Vocational Interest Profile (ORVIS)ORVIS
~19 min · 92 問 · 無料の簡易レポート
A 92-item profile of the kind of work that pulls at you, across eight interest scales: Leadership, Organization, Altruism, Creativity, Analysis, Production, Adventure and Erudition. Interest is not ability. This asks what you would be drawn to spend a working day doing, which is a different question from what you happen to be good at, and usually a steadier one. Your scores are placed against a community sample of 665 adults, so a high score means high compared to other people rather than high compared to your own other interests.
A 92-item profile of vocational interests across eight scales, scored against a community sample of 665 adults.
- See which kinds of work attract you and which leave you flat, and read the shape of the whole profile rather than any single scale. A profile with one clear peak points somewhere different from a profile that is even across the board, and both are useful to know before choosing a direction.
登録不要で開始できます。簡易レポートは最後に無料で提供されます。 完全レポートは$14.90です。必要なときにお支払いください。
このテストで測定されるもの
リーダーシップ
Organization
利他性
創造性
分析
Production
Adventure
Erudition
クリックからレポートまで。
手順はシンプルです：回答し、システムが計算し、結果が表示されます。事前登録不要、フォーム不要、待ち時間なし。
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「無料で始める」をクリック
開始時に登録は不要です。結果を保存したいときに、最後に本人確認を行います。テストはすぐに始まります。
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質問に答える
Likert 5-point scale (Strongly dislike to Strongly like)。進捗バーが表示されます。本人確認後は、どのデバイスからでも中断・再開可能です。
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簡易レポートを受け取る
即座に無料で提供。各次元のテキスト要約と、高・中・低の指標が含まれます。
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完全レポートが必要か決める
簡易レポートだけでも十分な価値があります。完全レポートには、パーセンタイル、基準比較、チャート、応用的推奨、検証可能な修了証が追加されます。
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統合チャットで探求する
AIとあなたの結果について対話できます。プロフィールがキャリアにどう活かせるか、高いスコアの意味、他のテストとの比較などを尋ねられます。
簡易レポートはすぐにあなたのものに。完全レポートは必要に応じて。
| 無料版と有料版の比較 | 簡易レポート (常に無料) | 完全レポート ($14.90) |
|---|---|---|
| 回答に基づいて生成された各次元の解釈テキスト | ✓ | ✓ |
| 各次元の素点スコア | ✓ | ✓ |
| 1段落の概要 | ✓ | ✓ |
| 簡易レポートの全内容を、各次元3〜5段落に拡張 | — | ✓ |
| 各次元のパーセンタイル（基準群との比較） | — | ✓ |
| アクセシブルなデータテーブル付きの次元間チャート | — | ✓ |
| キャリア、人間関係、セルフケアへの応用的推奨 | — | ✓ |
| 公開検証とPDFダウンロード付き修了証 | — | ✓ |
- ✓簡易レポートの全内容を、各次元3〜5段落に拡張
- ✓各次元のパーセンタイル（基準群との比較）
- ✓キャリア、人間関係、セルフケアへの応用的推奨
- ✓公開検証とPDFダウンロード付き修了証
テスト完了後、簡易レポートの先に進みたい場合のみお支払いいただきます。
PIX（即時）またはクレジットカードでお支払い。レポートへのアクセスは1年間。その後、レポートは読み取り専用モードで閲覧可能です。
受け取れるもの。
パーセンタイル付きレーダーチャート。説明のための例示。
エグゼクティブサマリー
「あなたは高い知的好奇心と平均以上の誠実性を特徴とするプロフィールを示しており、中程度の外向性とバランスの取れた情緒反応性を持っています。この組み合わせは、規律を持って新しいことを求める人を示唆しています。」
説明のための例示。
尺度分析
完全レポートでは、各スコアの実際的な意味を3〜5段落で詳述し、あなたの総合的なプロフィールに基づいてパーソナライズされます。範囲ごとの一般的なテキストではなく、すべての次元を横断してあなたに特有の観察を生成する分析です。
応用的推奨
あなたの総合的なプロフィールに基づく分野別の実用的推奨（キャリア、人間関係、学業、セルフケア）。検証可能なQR付き修了証とPDFダウンロード。
このツールを信頼できる理由。
The Oregon Vocational Interest Scales (Pozzebon, Visser, Ashton, Lee & Goldberg, 2010) measure eight vocational interest dimensions — Leadership, Organization, Altruism, Creativity, Analysis, Production, Adventure and Erudition — using 92 public-domain items from the International Personality Item Pool. All items are positively keyed. Internal consistency reliabilities in the community sample (N = 665) range from .79 (Erudition) to .90 (Organization), with a median of .86. Convergent validity against the Campbell Interest and Skill Survey (N = 449) ranges from .67 to .76, with a mean of .72, while mean discriminant correlations are .16. Factor scores correlate .77 to .94 with corresponding scale scores. Your results are compared against community-sample norms (379 women, 286 men).
- 著者:
- Pozzebon, Visser, Ashton, Lee & Goldberg
- 年:
- 2010
- デジタルオブジェクト識別子 — ジャーナル記事への直接リンク。:
- 10.1080/00223890903510431
- 範囲
- α 0.79 – 0.90(8 尺度)
- 平均
- α 0.85(良好)
クロンバックのα係数。.70以上が許容範囲、.80以上が良好。
- Pozzebon, J. A., Visser, B. A., Ashton, M. C., Lee, K., & Goldberg, L. R. (2010). Psychometric characteristics of a public-domain self-report measure of vocational interests: The Oregon Vocational Interest Scales. Journal of Personality Assessment, 92(2), 168-174.
このテストの背景にある理論。
Vocational Interests
Framework treating occupational preference as a stable dispositional trait rather than a skill: what a person is drawn to doing is measurable, consistent over time, and distinct from what they are able to do. Holland's RIASEC typology is the field's reference structure; the ORVIS operationalises the same territory over eight scales derived empirically rather than from the hexagon.
この理論について詳しく見る →ターゲット
Adults choosing a first direction, considering a change, or trying to name why a job that looks right on paper still does not fit.
推奨年齢: 16+
レポートが答える質問。
Do you want the decision, or just a say in it?
Leadership here is appetite for being the one who decides and persuades, not skill at it. A high score describes someone who reaches for the room rather than waiting to be handed it. A low score is not passivity: plenty of people want real influence over the work and no interest at all in owning the outcome in public.
Does an ordered system feel like relief or like a cage?
This is interest in budgets, schedules, records and the machinery that keeps an operation from drifting. High scorers tend to find genuine satisfaction in a system that holds, which is a different thing from tidiness as a personal habit. Low scorers are not disorganised; they simply get nothing back from maintaining the structure itself.
Is the person in front of you the point, or the setting?
Altruism measures pull toward work whose result is another person being better off: teaching, care, counselling, service. A high score often shows up long before a career does. A low score says nothing about whether you are kind, only that helping is not what you want the working day to consist of.
Do you need to be the one who makes the thing?
This covers writing, performing, design and art as activities rather than as tastes. Enjoying music and wanting to play it professionally are different answers, and this scale asks the second. A high score in someone whose work has no making in it usually explains a restlessness they had put down to something else.
Is an unsolved problem an irritation or an invitation?
Analysis is appetite for the sciences, mathematics, and problems that hold still long enough to be taken apart. High scorers tend to want the mechanism, not just the outcome. A low score is common in people who are entirely capable of the work and would simply rather be doing something else with the day.
Do you want the day to end with something you can point at?
This is interest in growing, building, repairing and working with tools, land and animals. It is the most physical of the eight and the one most often left out of the conversation entirely. A high score alongside desk work is worth taking seriously; it rarely goes away on its own.
Does risk sharpen you or drain you?
Adventure covers competition, physical challenge and work with real stakes attached. A high score is not recklessness: it describes someone who is more present when something is on the line. A low score describes a preference for conditions where attention can go to the work instead of the danger.
Do words and languages feel like tools or like territory?
Erudition is pull toward reading, writing, languages and the handling of ideas in words. It sits close to Analysis and is not the same: one wants the mechanism, the other wants the expression. A high score with a low Analysis score points somewhere quite specific, and vice versa.
最も効果的な方。
Someone a year from finishing a degree
The subject was chosen at seventeen, and the question of whether it still fits has been getting louder. A profile will not undo the degree, but it will say which parts of the field to walk toward.
Someone good at a job they have stopped wanting
Competence kept the promotions coming and quietly settled the direction. Naming the interests that the work never touched is usually the first step in working out what a change would need to include.
Someone choosing between two offers that both look fine
Salary and title are close enough that neither decides it. The profile turns the question from which job is better into which job asks for more of what you actually want to do.
よくある質問
Will this tell me what job to take?
No, and be wary of anything that says it will. This measures what you are drawn to, not what you would be good at, what pays, or what is hiring. It narrows the field and gives you language for a preference you may already feel without being able to name it. The choice stays yours.
What is the difference between interest and ability?
You can be good at something you find dull, and drawn to something you have never tried. Interest predicts what you will still want to be doing in five years; ability predicts how well you will do it next week. They are separate measurements and this one is about interest. Nothing here says anything about your competence.
Why are my scores compared to other people?
Because almost everyone says they somewhat like most things. Comparing your raw answers to each other would mostly measure how enthusiastic you are in general. Placing them against a community sample of 665 adults separates the interests that are genuinely strong for you from the ones that merely sound agreeable.
Is this the same as a Holland or RIASEC code?
It covers the same territory with a different map. RIASEC organises interests into six types arranged in a hexagon; these eight scales were drawn from how people's answers actually group together. Expect the two to agree in broad strokes and differ in detail.
What if my profile is flat?
A flat profile is an answer, not a failure of the test. It usually means either that your interests are genuinely broad, which widens the field rather than narrowing it, or that you answered about what you should like rather than what you do like. If it is the second, the items are worth a second pass.
より充実したプロフィールのために、ツールを組み合わせましょう。
各テストは異なる次元を測定します。統合チャットは完了したすべてのテストの結果を横断し、単一のツールでは見えないつながりを明らかにします。
Career Futures Profile
Twenty-eight items measuring career adaptability, optimism, and market knowledge.
無料で始める →Career Anchors Profile
Forty items mapping eight career anchors — the values you would not sacrifice.
無料で始める →Portrait Values Assessment
Ten basic human values mapped through 21 portrait descriptions, scored ipsatively.
無料で始める →Career Decision Difficulties Assessment
Ten specific barriers to career decision-making across three clusters.
無料で始める →このテストは情報提供を目的とした自己理解のためのツールです。心理学的または臨床的な診断を構成するものではなく、資格を持つ専門家による評価に代わるものでもありません。レポートにはテキスト生成に使用されたAIモデルが示されます。
This test uses the Oregon Vocational Interest Scales from the International Personality Item Pool (IPIP), which is in the public domain. The scales were developed by Pozzebon, Visser, Ashton, Lee and Goldberg (2010).