Is Holland's theory worthy of so much attention, or should vocational psychology move on?

Schwartz, Robert H.

doi:10.1016/0001-8791(92)90065-8

Cited by 14 publications

(6 citation statements)

References 23 publications

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“…The study has demonstrated that both models can be easily tied into Schneider's ASA framework, with the RIASEC model describing the attraction side and the FFM the selection component. Contrary to previous criticisms that refuted Holland's work (Schwartz, 1992), the RI-ASEC types still seem to be a useful model for 1-0 psychologists who have to deal with vocational counseling questions. The widespread availability of FFM measures provides selection psychologists with a powerful tool for assessing employability and evaluating favorable traits for particular jobs.…”

Section: Discussionmentioning

confidence: 68%

Riasec Types and Big Five Traits as Predictors of Employment Status and Nature of Employment

Fruyt¹,

Mervielde²

1999

Personnel Psychology

135

100

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This prospective study investigated the validity of the Five-Factor Model (FFM) of personality and Holland's RIASEC vocational interest typology in predicting employment status and the nature of employment in a sample of graduating college seniors as they entered the job market. A sample of 934 senior college graduates enrolled in various academic subjects filled in Costa and McCrae's NEO-PI-R (1992) and Holland's Self-Directed Search (1979). One year after graduation, they were requested to describe their labor market positions and jobs, using the Position Classification Inventory (PCI; Gottfredson & Holland, 1991). Six hundred and twelve people responded to the second call, of whom 335 were employed and 66 unemployed. The incremental validity of the 2 models over and above each other was investigated in the sample of employed and unemployed subjects ( N = 401) using stepwise regression analysis. The results showed that Extraversion and Conscientiousness were the only valid predictors of employment status and that vocational interests did not show incremental validity over and above these factors. The RIASEC types, however, were clearly superior in explaining the nature of employment, underscoring the validity of Holland's hexagonal calculus assumptions. Employment reflecting Realistic, Social and Enterprising characteristics was to a limited extent predicted by four of the Big Five, except Neuroticism, over and above the RIASEC types. The findings are discussed in the framework of Schneider's Attraction-Selection-Attrition (ASA) theory (1987) concluding that Holland's RIASEC model is more employee-driven, being better at predicting the nature of employment, whereas the FFM is more employer-oriedted, with greater validity in evaluating the employability and employment status of applicants. ~ ~

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Section: Discussionmentioning

confidence: 68%

Riasec Types and Big Five Traits as Predictors of Employment Status and Nature of Employment

Fruyt¹,

Mervielde²

1999

Personnel Psychology

135

100

View full text Add to dashboard Cite

show abstract

“…It has provoked longitudinal studies (Smart, 1985), and cross-sectional studies (Furnham & Walsh, 1991) as well as numerous psychometric studies have provided partial, weak support for some of the central features of the theory particularly the job satisfaction± congruence hypothesis (Carson & Mowsesian, 1993;Furnham et al, 1995). Schwartz (1992) wrote a paper entitled``Is Holland's theory worthy of so much attention or should vocational psychology move on?'' in the``house journal'' of the theory (Journal of Vocational Behavior).…”

Section: Resultsmentioning

confidence: 99%

“…Further he believes the evidence suggests that both the SDS and the VPI are poor at predicting career achievement or stability. Schwartz (1992) suggests that it is role choice clarity that is the best predictor of job satisfaction. His central argument is:…”

Section: Resultsmentioning

confidence: 99%

“…Even then, the seeming support for Holland's congruence±satisfaction hypothesis may be evident only in studies of occupations for which the occupational image is clear and closely related to occupational reality. (p. 185) Schwartz (1992) makes a final plea for occupational specialty group-specific tests rather than too broad measures, like Holland's, with their too frequent generalised assertion. Not everyone would agree with Schwartz (1992), but until a more parsimonious theory is posited it is likely that Holland's theory of P±E fit or congruence will still dominate vocational psychology.…”

Section: Resultsmentioning

confidence: 99%

“…The final question refers to Schwartz's (1992) question about the status of Holland's theory. Has it beguiled and enslaved too many researchers in vocational psychology so that too much effort has been devoted to it, as opposed to other P±O fit approaches?…”

Section: Resultsmentioning

confidence: 99%

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Vocational Preference and P–O Fit: Reflections on Holland’s Theory of Vocational Choice

Furnham

2001

Applied Psychology

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It is 40 years since Holland first proposed his theory of vocational choice. In that period it is probably true to say that it has attracted more research than any other vocational guidance measure. This paper looks at the central concept in his theory (congruence) and other areas of vocational guidance, namely “fit”. It also looks at current research issues relating to Holland’s theory. Particular attention is paid to the research papers that examine the overlap between the six (RAISEC) personality types of Holland and the consensually accepted “Big Five” factor view of personality theorists. Finally a summary of the major theoretical, empirical, and methodological problems in the area is discussed.

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Person–Environment Congruence and Holland's Theory: A Review and Reconsideration

Spokane

Meir

Catalano

2000

Journal of Vocational Behavior

205

154

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Is Holland's theory worthy of so much attention, or should vocational psychology move on?

Cited by 14 publications

References 23 publications

Riasec Types and Big Five Traits as Predictors of Employment Status and Nature of Employment

Riasec Types and Big Five Traits as Predictors of Employment Status and Nature of Employment

Vocational Preference and P–O Fit: Reflections on Holland’s Theory of Vocational Choice

Person–Environment Congruence and Holland's Theory: A Review and Reconsideration

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