A hierarchical model for the structure of vocational interests is proposed. An interpretation of existing findings suggests that this model accounts for interrelations among the vocational interest fields better than other models. Implications of this model for vocational theory and some applications in vocational guidance are discussed. (Author)

Presents a model of career decision-making which includes: a delineation of the internal psychological process of decision-making; identification of important developmental and personality characteristics of the decision maker; and specification of immediate or anticipated environmental factors influencing decision-making. (Author)

Reviews relationships of vocational interests with vocational-relevant variables (ability, success, and satisfaction). Results indicate no correlations between interests and actual relevant abilities and performance, but that a positive relationship exists with satisfaction. Suggests cognitive functions may mediate between actual abilities,…

Investigates Hall's psychological success-based model of career development using path analyses across three faculty roles. The model received moderate support for each role. Found alternative paths from performance to job involvement and satisfaction with promotional opportunities but did not contradict the portions of the psychological success…

Explored differences between factors related to occupational preference and occupational choice for college students. Results supported the model indicating occupational preference was primarily a function of pure attraction; occupational choice was a function of attraction, expectancy of attaining an occupation, and consideration of expected…

Discusses limitations of the hexagon of J. L. Holland such as the implicit bidirectionality which assumes a symmetry that may not exist. Suggests the use of conditional probabilities as an addition to the use of the traditional correlational hexagon. (LLL)

Describes two new measures of consistency which refer to the extent to which more closely related scale types are found together in Holland's Self-Directed Search sort. One measure is based on the hexagonal model for use with three-point codes. The other is based on conditional probabilities for use with two-point codes. (Author/ABL)

Presents a model of vocational theory which considers the problems generated by normative theories, using a cognitive model of behavior and incorporating life-style parameters. Outlines research implications of the model. (WAS)

Tested model proposing that importance of work for individual depends on individual's perception of possibilities for attainment of personal salient work values through working. Responses from 1,872 high school students, 348 university students, and 344 adults to measures on importance of 20 work values, perceptions of their attainment…

A causal model of organizational commitment was developed from previous theory and research. The model included variables from each of four categories--personal needs, job characteristics, role states, and work experiences--as well as employees' job satisfaction and mental health. It was tested in surveys of nonprofessional and professional…

Finds evidence for both the consistency and the variability of behavior precludes resolution of the person-environment controversy. Prefers dynamic, interpretive, process-oriented models of person-environment interaction emphasizing stasis and flow of behavior, to static descriptive models. Describes a theory of goal-directed behavior focusing on…

Describes social climate dimensions characterizing work, school, and health care settings, emphasizing how personal factors vary influence on morale and performance. Discusses cross-situational linkages, focusing on educator work climate and student learning environment, and students' school and family interplay. Reviews influence of personal…

Describes person-environment (PE) theory, pertinent studies and experiments in improving PE fit, advocating research on role of past, present, and anticipated PE fit on well-being and employee behavior; outcomes when PE fit is changed by altering P, E, or some combination; and considering the agent of change. Emphasizes systemic properties of…

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…

Conceptualizes job characteristics theory as a model of person-environment fit. Explores the potential costs and benefits of person-job congruence, using recent developments in the person-environment fit literature to suggest ways in which characteristics of jobs and characteristics of individuals may influence one another. Discusses implications…