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The development of vocational interests
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In this longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 months after entry. Job search behavior and career planning were positively related to pre-entry person-job (P-J) and person-organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were positively related to job and organizational attitudes, and pre-entry P-J fit perceptions mediated the relationship between career planning and job attitudes. Further, the relationships between pre-entry fit perceptions and employment quality were mediated by postentry fit perceptions. These results indicate that P-J and P-O fit perceptions play an important role in linking job search to employment quality.
Social investment theory (SIT) proposes that the transition to parenthood triggers positive personality trait change in early adulthood. Using data from a representative sample of first-time parents compared to nonparents, the results of rigorous tests do not support the propositions of SIT. Specifically, we found no evidence for the proposition that parents show more pronounced mean-level increases in emotional stability, agreeableness, and conscientiousness compared to nonparents. We did find that agreeableness and openness changed depending on how long someone was in the parent role. Finally, our results suggest that high extraversion and low openness in both genders and high conscientiousness in females predict the likelihood to enter into parenthood. Discussion focuses on why this transition seems to be unrelated to mean-level personality trait change and the implications of these results for SIT.
The purpose of this article is to examine the nature and magnitude of the relationship between cognitive abilities and vocational interests — two important measures of individual differences. Our meta-analysis of 27 studies with 29 independent samples and an overall sample size of 55,297 participants demonstrated meaningful relations between cognitive abilities and vocational interests. Meta-analytic coefficients ranged from −0.29 to 0.47; their strength and direction were comparable for females and males. Furthermore, we established both age and birth cohort as moderators of the relation between interests and cognitive abilities. Limitations and implications for future research are discussed.
This longitudinal study provides an analysis of the relationship between personality traits and work experiences with a special focus on the relationship between changes in personality and work experiences in young adulthood. Longitudinal analyses uncovered 3 findings. First, measures of personality taken at age 18 predicted both objective and subjective work experiences at age 26. Second, work experiences were related to changes in personality traits from age 18 to 26. Third, the predictive and change relations between personality traits and work experiences were corresponsive: Traits that "selected" people into specific work experiences were the same traits that changed in response to those same work experiences. The relevance of the findings to theories of personality development is discussed.
General methodological difficulties are discussed, particularly; the need to discuss similarity only with respect to specified dimensions, loss of information involved when configurations are reduced to indices, the need to interpret a similarity index as a relative rather than as an absolute measure, and the general non-comparability of scale units involved in profiles. The measure D is presented. This is, for two profiles, the sum of the squared deviations of corresponding scores, and is a general expression for dissimilarity (distance in the hyperspace of k variates). 27 references.