Mapendeleo ya Kitaaluma
Holland, J. L. · 1959
Pia inajulikana kama: Occupational Interests · RIASEC
Nadharia ya Holland inachukulia upendeleo wa kazi kama sifa dhabiti ya kimaumbile badala ya chaguo linalopita, ikipanga watu na mazingira ya kazi katika aina zile zile sita: Realistic, Investigative, Artistic, Social, Enterprising na Conventional. Aina hizi zimepangwa katika pembesita ambayo jiometri yake ni madai ya msingi; aina zilizo karibu zinafanana zaidi kuliko zilizo kinyume, na utabiri mkuu wa nadharia hii ni muafaka: watu ambao wasifu wa mapendeleo yao unalingana na mazingira yao huonyesha kuridhika, utulivu na mafanikio ya juu. Mapendeleo yanachukuliwa kama nyanja tofauti na uwezo na haiba.
Mfumo unaochukulia upendeleo wa kazi kama sifa dhabiti ya kitabia badala ya ujuzi: kile ambacho mtu anavutiwa kukifanya kinapimika, thabiti kwa wakati, na tofauti na kile anachoweza kufanya. Mpangilio wa RIASEC wa Holland ni muundo wa marejeleo wa uwanja huo; ORVIS huiweka katika vitendo eneo lilelile juu ya vipimo nane vilivyotokana na matumizi ya kisayansi badala ya kutoka kwa pembe sita.
- Chanzo:
- Holland, J. L. (1959). A theory of vocational choice. Journal of Counseling Psychology, 6(1), 35-45.
- DOI:
- 10.1037/h0040767
Fanya jaribio lililothibitishwa linalotokana na nadharia hii
Kusoma kuhusu dhana kunakuambia ni nini. Zana ya kupima iliyoidhinishwa inakuambia pale ulipo. Ni bure kufanya, matokeo kwa dakika.
Ushahidi kwa muhtasari
- Usaidizi wa kimajaribio
- Ushahidi imara
- Urudufishaji
- Imenakiliwa vizuri
- Kitamaduni mtambuka
- Kwa kiasi kikubwa ni ya ulimwengu wote
- Tathmini jumuishi
- zilizoorodheshwa 18
Ukadiriaji huu unatoa muhtasari wa maandishi yaliyochapishwa kuhusu nadharia hii, si ubora wa jaribio lolote moja lililojengwa juu yake. Hizi ni hukumu za uhariri kulingana na vyanzo vilivyoorodheshwa hapa chini, na hubadilika kadiri ushahidi unavyokusanywa.
Muktadha wa Kihistoria
Holland alipendekeza uainishaji huo mnamo 1959 na kuuboresha kupitia matoleo manne ya Making Vocational Choices kati ya 1973 na 1997. Ulijumuisha na kupanga mapokeo ya zamani ya kipimo cha mapendeleo kutoka Vocational Interest Blank ya Strong ya 1927 na orodha za Kuder, ikipa mazoezi ya kijarabati yaliyotawanyika muundo unaoweza kufanyiwa jaribio. Mfumo wa RIASEC ulikuwa uti wa mgongo wa mpangilio wa hifadhidata ya kazi ya O*NET ya Idara ya Kazi ya Marekani, ambayo ndiyo inaruhusu wasifu wa mapendeleo kulinganishwa dhidi ya maelfu ya kazi halisi badala ya orodha fupi.
Dhana
Uongozi
Vocational interest in directing, persuading, and being the one who decides — the appetite for leading rather than the skill at it (Pozzebon et al., 2010). High scorers are drawn to roles that own outcomes in public; a low score is not passivity, since many people want real influence over the work with no interest in owning the outcome visibly.
Mpangilio
Vocational interest in budgets, schedules, records, and the administrative machinery that keeps an operation from drifting (Pozzebon et al., 2010). High scorers find genuine satisfaction in a system that holds — a different thing from personal tidiness; low scorers are not disorganized, they simply get nothing back from maintaining the structure itself.
Ukarimu
Vocational interest in work whose result is another person being better off — teaching, care, counselling, service (Pozzebon et al., 2010). A low score says nothing about whether the person is kind, only that helping is not what they want the working day to consist of.
Ubunifu
Vocational interest in writing, performing, design, and art as working activities rather than as tastes (Pozzebon et al., 2010). It asks about making, not appreciating: enjoying music and wanting to play it professionally are different answers, and this construct is about the second.
Uchambuzi
Vocational interest in the sciences, mathematics, and problems that hold still long enough to be taken apart (Pozzebon et al., 2010). High scorers want the mechanism, not just the outcome; a low score is common in people entirely capable of the work who would rather spend the day doing something else.
Uzalishaji
Vocational interest in growing, building, repairing, and working with tools, land, and animals — the most physical of the eight ORVIS interests (Pozzebon et al., 2010). It describes wanting the day to end with something concrete to point at.
Matukio ya Kusisimua
Vocational interest in competition, physical challenge, and work with real stakes attached (Pozzebon et al., 2010). It is not recklessness: a high score describes someone who is more present when something is on the line, while a low score describes a preference for conditions where attention can go to the work instead of the danger.
Usomi
Vocational interest in reading, writing, languages, and the handling of ideas in words (Pozzebon et al., 2010). It sits close to Analysis without being the same: one wants the mechanism, the other wants the expression.
Halisi
Holland's Realistic type: vocational interest in working with things — building, repairing, operating, testing — work whose result is tangible (Holland, 1997; Rounds et al., 2016). People high on R are often worn down not by effort but by abstraction: a whole day about the work instead of in it.
Kichunguzi
Holland's Investigative type: vocational interest in working with ideas — experiments, diagnosis, evidence, questions actually answered (Holland, 1997; Rounds et al., 2016). High I profiles do their best work one step back from the action; the construct does not require a lab coat — analysis lives in finance, medicine, code, and repair shops alike.
Kisanaa
Holland's Artistic type: vocational interest in creating — making something exist that did not: text, music, images, scenes (Holland, 1997; Rounds et al., 2016). A high A in rigidly structured work is a common source of quiet career misery; a low A is equally informative — briefs, standards, and formats feel like support, not a cage.
Kijamii
Holland's Social type: vocational interest in helping — people changing because you were there: taught, guided, treated, supported (Holland, 1997; Rounds et al., 2016). It is not extraversion: one can love helping and still need silence afterwards; the content reflects sustained one-on-one impact more than social buzz.
Kijasiriamali
Holland's Enterprising type: vocational interest in persuading and leading — negotiating, deciding, owning outcomes including the risk (Holland, 1997; Rounds et al., 2016). High E profiles often already run things informally wherever they are placed.
Kiutaratibu
Holland's Conventional type: vocational interest in organizing data and processes — records kept right, inventories that balance, systems where nothing falls through (Holland, 1997; Rounds et al., 2016). Organizations run on high C people and habitually forget to say so; precision work here is the something, not a stepping stone.
Zana za kupima
- Vipimo vya Mapendeleo ya Kitaaluma vya Oregon(ORVIS)Pozzebon, Visser, Ashton, Lee & Goldberg2010
- O*NET Mini Interest Profiler(Mini-IP)Rounds, J., Wee, C. J. M., Cao, M., Song, C., & Lewis, P.2016
Majaribio yaliyojengwa kwenye nadharia hii
Wasifu wa Mapendeleo ya Kazi (ORVIS)
Vipimo nane vya mapendeleo ya ufundi, vilivyopewa alama dhidi ya sampuli ya jamii ya watu wazima 665.
Jifunze zaidi →Kipima Mapendeleo ya Kazi (O*NET Mini-IP)
Wasifu wa mapendeleo wenye vipengele 30 vya swali wa Idara ya Kazi ya Marekani: kadiria shughuli halisi za kazi, upate msimbo wako wa Holland (RIASEC).
Jifunze zaidi →Matumizi ya Kimatendo
RIASEC ni mfumo mkuu katika ushauri wa kazi duniani kote, hutumika kutoa mapendekezo ya kazi kutoka kwa wasifu wa mapendeleo na kuunda mazungumzo kuhusu kufaa. Ushirikiano wake na O*NET inamaanisha wasifu hupanga kwenye data halisi ya soko la ajira juu ya majukumu, njia za mafunzo na mtazamo. Mapendeleo hutabiri chaguo kuu la elimu na uanachama wa kazi vizuri, na kuendelea katika uwanja kwa kiasi. Unaposomwa kwa kujijua, wasifu ni muhimu zaidi kama maelezo ya aina ya shughuli ya kazi ambayo mtu huvutiwa nayo, sio kama maagizo ya cheo cha kazi.
Jinsi Inavyopimwa
Inapimwa kwa kukadiria kupenda shughuli za kazi, kutoa alama kwa vipimo sita ambavyo kwa kawaida vimefupishwa kama msimbo wa herufi tatu kutoka kwa aina za juu kabisa; inatafsiriwa kupitia ulinganifu na misimbo ya mazingira.
Ukosoaji na Mipaka
Upatanifu - utabiri kuu wa nadharia - una msaada dhaifu wa uchanganuzi wa ki-meta kuliko umaarufu wa mfumo unavyopendekeza, na uhusiano kwa kuridhika na kazi kwa kawaida katika anuwai ya .15 hadi .25. Muundo wa pembe sita unafaa sana katika sampuli za Marekani lakini umepotoshwa katika nyingi zisizo za Magharibi, ambapo nafasi za Kisanaa na Upelelezi hasa hubadilika. Aina sita zinaonyesha tofauti kubwa na thabiti za jinsia (haswa Kweli na Kijamii), ambayo inaibua maswali ya kweli kuhusu iwapo mapendekezo kulingana na mapendeleo yanaimarisha ubaguzi wa kazi. Mapendeleo pia yanatabiri kile ambacho watu huchagua bora zaidi kuliko jinsi watakavyofanya vizuri.
Machapisho Makuu
- Holland, J. L.. (1959). A theory of vocational choice. 10.1037/h0040767
- Holland, J. L.. (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments, 3rd edition.
- Tsabari, O., Tziner, A. & Meir, E. I.. (2005). A meta-analysis of the relation between person-environment congruence and work outcomes. 10.1177/1069072704270793