We present the PreferenSort, a career counseling instrument that derives counselees' vocational interests from their preferences among occupational titles. The PreferenSort allows for a holistic decision process, while taking into account the full complexity of occupations and encouraging deliberation about one's preferences and acceptable…

This study examined the relationship between Holland type (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional; Holland, 1959, 1997) congruence and incongruence (i.e., lack of ft between an occupation's 3-letter Holland code and a person's lowest 3 Holland interest types) and tested whether incongruence predicts unique…

Research on group differences in interests has often focused on structural hypotheses and mean-score differences in Holland's (1997) theory, with comparatively little research on basic interest measures. Group differences in interest profiles were examined using statistical methods for matching individuals with occupations, the C-index, Q…

The present study examined the relation between individual cognitive structure and several key career decision variables. Specifically, in a sample of college students enrolled in a career development class, the usage of the RIASEC (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional) circumplex (adherence) was examined as…

This is the first article evaluating the concurrent validity of the 2005 Strong Interest Inventory (SII). The Basic Interest Scales (BISs) were substantially revised to reflect the changing workplace, so such an update is particularly important. Concurrent validity of the 41 content scales in the SII was examined for differentiating 31 college…

Interests and self-efficacy are related constructs that contribute to a better understanding of career goals. The correlation between interests and self-efficacy as measured by the Skills Confidence Inventory and Strong Interest Inventory are very stable; concurrent administration yields a comparison of levels of interest and confidence from…

The concept of congruence between person and occupation lies at the core of Holland's (1997) theory of career types. The C index is arguably the best available method for comparing the congruence of two Holland code profiles. The C index reflects the theorized hexagonal structure of the Holland RIASEC model, is sensitive to code ordering, and is…

College students were assigned to three groups: Strong Interest Inventory (SII) plus social cognitive group feedback (n=52), SII only (n=22), and controls (n=25). The feedback group had higher career decision-making self-efficacy and more differentiated career beliefs than the SII-only group. Both SII groups were more likely to see the…

The validity of scores on the Strong Interest Inventory (SII) for Asian American college students has not been thoroughly investigated. This study examined the evidence of validity of the SII Occupational Scale scores for predicting college major choices of Asian American women and men and White women and men. The sample included 186 female and…

The relationship between the personal style scales of the Strong Interest Inventory and the Big Five model of personality was investigated with 740 undergraduates and a cross-validation sample of 321. No significant gender differences were observed. Personal style scales indicating living and working preferences were correlated with personality…

Examines the incremental validity of the General Confidence Themes of the Skills Confidence Inventory as measures of vocational self-efficacy in identifying tenured and satisfied membership in 21 occupational groups. Results replicate earlier findings that self-efficacy and interest form similar structures. Results also demonstrate the explanatory…

Used the concept of fuzzy variable to develop new sex-type, prestige, and Holland interest scales from the Occupational Scales of the Strong Interest Inventory. Describes intercorrelations among three measures of Holland themes and measures of sex type and prestige. Comments on potential counseling and research uses for the new measures. (JPS)

Students completed either the Strong Interest Inventory (n=114) or Myers-Briggs Type Indicator (n=108), both (n=99), or none (n=106). Twelve weeks after interpretation, those who completed both showed more change, specificity, or certainty in their career goal. The Myers-Briggs proved as helpful as Strong in career decision making. (SK)

Reviews the history of the Strong Interest Inventory and the legacy of its creator, E. K. Strong Jr. Focuses on Strong's development of the inventory method and use of criterion-related scale development. Outlines trends in content-related scale developments, innovations in the inventory, and future directions for predicting career behavior. (RJM)

To compare the effects of three different modes of interest assessment on career decision-making self-efficacy, 81 career-undecided college students participated in one of the following four conditions: an assessment intervention using the Strong Interest Inventory, an intervention using one of two methods of applying the Self-Directed Search, or…