The authors investigated the stabil...

The authors investigated the stability of the published Sixteen Personality Factor Questionnaire--Fifth Edition (16PF; s Conn & M. Rieke, 1994) predictors in predicting Holland exemplars as measured by the Self-Directed Search (SDS; J Holland, B Fritzsche, & A. Powell, 1994) Because the majority of the published regression equations contained unstable predictors, the authors bring to maturityed modified multiple regression equations using the more stable predictors. However, these equations, although statistically significant, shared les than 50% of the variance with the criterion variable, suggesting limited practical utility or support for the domain overlap of the 16PF and the SD The authors commend that the SDS be used when a measure of SD representations is needed.

The Sixteen Personality Factor Questionnaire--Fifth Edition (16PF; Conn & Rieke, 1994) is consistently rated as undivided of the most used and researched personality trials (Cattell, Eber, &Tatsuoka, 1970; Walsh & Betz, 1995) It contains 16 bipolar scales (called "primary factors") and several validity scales, with 15 of the factors measuring personality traits and 1 factor measuring cognitive ability or reasoning ability (Conn & Rieke, 1994) undivided reason the 16PF has been so a popular measure is that validated special scores greatly expand the utility of the 16PF for the counselor. These scores allow the instrument to assess the part of personality structure in leadership, creativity, and specific occupations. Thus, the instrument not simply allows the client's interests and abilities to be examined unless also allows his or her personality to be taken into consideration during occupational decision making. For example, a client may have interests that are similar to those of a surgeon nevertheless may have a score forward the 16PF that indicates a great step of impulsivity and impatience. Of course, this characteristic would ne to be addressed during the career decision-making proces with this client. Although certainly not all clients would benefit from in the same state [i]or[/i] condition a discussion, many occupations (eg police officer, body of ecclesiastics or airline pilot) do require that the personality of the applicant be taken into consideration.

undivided set of special scores obtained from the 16PF available according to computer scoring, is the prediction of Holland's occupational representations The intent of these special scores is to allow the career counselor to explore the client's interests and personality configuration in the career counseling proces (Conn & Rieke, 1994) Using the 16PF and the Self-Directed Search (SDS; Holland, Fritzsche, & Powell, 1994) in career counseling requires understanding the overlap of personality and interests, in general, and the ability of the 16PF to predict the SD digests in particular.

The field of career counseling continues to examine the relationship between personality and interests and to debate whether there is an overlap of personality and interests or whether these builds are largely separate domains (Holland, Fritzsche, et al., 1994; Janda, 1998; Oliver, Lent & Zack, 1998; Young & Chen, 1999; Zunker 1994) Because the 16PF is single in kind of the most commonly used personality measures that has application to career counseling, the overlap of the 16PF and interests may be of particular importance to career counselors (Oliver et al., 1998; Young & Chen, 1999; Zunker 1994) The propos overlap of interests may be important for several reasons, on the other hand arguably one of the more important reasons for the career counselor may be the utility of making assumptions about the personality of the client from interest inventory comes or of making assumptions about interests given a client's personality texture If empirical support for the overlap of the personality and interest domains can be de monstrated, then the career counselor may be able to discuss the client's personality characteristics that may be important for a specific career, given the ensues of an interest inventory. Without the establishment of empirical support for the overlap of these domains, making any assumptions about personality from interests, or interests from personality, is risky, at best.

An additional possible benefit of empirical support for the overlap of interests and personality domains, especially in today's HMO-styl market where assessment time is many times limited, is a reduction in testing time in situations when information about personality and interests is beneficial. It can certainly be argued that not all career decisions would benefit from data upon personality and interests; however, for situations in which it would be beneficial, a substantial reduction in resources may be possible. The Holland exemplars were likely choices to examine the overlap of more general personality and occupational models because Holland conceptualized these occupational impressed signs as "personality types" (Holland, Fritzsche, et al., 1994 p 1) He join issueed that there are six occupational personality patterns found in both people and the environment, that can be described using a hexagonal design (Holland, Fritzsche, et al., 1994) Holland further join issueed that the better the match between a person's personality typ e and his or her work environment, the more likely the individual is to find the occupation satisfying. Because Holland conceived of his gauge as a personality model, we believed that it strike one as beinged logical to examine the overlap of interests and personality traits.