Examines "g supposition"--that general cognitive ability (g) is sufficient as descriptor of work-relevant abilities. Reviews 34 studies and reports new research on relevance of 14 cognitive and noncognitive abilities to 6 job clusters. Studies cited and reported indicated that "g" is insufficient as descriptor of work-relevant abilities.…

Focuses on anomalies in the O'Neil (1980) data on the factor structure of the Career Factor Checklist. Charges that critical errors compromise the conclusions regarding CFC valididty, and notes errors in analyses based on CFC scores. (JAC)

The extent to which interest profile level reflects response style is reported for 23 diverse samples (10 interest inventories; N=53,429). Validity data were used to determine whether profile level is relevant to career counseling. Response styles and level of interest results are discussed. Five suggestions for practice are presented. (Author/EMK)

This paper considers some appropriate and inappropriate uses of coefficient kappa and alternative kappa-like statistics. Discussion is restricted to the descriptive characteristics of these statistics for measuring agreement with categorical data in studies of reliability and validity. (Author)

Conducted study to examine validity of Armed Services Vocational Aptitude Battery Form 14 (ASVAB-14) composites and validity of new ASVAB-14 Job Cluster Scales developed by American College Testing Program for use in computer-based career planning system, DISCOVER. Found ASVAB-14 had serious limitations for career counseling. (NB)

Rejoinders to the preceding commentaries include "Who Claims Holland's Hexagon Is Perfect?" (Prediger, Vansickle); "Comments on the Universality of Holland's Theory" (Fouad, Dancer); and "In Search of Structural Validity" (Swanson). (SK)

This study sought to determine whether self-estimates of work-relevant abilities can improve upon the validity of test estimates (scores). Validity for career planning applications was the focus. The study (final sample of 1,620 college students) used 9 self-estimates and test estimates to predict certainty-screened occupational choices grouped by…

Maintains that sex bias in vocational interest assessment is a serious problem. Provides suggestions on what to do about it as well as information on vocational interest assessment. (JOW)

The 51 occupations pursued by 3,612 college graduates were located throughout Holland's hexagon by weighting scores from the Unisex Edition of the ACT Interest Inventory. A Hexagon Congruence Index developed to measure person-occupation congruence can be used with any combination of Holland types. (SK)

Includes "P-E [Person-Environment] Fit as Paradigm" (Dawis); "Pitfalls of Congruence Research" (Gati); "The Next Millennium of 'Fit' Research" (Hesketh); "Holland's Hexagon Is Alive and Well--Though Somewhat out of Shape" (Prediger); "Tinsley on Holland: A Misshapen Argument" (Rounds, McKenna,…

Describes two studies comparing the criterion-related validity of sex-balanced ("unisex") interest inventory scales. Results indicate that psychometrically sound interest inventories can be constructed with sex-balanced items, and counselors may use inventories which provide sex-balanced score reports without sacrificing validity.…

Six interest measures and 15 ability measures were administered to 2,101 high school seniors in 19 vocational-technical schools. Computer-based score interpretation would have referred approximately 80 percent of satisfied/successful students to job cluster containing vocational program they completed. Results indicated that computer-based…

Examined validity data for 50 criterion groups (N=9,256) to determine which reporting procedure, i.e., raw scores or normed scores, provided better agreement between the occupations pursued by the criterion group members and their predominant interests. Analyses suggested that normed scores were more valid than raw scores. (RC)

Sex-restrictive and sex-balanced interest scores obtained before college were compared for college seniors using the Holland interest/personality types as criteria. Results suggest that sex-balanced interest scores are more valid than sex-restrictive scores across four years of college. Implications for practitioners are noted. (Author)

The construct validity of vocational interest test scores was examined by finding the interest profiles of 15,447 college students in 51 majors. Standard scores based on same-sex norms were found to be more valid on this criterion than were raw scores. (CTM)