The authors analyze civilian occupations and employment data collected by the U.S. Census Bureau in 1960, 1970, 1980, 1990, and 2000 with respect to 6 kinds of work (Holland's RIASEC [Realistic, Investigative, Artistic, Social, Enterprising, Conventional] classification), employment, and gender. For the 1990 and 2000 censuses, kinds of work, gender, and income are analyzed, and for the 2000 census, kinds of work, age, and gender are examined. Past employment trends developed from census data are further analyzed with respect to Bureau of Labor Statistics employment projections through 2012. Implications for further research, employment policy, and career services are offered.
The authors explore the construct of profile elevation on interest inventories results. They speak to the need for career counselors to maximize their use of the interest inventory and how they can do that by properly interpreting profile elevation. Profile elevation is defined, and correlates of high and low profile elevation are presented. The common interpretive interaction that occurs between profile elevation and differentiation is explored. The authors also present a case of low profile elevation and the career counseling interventions and considerations used with the client.Exploring ways in which the Self-Directed Search (SDS;Holland, 1994) and other interest inventories can be used to the fullest potential in career counseling is the purpose of this article. We focus on the SDS as a way to illustrate this point, especially the notion of profile elevation.Typical (and minimal) use of the SDS involves drawing on the threeletter summary code to help the client search for matching occupations or fields of study. However, Lenz (1998, 1999) and Holland (1997) have shown how the secondary constructs in Holland's theory, such as (a) congruence, (b) consistency, (c) differentiation, (d) coherence, and (e) commonness, can provide some additional information regarding a client's career decision-making process.In practice, these constructs are typically determined in the following ways. Congruence is determined by examining the level of agreement between expressed interests as seen in the SDS Daydreams section and assessed interests as seen in the SDS summary scores. Consistency is determined by examining the relationship between the first two letters in the summary code on the RIASEC (i.e., R = Realistic, I = Investigative, A = Artistic, S = Social, E = Enterprising, C = Conventional) hexagon, for example, adjacent (SE), alternate (SC), or opposite (SR). Differentiation of SDS summary scores is determined by examining the difference between the highest and the lowest scores, and coherence of aspirations is determined by examining the Daydreams occupations to see if the same RIASEC letter appears first in the first three occupational codes. Commonness of the SDS code is determined by looking at the percentage of persons in the normative group having that three-letter code (Holland, 1997).What can be learned from these secondary constructs on the SDS? High levels of congruence between the codes of aspirations and the SDS summary code indicate future persistence related to the code of the first aspiration. It has been suggested that high consistency is positively corre-
Psychopathy is a robust predictor of overt physical aggression that may also be relevant to relational aggression (RA). This study was conducted to investigate the utility of psychopathic personality traits in the prediction of RA in a sample of 291 college students. Hierarchical multiple regression analyses indicated that both primary and secondary psychopathic traits explained additional variance in general/peer and romantic RA beyond physical aggressiveness. Consistent with previous research, no gender differences were found on either form of RA, challenging the popular stereotype of RA as a female behavior. Moreover, psychopathic traits were not differentially predictive of RA by gender or level of physical aggressiveness. Implications of these findings for research and clinical practice are discussed.
People's thoughts and beliefs about themselves and their career options affect their ability to make decisions. Career counselors would benefit from knowing the factors that contribute to negative career thoughts. This study examined two unexplored factors that may affect the development and maintenance of negative career thoughts, decision-making styles and a ruminative thought pattern. Pearson product correlations and a multiple regression were used to determine the extent to which maximizing and rumination predicted negative career thoughts. Results suggested that maximizing and rumination are moderately correlated with negative career thoughts. Together they account for 14% of the explained variance of negative career thoughts. Implications of findings on practice and research are discussed. The cognitive information processing theory is also presented as a method by which to conceptualize a client's maximizing decision-making style and ruminating thought patterns.
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