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Chapter 16

2080B Chapter 16.docx

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Department
Psychology
Course
Psychology 2080A/B
Professor
Prof
Semester
Winter

Description
Testing in counseling psychology Test and Measurement - Chapter 16 Measuring Interests  If you want to enter the appropriate career, you must identify your interests  Carnegie Interest Inventory o First interest inventory- 1921 o Discussed 15 different interest measures  Two most widely used: interest tests the Strong vocational and the Kuder preference The Strong vocational Interest Blank  After world war one, saw that people in different professional groups had different interests  Found that people in the same line of work had similar hobbies, liked the same type of entertainment and read the same sorts of books and magazines  Criterion Keying: develop a test that would match the interest of a subject to the interests and values of a criterion group of people who were happy in the careers they had chosen  Preliminary studies: responded to 400 items dealing with likes and dislikes to peoples occupations  Criterion keying determined how the interests of new subjects resembled those of the criterion groups  1966- 399 items, 54 occupations for men, separate form presented 32 different occupations for women o Items were weighted on how frequently and item occurred in a specific occupational group o Raw scores converted to standard, mean of 50 and SD of 10 o Each criterion group contained 300 people o Validity good, predicted job satisfaction well  Patterns of interest remained relatively stable over time  Study: o Showed the Stanford university students took the test multiple times over time and that there interests remained the same over 22 years  Shows that Interest patterns are established by age 17 The Strong-Campbell Interest Inventory  Campbell’s response to the short comings of the SVIB  Men and women items were merged  Campbell incorporated Holland’s six personality factors into his new version of the test  Current form divided into 7 parts, has 325 items, where the person responds “like, dislike or indifferent”  Table 16.1- Holland’s Six Personality Factors  First set of scores: summary of general themes based on Holland’s six personality types, the second is for administrative indexes, the third is for a persons basic interests (this is reported in a T score with a mean of 50 and deviation of 10), the final set of summary scores given in the SCII if for the occupational scales (compares that test takers scores with the people working in various professions- happy with their profession, not just compared to the general public)  Not used much now, last released 1985, was expanded to include 207 occupational scales, had a national sample  Criticism was that the people being questioned were older than those who would be just entering the work force The Campbell Interest and Skill survey  Published in 1992 after disputes on the rights of the original Campbell-strong tests  Asks respondent to asses their degree of interest in 200 academic and occupational topic  Produces 11 page profile ad a 2 page report summary  Table 16.2 Summary of the components of the Campbell Interest and skill survey  Offered an academic focus scale – understand how comfortable someone would be in a specific job setting and also offered a extroversion scale that helps guide them to occupations with the appropriate amount of intensity  18 dollars to take (320 question survey)  Scale standardized with a mean of 50 and a SD of 10 The Reemergence of the strong Interest Inventory  Offered a five choice format  Contains basic Interest scales  Includes 244 occupation scales  More focus on a career in business and technology for both men and women  First published evaluation of the SII considered 31 college majors in a national college sample of 1403 women and 469 men (evaluate the relationships between content scales a choice of college major  showed good validity The Kuder Occupational Interest Survey  Presents the test taker with 100 triads (sets of three) of alternative activities  For each group of three select the most preferred  Examines similarity in the test taker and of those in the occupation  Developed spate norms for men and women  May also help students pick a major  New scales have been added for architect, journalist, and film and television producer  Report divided into four sections, the first describing the dependability of the results, the second ranks orders of interest patterns in comparison to the normative sample of men and women  Third section is the core of the test – ranks the test taker in relation to men and women who are employed in different occupations and are happy  Shows good correspond to a variety of occupations  Bad with bank clerk, beautician and department store sales  The fourth section shows the correspondence with people and what major they have decided
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