Relating the Spherical representation of vocational interests to the HEXACO personality model

Holtrop, Djurre; Born, Marise Ph.; Vries, Reinout E. de

doi:10.1016/j.jvb.2015.04.003

Cited by 27 publications

(28 citation statements)

References 46 publications

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“…People who avoid social settings, because they feel less comfortable in groups or because they are less interested in social situation, are unlikely to become leaders in the first place. People low in extraversion and high in emotionality/anxiety are not only less interested in social situations (Holtrop et al, 2015 ), with extreme levels of these traits they may also be more likely to actively avoid such situations because of social phobia (Kotov et al, 2010 ). Highly extraverted people, in contrast, seek out social situations, not only because such situations are rewarding or because they like social occasions, but especially because they seek social attention (Ashton et al, 2002 ).…”

Section: The Stoa Model Of Tnt Leadershipmentioning

confidence: 99%

Three Nightmare Traits in Leaders

Vries

2018

Front. Psychol.

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This review offers an integration of dark leadership styles with dark personality traits. The core of dark leadership consists of Three Nightmare Traits (TNT)—leader dishonesty, leader disagreeableness, and leader carelessness—that are conceptualized as contextualized personality traits aligned with respectively (low) honesty-humility, (low) agreeableness, and (low) conscientiousness. It is argued that the TNT, when combined with high extraversion and low emotionality, can have serious (“explosive”) negative consequences for employees and their organizations. A Situation-Trait-Outcome Activation (STOA) model is presented in which a description is offered of situations that are attractive to TNT leaders (situation activation), situations that activate TNT traits (trait activation), and the kinds of outcomes that may result from TNT behaviors (outcome activation). Subsequently, the TNT and STOA models are combined to offer a description of the organizational actions that may strengthen or weaken the TNT during six career stages: attraction, selection, socialization, production, promotion, and attrition. Except for mainly negative consequences of the TNT, possible positive consequences of TNT leadership are also explored, and an outline of a research program is offered that may provide answers to the most pressing questions in dark leadership research.

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Section: The Stoa Model Of Tnt Leadershipmentioning

confidence: 99%

Three Nightmare Traits in Leaders

Vries

2018

Front. Psychol.

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“…Tracey and Rounds (1996) called this revised model the spherical representation of vocational interests. The spherical structure has been confirmed in the United States (Tracey, 2002) and in several samples outside the United States (e.g., Irish, Dutch, Chinese, and Caribbean; Darcy, 2005; Holtrop et al, 2015; Long, Adams, & Tracey, 2005; Wilkins, Ramkissoon, & Tracey, 2013).…”

Section: The Structure and Measurement Of Vocational Interestsmentioning

confidence: 81%

“…Personality research (e.g., De Vries, 2010; McCann, Lipnevich, Poropat, Wiemers, & Roberts, 2015; Watson & Clark, 1991) has provided empirical evidence for strong self-other agreement relations, moderate assumed similarity relations, and mostly insignificant or small similarity and reciprocity relations. A large body of research (e.g., Barrick, Mount, & Gupta, 2003; Holtrop, Born, & De Vries, 2015; Larson, Rottinghaus, & Borgen, 2002; McKay & Tokar, 2012) has shown significant relations between self-ratings of interests and self-rated personality. Additionally, Nelling, Kandler, and Riemann (2015) found high levels of self-other agreement in vocational interests (truer¯ = .59), as did Nauta (2012) across two separate samples (truer¯ = .46 and .53).…”

Section: Correspondence Of Self- and Other-rated Vocational Interestsmentioning

confidence: 99%

“…The “substantive” interpretation of profile elevation (e.g., Fuller, Holland, & Johnston, 1999; Hirschi & Läge, 2007) suggests that profile elevation is a meaningful factor. As a substantive factor, profile elevation has been found to relate to career planning, career exploration (Hirschi & Läge, 2007), and personality traits (Fuller et al, 1999; Holtrop et al, 2015). The “artifact” interpretation (e.g., Prediger, 1998; Tracey, 2012) suggests that profile elevation is systematic error or rater bias and that its influence should be minimized when measuring vocational interests.…”

Section: Profile Elevation In Self- and Other-rated Vocational Interestsmentioning

confidence: 99%

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Perceptions of Vocational Interest

Holtrop

Born

Vries

2017

Journal of Career Assessment

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The current study investigated how self-and other-ratings of vocational interests converge among student-parent dyads. Using the Personal Globe Inventory-Short, we obtained data from a pooled sample of 271 (high school senior and university) student-parent dyads. Participants rated their own vocational interests and those of the other dyad member. First, profile correlations revealed high levels of self-other agreement, moderate levels of assumed similarity, and low levels of similarity and reciprocity in vocational interests. These correlations are highly similar to those found in personality research. Second, profile elevation showed a reversed pattern compared to interest perceptions, with high levels of self-other agreement and moderate levels of assumed similarity, indicating that profile elevation may mostly be an artifact/rater bias and not a substantive factor. Ipsatization of the vocational interest scales somewhat reduced profile elevation bias. Third, same-gender dyads overestimated their similarity in vocational interests more than different-gender dyads.

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“…Como se vió en otros países y culturas (Holtrop, Born, & de Vries, 2015;Hurtado Rua, Stead & Poklar, 2018;Iliescu, Popa & Dimache, 2016), el patrón hexagonal propuesto por Holland (1997) es una forma alternativa práctica para explicar los intereses y habilidades de las personas. Teniendo en cuenta los resultados del presente estudio y la representatividad de la muestra, podemos afirmar que este modelo es factible para la población de estudiantes universitarios argentinos.…”

Section: Análisis Factorial Confirmatorio (Afc)unclassified

Alternate Forms Public Domain RIASEC Markers for Interests and Self-Efficacy: Spanish version

Cupani

Morán

Azpilicueta

et al. 2019

EJREP

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Introduction: The Alternate Forms Public Domain (AFPD) RIASEC markers are tools that since its creation have been widely used in various cultures for the study of personality and interests, mainly in the academic field. The main purpose of the present study was to develop a Spanish version of the AFPD RIASEC and analyze their psychometric properties in Argentinean samples.Method: The sample was 1107 university students (61.6% female and 38% male), aged between 18 to 62 years old. The translation of the items, studies of internal structure, convergent validity and internal consistency were carried out.Results: The results suggested that the Spanish version of the AFPD has an adequate internal structure and can be used to accurately assess the six basic personality types that were proposed by Holland. We verified the same psychometric properties of the markers for occupational and activity items to measure interest and self-efficacy.Discussion: Overall, the results were encouraging, indicating that this instrument can be considered an acceptable option for Argentinean college students to measure professional interests and self-efficacy as an auxiliary tool for career counseling

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Relating the Spherical representation of vocational interests to the HEXACO personality model

Cited by 27 publications

References 46 publications

Three Nightmare Traits in Leaders

Three Nightmare Traits in Leaders

Perceptions of Vocational Interest

Alternate Forms Public Domain RIASEC Markers for Interests and Self-Efficacy: Spanish version

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