Biodata determinants of vocational typology

Eberhardt, Bruce J.

doi:10.31274/rtd-180813-6282

Cited by 4 publications

(13 citation statements)

References 56 publications

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“…There are no 'realistic' women in the sample. These proportions are quite similar to those reported by Eberhardt & Muchinsky, (1982).…”

Section: Resultssupporting

confidence: 91%

“…However, because there is little published biodata work in these fields, such results require further replication and validation. In contrast, a number of authors have investigated the use of biodata in the field of vocational interest (Baehr & Williams, 1967;Eberhardt & Muchinsky, 1982Muchinsky, 1994;Mumford & Owens, 1982;Owens & Schoenfeldt, 1979).…”

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confidence: 99%

“…As part of wider research into the applicability of biodata, Mumford & Owens (1982) also used biodata to correlate scores on the Strong Vocational Interest Blank (SVIB) with life history items for a group of undergraduate students. Eberhardt & Muchinsky (1982 provided a comprehensive analysis of the ways in which biodata could be used to predict aspects of vocational interest. They used biodata items from Owens' Biographical Questionnaire (Owens & Schoenfeldt, 1979) to predict participants' scores on Holland's Vocational Preference Inventory (VPI).…”

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confidence: 99%

“…For example Owens & Schoenfeldt (1979) developed two distinct sets of factors when attempting to classify individuals on the basis of biodata. Eberhardt & Muchinsky (1982 analysed their data in a similar manner to Owens. In part this can be explained by recognizing that early instruments measuring vocational interest, such as the SVIB, maintained separate scales for men and women until relatively recently.…”

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confidence: 99%

“…It has already been used successfully as the basis for developing models for predicting performance in the cognitive and personality domains (Wilkinson, 1993(Wilkinson, , 1994. Eberhardt & Muchinsky's (1982 work provides a Larvy J. Wilkinson direct comparison for the utility of the questionnaire in the domain of vocational interest.…”

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confidence: 99%

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Generalizable biodata? An application to the vocational interests of managers

Wilkinson¹

1997

J Occupat & Organ Psyc

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Neurastle Business Si-hool, Unrrwsitj of Northiinibriu at Ncu'cade, Norrhtmlberland Biirlding.Neuiartle upon Tjne NEI 8SZ U K Despite having a good record as a predictor of job performance, biodata is seldom used for the selection of managers. Its infrequent use can be explained in part by noting that traditional biodata prediction models of job performance, developed in one context, do not readily transport into different ones. Organizations wishing to use biodata must first develop and validate such an instrument. As this is only feasible for large organizations, an alternative approach is to develop biodata instruments to predict specific attributes of a person. Such instruments will be more generalizable than those developed to predict a person's job performance. This approach was tested by developing biodata models to predict vocational interest (as measured bv Holland's Self Directed Search-SDS) of a group of likely applicants for managerial jobs. Following factor analysis of the biodata, regression models were developed to predict individuals' scores on the six SDS scales. The models developed predict the criteria well. The findings indicate that biodata is a good predictor of vocacionnl interest of individuals irrespective of their job or organization.

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“…There are no 'realistic' women in the sample. These proportions are quite similar to those reported by Eberhardt & Muchinsky, (1982).…”

Section: Resultssupporting

confidence: 91%

mentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

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Generalizable biodata? An application to the vocational interests of managers

Wilkinson¹

1997

J Occupat & Organ Psyc

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Using Biodata to Predict Turnover, Organizational Commitment, and Job Performance in Healthcare

Becton

Matthews

Hartley³

et al. 2009

Int J Selection Assessment

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The purpose of the present study was to test whether or not a biodata instrument could be used to predict turnover, organizational commitment, and job performance in healthcare organizations. A criterion-related, predictive validation strategy was used using a sample of 672 employees from two different hospitals in the southeastern United States. Supervisory ra0tings of organizational commitment and job performance were highly correlated with responses to the organizational commitment scale and the total score on the biodata instrument, respectively. Actual turnover was correlated with responses to the retention scale, although the effect size was small. Additionally, the study examined the fairness of biodata in this context as it relates to differences in performance among minority and non-minority candidates. The findings in this study suggest that using such an instrument may provide organizations with the potential to improve organizational commitment and job performance, while reducing turnover with minimal group differences.

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Life history and developmental correlates of female vocational preferences: a multivariate study

Reichel

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INTRODUCTION 1 Holland's Vocational Typology 2 Primary assumptions 2 Secondary assumptions 8 Principles underlying Holland's vocational typology 10 Validity of the theory 13 Women's Issues 19 Changing trends in labor force participation 19 Antecedents of occupational choice 21 Congruence of vocational interests and values 28 Life History Experiences 30 A review of the determinants of vocational preference 34 Life history experiences and women 38 Sex-Roles 44 Theoretical underpinnings 44 Research trends 48 Shifting attitudes toward women's sex-roles 50 Sex-role research and women 53 Sex-role socialization 58 Self-Esteem 63 Self-esteem defined 63 Self-esteem's relationship to vocational behavior 66 Self-esteem and life history 69 Sex-roles and self-esteem 72 Models of self-esteem 79 The Present Study 82 METHOD 85 Subjects 85 Instruments 85 Strong-Campbell Interest Inventory (SCII) 85 Biographical Questionnaire (BQ) 89 iii Page Bern Sex-Role Inventory (BSRI) 91 Self-Esteein Inventory (SEI) 96 Procedure 97 Data Analyses 98 Primary analyses 100 Secondary analyses 103 RESULTS 105 Descriptive Statistics 105 Primary Analyses 109 Multiple discriminant analyses 109 Full models 109 Reduced models 117 Canonical correlations 127 Hypotheses tests 131 Secondary Analyses 134 Pearson correlations 134 Multiple regressions 134 DISCUSSION • 141 Interpretation of Statistical Results 141 Primary analyses 14i Multiple discriminant analyses 141 Canonical correlational analysis Hypotheses tests 151 Secondary analyses Overview of Statistical Results Conclusions Methodological Issues 164 The measurement instruments 164 The sen 164 iv Page The BSRI 167 The SEI 169 Self-report data 170 Sampling 171 Social desirability 172

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Biodata determinants of vocational typology

Cited by 4 publications

References 56 publications

Generalizable biodata? An application to the vocational interests of managers

Generalizable biodata? An application to the vocational interests of managers

Using Biodata to Predict Turnover, Organizational Commitment, and Job Performance in Healthcare

Life history and developmental correlates of female vocational preferences: a multivariate study

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