Strong Interest Inventory (SII) is an interest inventory used in career assessment. Thus, career assessment can be used in career counseling. The purpose of this assessment is to provide insights into one's interests, so they may have less difficulty in deciding on a career choice suited to themselves. It is also often used for educational guides as one of the most popular career assessment tools. This test was developed in 1927 by psychologist Edward Kellog Strong, Jr. to help people out of the military find the right job. It was later revised by Jo-Ida Hansen and David Campbell. The modern version of 2004 is based on the typology of Holland Codes from the psychologist John L. Holland. The Strong is designed for high school students, college students, and adults, and is found around the level reading level of nine.
Video Strong Interest Inventory
Background and history
Before he made his inventory, Strong was head of the Bureau of Educational Research at the Carnegie Institute of Technology. Strong attended a seminar at the Carnegie Institute of Technology where a man by the name of Clarence S. Yoakum introduced the use of a questionnaire in distinguishing between people of various occupations. This then sparked Strong's interest in developing a better way of measuring the interests of people's work. Beginning as "Empty Strong Vocational Interests", the name changed when the revised test in 1974 became a Strong-Campbell Interest Inventory. Today we call it a Strong Interest Inventory. Inventories have been revised six times over the years to reflect ongoing developments in the field.
Strong based on his empirical approach to the idea that interests are in the dislike dimension that can be used to differentiate between different occupational groups. In other words, Strong develops several scales that differentiate groups of people, based on their answers. This scaling method, developed by Strong, has been highly influential and has been used in several different questionnaires, including the Minnesota Multiphasic Personality Inventory (MMPI).
Strong original inventory has 10 job scales. The original inventory was created by thinking of men, so in 1933 Strong came out with the female form of the Vocal Blanks of the Strong. In 1974 when the Strong-Campbell Interest Inventory came out, Campbell combined the two male and female forms into a single form. Other improvements made by Campbell in earlier versions include: the use of 124 job scales, the continuous use of 23 Basic Interest Scales, and the addition of two special scales to measure academic comfort and the dimensions of introversy/extroversion.
The Strong Interest Inventory is high in both predictive and concurrent validity.
Maps Strong Interest Inventory
Components
The newly revised inventory consists of 291 items that measure individual interest in six areas:
The first 282 items are answered by examinees who choose one of the following options: "likes", "like", "indifferent", "dislikes" or "strongly dislikes" while 9 other items are in the "Your characteristic "answered the same way but with different options including:" really like me "," like me "," do not know "," not like me ", or" very unlike me ". This is an assessment of interest, and not to be confused with a personality assessment or aptitude test.
Scoring
Newly revised versions of these tests can usually be taken within 30-45 minutes after the results must be printed by the computer. After the assessment, an individual can then see how their personal interests are compared to those of a particular career. Access to comparative databases and results interpretation usually incurs costs.
Inventory Strong interest is a registered trademark of CPP, Inc. from Mountain View, California.
The results include:
- Score on the level of interest on each of the six Holland Codes or Themes of Public Works (GOTs).
- Six GOT includes: Realistic, Investigation, Artistic, Social, Enterprising, and Conventional (RIASEC).
- Scores on 30 Basic Interest Scales (eg art, science, and public speaking)
- Scores on 244 Employment Scale that show similarities between the interest of respondents and people who work in each of 122 jobs.
- Scores on 5 Personal Style Scale (learning, work, leadership, risk taking and team orientation).
- Scores on 3 Administrative Scale are used to identify testing errors or unusual profiles.
Interpretation
When an individual retrieves and completes the assessment, the resulting data is reflected by scores in each of the six General Work Themes (GOTs) or areas of interest, including Realistic, Investigation, Artistic, Social, Enterprising and Conventional (RIASEC). Typically, the Theme Code reflects the three largest areas of RIASEC interest reported. However, for some individuals, only one or two RIASEC interest areas can be reported, this occurs if their scores in the remaining five interest areas are not considered high enough or significant enough to be identified as key areas of interest.
The RIASEC GOT results in areas of interest for each particular individual can be correlated or uncorrelated, differentiated or differentiated. For example, in his 1998 case study of Ms. Flood, Jeffrey R. Prince, reported in Quarterly Career Development, 46 , "Pure Artistic environments usually reflect the values ​​of self-reliance and self-expression through loosely structured activities, while the Enterprising environment often includes organizational structures that appreciate status. "RIASEC's results from Ms. Flood reflect that the GOT theme code of the main work is AE, with S as a possible third theme code, but at a lower intensity. In this case, and according to the Dutch RIASEC Hexagon, these theme codes may not be fully congruent, correlated, or indistinguishable from Ms. interests. Flood. The theme codes that fall closer to each other in the RIASEC hexagonal of the Netherlands are those that generally reflect greater harmony, correlation, and undifferentiation. Therefore, Miss Flood may experience some psychological challenges in an attempt to integrate her interest in the Artistic and Happy Art themes code into her work because the area of ​​interest is not considered highly correlated. Miss Flood will benefit from working in careers and jobs that support GOTs of Artistic and Enterprising primarily, with some Social components.
Reception
Jan Case from the Louisiana State University Health Sciences Center and Terry L. Blackwell of Montana State University-Billings conducted a study in 2008, published in Rehabilitation Counseling Bulletin, 51 . It comes to a lucrative conclusion about inventory:
The qualitative features of Strong Interest Inventory (including the design of the test book, the quality and clarity of the content, durability, feasibility for test participants, and the supportive interpretive material) and its psychometric characteristics continue to distinguish this instrument as a standard of excellence... The Power continues to set standards for inventory vocational interest. This has proved the reliability and validity of the property. Furthermore, developers are constantly striving for improvement and innovation in this inventory. Career counselors, psychologists, and others who use Strong will find they have sophisticated instruments methodologically and that will provide a wealth of information to clients to ponder along with resources that make sensible career decisions.
Much of the work predicted by a Strong Interest Inventory, does not exist before the latest version. Due to this fact, testing is constantly being updated as new jobs are created and technology advances.
See also
- Career development
- Holland code
References
External links
- Publisher website
Source of the article : Wikipedia
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