Contributions of Holland's theory to industrial/organizational psychology include the following: (1) person-environment congruence, a major influence in organizational behavior; (2) the notion that individuals should be self-directed participants in career exploration and the use of occupational information; and (3) use of vocational interest…

This study predicted two measures of incidental employee absenteeism (absenteeism with pay and without pay) via seven biographical and six attitudinal variables with 195 employees. Results indicated paid absences were basically unpredictable, while unpaid absences could be predicted to some degree by certain variables consistently identified…

The purpose of this paper is to review the literature on employee absenteeism as a form of withdrawal behavior apart from turnover. Studies examining the psychometric properties of absence measures are reviewed, along with the relationship between absenteeism and personal, attitudinal, and organizational variables. (Author)

The study examines the validity of the ACE and selected subscales of the EPPS and SVIB in predicting the vocational performance of engineers. The only consistent finding was that subjective ratings of vocational performance were predicted by SVIB Group V scores; a "self-esteem" interpretation was posited. (Author)

Reviews research on the prediction of employee turnover. Groups predictor variables into five general categories: attitudinal (job satisfaction), biodata, work-related, personal, and test-score predictors. Consistent relationships between common predictor variables and turnover were found for four categories. Eight methodological problems/issues…

Person-environment congruence as assessed by Holland's model of vocational preference was tested in a sample of 362 employees from five environmental typologies. The results indicate that congruent employees are significantly more satisfied with the job facet satisfaction measures than incongruent employees. (Author)

Results showed strong empirical support for the model in that most subjects were working in environments congruent with their personality types. However, there was a lack of empirical support for the proposed relatedness among the environments in the model with regard to person-environment congruence. (Author)

This study examined sex discrimination in three occupations. Male and female applicants were evaluated for suitability in a managerial role for a predominately female occupation, a predominately male occupation, and a sexually mixed occupation. Attitudes toward women in management were found to be correlated with the suitability ratings. (Author)

The purposes of this study were (1) to test whether the occupational preferences of senior psychology majors could be predicted using a within-subjects analysis of Vroom's model; (2) to examine the predictive validity of valence and instrumentality measures, and (3) to compare the predictive validity of the weighted and unweighted valence models.…

The degree of convergent validity among four methods of identifying vocational preferences is assessed via the decision theoretic paradigm. Vocational preferences identified by Holland's Vocational Preference Inventory (VPI), a rating procedure, and ranking were compared with preferences identified from a policy-capturing model developed from an…

Proposes that there are two types of person-environment congruence: supplementary, the match between an individual and a group of people who comprise an environment, such as a fraternal organization (the rationale behind vocational counseling decisions); and complementary, the match between an individual's talents and the corresponding needs of…

Studied the influence of job sex composition in relation to security, suitability of type of work, and company recognition in college students (N=95). Results indicated that sex composition exerted the least influence on job desirability while security and suitability of type of work exerted the greatest influence. (LLL)

Reviews 278 studies published on vocational behavior and career development in 1982, in the following major categories: discrimination; performance; turnover; satisfaction; commitment and involvement; job analysis and evaluation; selection; life history experiences; performance appraisal; assessment centers; training; unions; alternate work…

Economic factors serve to control the degree to which individual and work-related factors can explain variation in turnover. Individual and work-related variables will be more predictive of turnover under prosperous economic conditions than when the economy is strained. (Author)