biologist,
chemist, physicist, geologist,
anthropologist, laboratory assistant,
and medical technician.

The I type usually has math and
science abilities, and likes to work
alone and to solve problems.
Investigative (I)

The I type generally likes to explore and
understand things or events, rather than
persuade others or sell them things.

The I type is described as analytical,
cautious, complex, critical, curious,
independent, intellectual, introverted,
methodical, modest, pessimistic, precise,
rational, and reserved.
Artistic (A)

Artistic (A) people like artistic careers
such as composer, musician, stage
director, dancer, interior decorator,
actor, and writer.

The A type usually has artistic skills,
enjoys creating original work, and has
a good imagination.
Artistic (A)

The A type generally likes to work with
creative ideas and self-expression
more than routines and rules.

The A type is described as
complicated, disorderly, emotional,
expressive, idealistic, imaginative,
impractical, impulsive, independent,
introspective, intuitive, nonconforming,
open, and original.
Social (S)

Social (S) people like social careers
such as teacher, speech therapist,
religious worker, counselor, clinical
psychologist, and nurse.

The S type usually likes to be around
other people, is interested in how
people get along, and likes to help
other people with their problems.
Social (S)

The S type generally likes to help,
teach, and counsel people more than
engage in mechanical or technical
activity.

The S type is described as convincing,
cooperative, friendly, generous, helpful,
idealistic, kind, patient, responsible,
social, sympathetic, tactful,
understanding, and warm.
Enterprising (E)

Enterprising (E) people like
enterprising careers such as buyer,
sports promoter, television producer,
business executive, salesperson, travel
agent, supervisor, and manager.

The E type usually has leadership and
public speaking abilities, is interested
in money and politics, and likes to
influence people.
Enterprising (E)

The E type generally likes to persuade
or direct others more than work on
scientific or complicated topics.

The E type is described as acquisitive,
adventurous, agreeable, ambitious,
attention-getting, domineering,
energetic, extroverted, impulsive,
optimistic, pleasure-seeking, popular,
self-confident, and sociable.
Conventional (C)

Conventional (C) people like
conventional careers such as
bookkeeper, financial analyst, banker,
tax expert, secretary, and radio
dispatcher.

The C type has clerical and math
abilities, likes to work indoors and to
organize things.
Conventional (C)

The C type generally likes to follow orderly
routines and meet clear standards, avoiding
work that does not have clear directions.

The C type is described as conforming,
conscientious, careful, efficient, inhibited,
obedient, orderly, persistent, practical, thrifty,
and unimaginative.
Holland’s five key concepts





1. Calculus
2. Consistency
3. Differentiation
4. Identity
5. Congruence
Calculus
Some types are more alike than others
Similarity is inversely related to distance on
the hexagon
Consistency
The application of Calculus (some types more
alike than others) to the INDIVIDUAL
How similar a person’s top 2 or 3 codes are to
each other
If your interests are Consistent, you will be more
likely to find suitable matches
Inconsistency

is okay across interests, abilities, and
personality

it gives you something to talk about
Differentiation

Some persons and types are more pure
Flat Profiles may be the result of:



a lack of interest development
a wide range of talents and interests
the way interests are typically measured
- across people, subjects, skills, and
work subcultures
Identity

Clear and stable picture of one’s goals,
interests, personality, and talents.
Holland, Daiger, & Power, 1980
Congruence

Fit between person and environment

Congruence is most important for C & E
Somewhat important for I & A
Somewhat less important for S & R


BUT…

matching accounts for only 10-15% of the
variance in outcomes like satisfaction, longevity,
productivity.

What accounts for the rest of it?

Why else are workers happy and productive?
The Krieshok Hypothesis
(UNTESTED)

Look for Matching to account for more
variance when the match is really bad.

Once the match reaches a tolerable level, it
will account for decreasing amounts of
variance in outcomes.
What is the Self Directed Search?
A guide to educational & career planning
Developed by Dr. John Holland in 1971
Subsequently revised three times
Most widely used interest inventory in the
world
4 Rules for interpreting the SDS
… & other Holland-esque measures




Rule of intra-occupational variability
Rule of unequal distribution of types & subtypes
Rule of 8 (only for SDS – NOT for Strong!!)
Rule of complete exploration