Running head: HOLLAND’S THEORY
Holland’s Theory
Kelly J. Leinweber
University of North Texas
1
HOLLAND’S THEORY
2
Holland’s Theory
The evolving practice of career development over the past century has led to the growth
of career theories. Career theorist John Holland expanded on Frank Parson’s trait-factor theory in
an attempt to match the individual’s personality to a specific environment. Holland’s theory is
considered one of the most recognized theories utilized in career guidance and continues to
progress in its application for people with and without disabilities.
Basic assumptions
The foundation of Holland’s theory is based on the premise that people are comprised of
at least one of six personality types. These personality types are developed and influenced by
cultural, hereditary, and individual choices (Szymanski & Parker, 2010). The six personality
types John Holland studied include realistic, investigative, artistic, social, enterprising, and
conventional. He also described the work environment in which an individual’s personality is
matched using these same six traits. Holland’s theory tenants suggest that people search for
environments where they can thrive using their skills and express their values and beliefs.
Holland believed individuals would therefore choose their environments based on their
personality type. His theory also notes that individuals would be more satisfied working with
individuals with similar personality types due to the nature of the environment they would create
(Jones, 2012). Careers decisions are therefore often made as a result of the individual’s
personality in relation to the environmental characteristics. The development of careers
according to John Holland’s theory is considered a pairing of the person and environment where
outcomes such as vocational choice, vocational stability, personal competence, and social
behavior can be predicted (Szymanski and Parker, 2010). Becoming more aware of potential
HOLLAND’S THEORY
outcomes and how to match individuals to their environment will likely enhance the process of
career development for career guidance counselors and consumers.
Key concepts
The primary components that comprise John Holland’s theory are first that individuals
can be characterized according to six personality types. Szymanksi and Parker (2010) explain
“the more closely a person resembles a particular type (R, I, A, S, E, C), the more likely he or
she is to exhibit the personal traits and behaviors associated with that type” (p. 96). The
environment which people have chosen to live and work are also described according to these
same six traits and may be matched with an individual to determine career development and
success. Holland’s theory also may be understood according to his hexagonal model relationship
between the six RIASEC types. The hexagonal model proposes that personality types vary in
their relationship with one another and individuals and their environments also vary in degree of
similarity (Szymanksi and Parker, 2010). Holland’s hexagon shows how the personality traits
closest to each other are more alike compared to those traits which are farther away. Personality
types that are opposite of each other tend to represent opposing personality characteristics. The
work environment may also be examined under these same conditions (Jones, 2012).
Holland’s theory further assessed and defined the constructs of an individual’s identity
and environmental identity. Holland defined personal identity “as the possession of a clear and
stable picture of one’s goals, interests, and talents. Environmental identity is present when an
environment or organization has clear, integrated goals, tasks, and rewards that are stable over
time intervals” (Holland, 1992, p. 5, as cited in Szymanski & Parker, 2010, p. 97). Holland’s
attempt to define and operationalize constructs of individual identity and environment identity is
helpful for determining how the theories propositions are evaluated.
3
HOLLAND’S THEORY
Holland has built on his primary concepts to also incorporate significant components
related to beliefs and career strategies. His more recent work attempted to explore subjective
characteristics of work adjustment in order to improve career development strategies and
outcomes. John Holland, and his colleague Gary Gottfredson, utilized variables such as job
satisfaction, work involvement, and geographical barriers in their assessment, Career Attitudes
and Skills Inventory (CASI), to account for the variation in work adjustment and satisfaction
(Gottfredson, 1996). The key concepts of Holland’s theory have influenced the process of career
development by providing direction for how to match a person to the most appropriate work
environment to achieve successful outcomes. Holland’s hexagon further provides important
information for how personality and environment traits relate with one another and may be
useful for exploration during career counseling and development. Holland’s effort to integrate
concepts of beliefs and career strategies may prove to be a beneficial addition to his theory and
improve career development by expanding the variables necessary to understand work
adjustment and achievement.
Theory application
Holland’s theory has been effective for career counselors as a result of its easy
application during the career counseling process (D. Brown, 1990b, as cited in Szymanski &
Parker, 2010). Several tools have been constructed using Holland’s theory and many have been
widely accepted in the field of vocational assessments. Holland developed both the Vocational
Preference Inventory and the Self-Directed Search (SDS) which utilize his approach to
personality and work characteristics, as well as possible occupations that match. John Holland
also created the assessment My Vocational Situation (MVS) to evaluate vocational identity and
has been shown to be helpful for measuring effective career interventions. (Szymanski & Parker,
4
HOLLAND’S THEORY
2010). As mentioned previously, the CASI has also been applicable for career counselors to use
for individuals with some work experience and helps to determine work adjustment and
satisfaction. Holland’s theory may actually have seen greater application as technology has
advanced and many job seekers are using search tools online. Several websites such as the
O*Net, Texas Workforce Commission, and My Next Move utilize Holland’s codes, RIASEC, to
help guide job seekers during career exploration. The impact of Holland’s theory on the career
development process seems to be a positive one for individuals capable of using internet
resources. How an individual chooses an occupation may be somewhat influenced over his or her
ability to navigate employer websites; however more research on how Holland’s theory is
impacted as a result of online applications may be needed.
Application to disability
Holland’s theory has been highly supported by research over the years. Despite the
empirical support, his theory does face some criticism with regard to its application to people
with disabilities. (Conte, 1983, Hagner & Salomone, 1989, as cited in Szymanski & Parker,
2010). Szymanski and Parker suggest that Holland’s theory may still be applicable for
individuals with disabilities if appropriate precautions are taken. Strengths of using Holland’s
theory are observed in the use of the Self-Directed Search and My Vocational Situation. The
SDS for instance requires a lower reading level which may appeal to consumers during career
development while the MVS evaluates the consumer’s readiness for career planning (Szymanski
& Parker, 2010). The CASI may be useful for consumers with acquired disabilities to determine
work adjustment and barriers. One of the primary limitations for applying Holland’s theory to
consumers with disabilities is that many consumers may minimize their interests due to
perceived limitations in fulfilling the job demands. Consumers with congenital disabilities may
5
HOLLAND’S THEORY
narrow their reported interests in certain occupations at an early age and therefore Holland’s
theory may be ineffective at matching their personality to the best environment. The research
support for the application of Holland’s theory should not be underestimated. Vocational
counselors may simply need to take more precautions and be aware of the potential for
consumers to limit their interest (Szymanski & Parker, 2010).
The application of Holland’s theory may be better understood in the case of Kimberly
Miles. Kimberley is a 57 year old, single Caucasian female who recently experienced a mild
TBI. She would like to return to work now that she was undergone rehabilitation and is aware of
her limitations. She was previously employed as an administrative assistant at a school close by
but has expressed that she would like to explore other career options. Holland’s theory would
initially be useful for her to determine her Holland code. The vocational counselor administers
the SDS to determine her personality traits which suggest that she would enjoy an occupation
that is social, artistic, and enterprising. She is provided with a list of possible jobs that match her
personality and environmental Holland code and she can now review job matches on O*Net.
After exploring O*Net she is able to further understand the jobs which match her current skills,
abilities, values, and interests. Kimberley chooses a job as a local recreation and activities
coordinator that is compatible with her Holland code and does not interfere with her current
limitations. Kimberley returns to work with appropriate accommodations and is given the CASI
to determine her work adjustment and satisfaction. Her scores on the CASI suggest she is
satisfied at her new place of employment, has minimal career worries, does not have
geographical barriers to employment, and the job is consistent with her skill development and
risk-taking style. Holland’s theory was useful for Kimberley to be able return to an occupation
that matched her interests and she is now satisfied with.
6
HOLLAND’S THEORY
7
References
Gottfredson, G.D. (1996). The assessment of career status with the career attitudes and strategies
inventory. Journal of Career Assessment, 4, 363-381.
Jones, L. K. (2012). The Career Key. Retrieved from
http://www.careerkey.org/asp/your_personality/hollands_theory_of_career_choice.html
Syzmanski, E & Parker, R. (2010). Work & Disability. Austin, TX: Pro-ed.