career counseling guidance csl6803 21 n.
Skip this Video
Download Presentation
Career Counseling & Guidance CSL6803.21

Loading in 2 Seconds...

play fullscreen
1 / 9

Career Counseling & Guidance CSL6803.21 - PowerPoint PPT Presentation

  • Uploaded on

Career Counseling & Guidance CSL6803.21. Winter 2011 1/8/11 Additional Slides. Description of the Strong. 317-item inventory Designed to provide “compare [an individual's] pattern of responses to the pattern of responses of people in of different types and in different occupations"

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

PowerPoint Slideshow about 'Career Counseling & Guidance CSL6803.21' - prince

Download Now An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
career counseling guidance csl6803 21

Career Counseling & GuidanceCSL6803.21

Winter 2011


Additional Slides

description of the strong
Description of the Strong
  • 317-item inventory
  • Designed to provide “compare [an individual's] pattern of responses to the pattern of responses of people in of different types and in different occupations"
  • First published in 1927
  • Designed to provide information about the world of work, and to promote occupational exploration by assessing an individual's pattern of interests.
strong sections
Strong: Sections
  • Six General Occupational Themes based on Holland’s (1997) typology,
  • 25 Basic Interest Scales
  • 211 Occupational Scales
  • 4 personal style scales: Work Style, Learning Environment, Risk Taking, and Leadership Style.
  • Administrative indices show the number of total responses; percentages of the like, indifferent, and dislike responses; and infrequent or unpopular responses.
strong additional information
Strong: Additional information
  • Time to complete: ½ hour
  • Reading level: sixth grade.
  • Age level: 17 and older, because young respondents do not have stable interest patterns.
  • Scoring service must be used.
  • Output: profiles or interpretations
strong norms
Strong: Norms
  • The General Occupational Themes Basic Interest Scales and Personal Style Scales were normed on 9,484 men and 9467 women; this represents men and women in each of the occupational groups collected as criterion groups for the 1994 revision.
  • The mean for both sexes is set at a standard score of 50 and a standard deviation of 10.
strong occupational scale norms
Strong: Occupational Scale Norms
  • Normed on those employed in the Occupation.
  • Occupational members met four basic criteria: 1) age (at least 25 years old), 2) tenure (had been in their occupation for at least 3 years), 3) satisfaction with their work, and 4) pursuit of typical occupational tasks.
  • Most occupational groups contained 200 or more members;
  • The mean and standard deviation for each group are 50 and 10, respectively.
strong interest inventory
Strong Interest Inventory
  • General Occupational Themes—what am I like? Based on Holland’s themes.
  • Basic Interest Scales– what do I like?
  • Occupational Scales- who am I like?
strong validity and reliability
Strong: Validity and reliability
  • Very high reliability for all scales
  • the older the group, the more reliable the test scores
  • Each type of scale has concurrent validity, that is that persons in an occupation score higher on their own scales.
  • 50-75% of individuals tested entered the occupations predicted by their profiles.
strong cross cultural validity
Strong: Cross-cultural Validity
  • Few racial/ethnic differences found at the item level.
  • Even fewer differences were found at the scale or profile level.
  • It is important to note, though, that no research has examined whether interpretations are generalizable across cultures.
  • Gender differences greater than race/ethnic group differences.