2004
Volume 35, Issue 1
  • ISSN: 0921-5077
  • E-ISSN: 1875-7235

Abstract

Samenvatting

Interessevragenlijsten hebben binnen de A&O-psychologie lange tijd een marginale rol vervuld, zeker bij HR-aspecten als selectie en loopbaanontwikkeling. De laatste jaren is er echter sprake van een comeback van interessevragenlijsten voor HR-toepassingen. Uit meta-analytische studies is gebleken dat, in tegenstelling tot wat jarenlang gedacht is, de voorspellende waarde van interessevragenlijsten voor werkprestaties en verwante gedragingen binnen organisaties aanzienlijk is. Dat maakt interessevragenlijsten een belangrijk instrument om in te zetten bij HR-beleid waarin zelfregie en verantwoordelijkheid van werknemers centraal staan. In dit artikel wordt een literatuuroverzicht gegeven met betrekking tot interesses en toepassingsdomeinen binnen de A&O-psychologie. Na het geven van een definitie en plaatsbepaling wordt eerst de interne dynamiek van interesses verduidelijkt. Daarbij komen zowel dispositionele als situationele elementen aan bod. Daarna worden relaties beschreven van interesses met verschillende variabelen uit het A&O-domein, waaronder prestatie, motivatie en loopbaansucces. Ten slotte worden interesses besproken in een causaal nomologisch netwerk met proximale en distale factoren, waarbij interesses als drijfveren fungeren voor levenslang leren en ontwikkeling. Enkele recente toepassingen van interesses, met een focus op technologische, gezondheids- en groene functie-eisen worden besproken, waarbij cliëntautonomie en loopbaanbeheer centraal staan. Deze ontwikkelingen laten zien dat interessevragenlijsten een meer centrale rol kunnen gaan spelen in een HR-speelveld waarin de autonome en verantwoordelijke medewerker centraal staat.

Loading

Article metrics loading...

/content/journals/10.5117/GO2022.1.004.BLOEM
2022-03-01
2022-07-04
Loading full text...

Full text loading...

References

  1. Ackerman, P. L. (1999). Traits and knowledge as determinants of learning and individual differences: Putting it all together. In P.Ackerman, P.Kyllonen, & R.Roberts (Eds.), Learning and individual differences (pp. 437–462). American Psychological Association.
    [Google Scholar]
  2. Ackerman, P. L., & Heggestad, E. D. (1997). Intelligence, personality, and interests: Evidence for overlapping traits. Psychological Bulletin, 121(2), 219–245.
    [Google Scholar]
  3. Ainley, M. (2006). Connecting with learning: Motivation, affect and cognition in interest processes. Educational Psychology Review, 18, 391–405. https://doi.org/10.1007/s10648-006-9033-0
    [Google Scholar]
  4. Armstrong, P., Day, S., McVay, J., & Rounds, J. (2008). Holland’s RIASEC model as an integrative framework for individual differences. Journal of Counseling Psychology, 55(1), 1–18. https://psycnet.apa.org/doi/10.1037/0022-0167.55.1.1
    [Google Scholar]
  5. Armstrong, P. I., Su, R., & Rounds, J. (2011). Vocational interests: The road less traveled. In T.Chamorro-Premuzic, S.Von Strumm, & A.Furnham, (Eds.), Handbook of individual differences (pp. 608–631). Wiley-Blackwell.
    [Google Scholar]
  6. Ashton, M. C. (1998). Personality and job performance: The importance of narrow traits. Journal of Organizational Behavior, 19(3), 289–303https://psycnet.apa.org/doi/10.1002/(SICI)1099-1379(199805)19:3%3C289::AID-JOB841%3E3.0.CO;2-C
    [Google Scholar]
  7. Ashton, M. C., & Lee, K. (2007). Empirical, theoretical, and practical advantages of the HEXACO model of personality structure. Personality and Social Psychology Review, 11(2), 150–166. https://psycnet.apa.org/doi/10.1177/1088868306294907
    [Google Scholar]
  8. Barrick, M. R., & Mount, M. K. (1991). The Big 5 personality dimensions and job-performance: A meta-analysis. Personnel Psychology, 44(1), 1–26. http://dx.doi.org/10.1111/j.1744-6570.1991.tb00688.x
    [Google Scholar]
  9. Barrick, M. R., & Mount, M. (2005). Yes, personality matters: Moving on to more important matters. Human Performance, 18(4), 359–372. https://doi.10.1207/s15327043hup1804_3
    [Google Scholar]
  10. Barrick, M. R., Mount, M. K., & Gupta, R. (2003). Meta-analysis of the relationship between the five-factor model of personality and Holland’s occupational types. Personnel Psychology, 56(1), 45–74. https://doi.org/10.1111/j.1744-6570.2003.tb00143.x
    [Google Scholar]
  11. BLS (2017). Monthly Labour Review. https://www.bls.gov/opub/mlr/2017/article/projections-overview-and-highlights-2016-26.html
    [Google Scholar]
  12. Bouchard, T. J.Jr. (1997). Genetic influences on mental abilities, personality, vocational interests, and work attitudes. International Review of Industrial and Organizational Psychology, 12, 373–395. https://psycnet.apa.org/doi/10.1023/A:1007799730191
    [Google Scholar]
  13. Campbell, J. P. (1990). Modeling the performance prediction problem in industrial organizational psychology. In M. D.Dunnette, & L. M.Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed.) Vol. 1, (pp. 687–732). Consulting Psychologists Press.
    [Google Scholar]
  14. Cattell, R. B. (1971). Abilities: Their structure, growth, and action. Houghton Mifflin.
    [Google Scholar]
  15. Cattell, R. B. (1987). Intelligence: Its structure, growth, and action. North Holland.
    [Google Scholar]
  16. Cut-e. (2013).Assessment Barometer 2013. http://cdn.pressdoc-static.com/26682/documents/19398-1370442347-cute_Assessment_Barometer_2013.pdf
    [Google Scholar]
  17. Day, S. X., & Rounds, J. (1998). The universality of vocational interest structure among racial/ethnic minorities. American Psychologist, 53(7), 728–736. https://psycnet.apa.org/doi/10.1037/0003-066X.53.7.728
    [Google Scholar]
  18. De Fruyt, F., & Mervielde, I. (1997). The five-factor model of personality and Holland’s RIASEC interest types. Personality and Individual Differences, 23(1), 87–103. https://doi.org/10.1016/S0191-8869(97)00004-4
    [Google Scholar]
  19. Denissen, J. J., Zarrett, N. R., & Eccles, J. S. (2007). I like to do it, I’m able, and I know I am: Longitudinal couplings between domain-specific achievement, self-concept, and interest. Child Development, 78(2), 430–447. https://doi.org/10.1111/j.1467-8624.2007.01007.x
    [Google Scholar]
  20. De Vries, A., De Vries, R. E., & Born, M. P. (2011). Broad versus narrow traits: Conscientiousness and Honesty-Humility as predictors of academic criteria. European Journal of Personality, 25, 336–348. https://doi.org/10.1002/per.795
    [Google Scholar]
  21. Dierdorff, E. C., Norton, J. J., Gregory, C. M., Rivkin, D., & Lewis, P. (2011). Greening of the world of work revisiting occupational consequences. U.S. Department of Labor, National Center for O*NET Development. https://www.onetcenter.org/reports/Green2.html
    [Google Scholar]
  22. Dingemanse, S. A., Van Amstel, B., De Fruyt, F., & Wille, B. (2007). Loopbaan Inzicht Vragenlijst. Handleiding [Career Insight Questionnaire. Manual]. Amsterdam: Harcourt Assessment.
    [Google Scholar]
  23. Dudley, N. M., Orvis, K. A., Lebiecki, J. E., & Cortina, J. M. (2006). A meta-analytic investigation of conscientiousness in the prediction of job performance: Examining the intercorrelations and the incremental validity of narrow traits. Journal of Applied Psychology, 91(1), 40–57. https://doi.org/10.1037/0021-9010.91.1.40
    [Google Scholar]
  24. Eccles, J., Wigfield, A., Harold, R. D., & Blumenfeld, P. (1993). Age and gender differences in children’s self-and task perceptions during elementary school. Child Development, 64(3), 830–847.
    [Google Scholar]
  25. Einarsdóttir, S., Rounds, J., & Su, R. (2010). Holland in Iceland revisited: An emic approach to evaluating US vocational interest models. Journal of Counseling Psychology, 57(3), 361–367. https://psycnet.apa.org/doi/10.1037/a0019685
    [Google Scholar]
  26. Erdheim, J., Zickar, M. J., & Yankelevich, M. (2007). Remembering Donald G. Paterson: Before the separation between industrial-organizational and vocational psychology. Journal of Vocational Behavior, 70(1), 205–221. https://doi.org/10.1016/j.jvb.2006.09.001
    [Google Scholar]
  27. Evers, A. (1992). Handleiding Amsterdamse beroepen Interesses Vragenlijst ABIV 92. Pearson Assessment and Information.
    [Google Scholar]
  28. Fombrun, C., Tichy, N. M., & Devanna, M. A. (Eds.). (1984). Strategic human resource management. John Wiley.
    [Google Scholar]
  29. Fonteyne, L., Wille, B., Duyck, W., & De Fruyt, F. (2017). Exploring vocational and academic fields of study: Development and validation of the Flemish SIMON Interest Inventory (SIMON-I). International Journal for Educational and Vocational Guidance, 17(2), 233–262. https://doi.org/10.1007/s10775-016-9327-9
    [Google Scholar]
  30. Fouad, N. A. (1999). Validity evidence for interest inventories. In M. L.Savickas & A. R.Spokane (Eds.), Vocational interests: Meaning, measurement and counseling use (pp. 193–209). Palo Alto, CA, Davies Black Publishing.
    [Google Scholar]
  31. Goff, M., & Ackerman, P. L. (1992). Personality-intelligence relations: Assessment of typical intellectual engagement. Journal of Educational Psychology, 84(4), 537–552. https://psycnet.apa.org/doi/10.1037/0022-0663.84.4.537
    [Google Scholar]
  32. Gottfredson, L. S. (1981). Circumscription and compromise: A developmental theory of occupational aspirations. Journal of Counseling Psychology, 28(6), 545–579. https://doi.org/10.1037/0022-0167.28.6.545
    [Google Scholar]
  33. Gottfredson, L. S. (2005). Applying Gottfredson’s theory of circumscription and compromise in career guidance and counseling. In S. D.Brown & R. W.Lent (Eds.), Career development and counseling: Putting theory and research to work (pp. 71–100). John Wiley & Sons.
    [Google Scholar]
  34. Guion, R. M., & Gottier, R. F. (1965). Validity of personality measures in personnel selection. Personnel Psychology, 18(2), 135–164. https://psycnet.apa.org/doi/10.1111/j.1744-6570.1965.tb00273.x
    [Google Scholar]
  35. Hansen, J. I. C., & Wiernik, B. M. (2018), Work preferences: Vocational interests and values. In D.S.Ones, N.Anderson, C.Viswesvaran, & H. K.Sinangil, (Eds.), The SAGE Handbook of Industrial, Work & Organizational Psychology (2nd ed., pp. 408–448). Sage Publication.
    [Google Scholar]
  36. Hidi, S., & Harackiewicz, J. M. (2000). Motivating the academically unmotivated: A critical issue for the 21st century. Review of Educational Research, 70(2), 151–179. https://doi.org/10.3102/00346543070002151
    [Google Scholar]
  37. Hogan, R., Hogan, J., & Roberts, B. W. (1996). Personality measurement and employment decisions: Questions and answers. American Psychologist, 51(5), 469–477. https://doi.org/10.1037/0003-066X.51.5.469
    [Google Scholar]
  38. Hogan, R., & Roberts, B. W. (2000). A socioanalytic perspective on person-environment interaction. In W.B.Walsh, K. H.Craik, & R. H.Price, (Eds.), Person-environment psychology: New directions and perspectives (pp. 1–23). Lawrence Erlbaum Associates Publishers.
    [Google Scholar]
  39. Holland, J. L. (1959). A theory of vocational choice. Journal of Counseling Psychology, 6(1) 35–45. https://psycnet.apa.org/doi/10.1037/h0040767
    [Google Scholar]
  40. Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments (3rd ed.). Psychological Assessment Resources.
    [Google Scholar]
  41. Holland, J. L., Powell, A. B., & Fritzsche, B. A. (1997). The self-directed search (SDS): Professional user’s guide. Psychological Assessment Resources.
    [Google Scholar]
  42. Holtrop, D., Wille, B., De Vries, R.E., & Born, M. Ph. (2020). Het Sferische model van beroepsinteresses en de volledige en verkorte Nederlandstalige Personal Globe Inventory. Gedrag & Organisatie, 34(1), 6–43. https://doi.org/10.5117/2020.033.001.002
    [Google Scholar]
  43. Hopwood, C. J., & Donnellan, M. B. (2010). How should the internal structure of personality inventories be evaluated?Personality and Social Psychology Review, 14(3), 332–346. https://doi.org/10.1177/1088868310361240
    [Google Scholar]
  44. Hunter, J. E., & Hunter, R. F. (1984). Revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79(2), 184–190. https://doi.org/10.1037/0021-9010.79.2.184
    [Google Scholar]
  45. Iliescu, D., Ispas, D., Sulea, C., & Ilie, A. (2015). Vocational fit and counterproductive work behaviors: A self-regulation perspective. Journal of Applied Psychology, 100(1), 21–39. https://psycnet.apa.org/doi/10.1037/a0036652
    [Google Scholar]
  46. Kristof-Brown, A., Zimmerman, R., & Johnson, E. (2005). Consequences of individual’s fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342. https://doi.org/10.1111/j.1744-6570.2005.00672.x
    [Google Scholar]
  47. Lauermann, F., Tsai, Y.-M., & Eccles, J. S. (2017). Math-related career aspirations and choices within Eccles et al.’s expectancy-value theory of achievement-related behaviors. Developmental Psychology, 53(8), 1540–1559. https://doi.org/10.1037/dev0000367
    [Google Scholar]
  48. Lee, K., & Ashton, M. C. (2004). Psychometric properties of the HEXACO personality inventory. Multivariate Behavioral Research, 39(2), 329–358https://psycnet.apa.org/doi/10.1207/s15327906mbr3902_8
    [Google Scholar]
  49. Lent, R. W., Brown, S. D., & Hackett, G. (1994). Toward a unifying social cognitive theory of career and academic interest, choice, and performance. Journal of Vocational Behavior, 45(1), 79–122. https://psycnet.apa.org/doi/10.1006/jvbe.1994.1027
    [Google Scholar]
  50. Liao, H.-Y., Armstrong, P. I., & Rounds, J. (2008). Development and initial validation of public domain Basic Interest Markers. Journal of Vocational Behavior, 73(1), 159–183. https://psycnet.apa.org/doi/10.1016/j.jvb.2007.12.002
    [Google Scholar]
  51. Low, K. D., Yoon, M., Roberts, B. W., & Rounds, J. (2005). The stability of vocational interests from early adolescence to middle adulthood: A quantitative review of longitudinal studies. Psychological Bulletin, 131(5), 713–737. https://doi.org/10.1037/0033-2909.131.5.713
    [Google Scholar]
  52. Luken, T. P. (1995). Interesse en interessemeting. In R. M. H.Spijkerman et al. (Eds.), Handboek studie en beroepskeuzebegeleiding (pp. 1–27). Samsom H.D. Tjeenk Willink.
    [Google Scholar]
  53. Luken, T. (2012). Loopbaanoriëntatie en -begeleiding: Een ideaalbeeld. Bij de Les, 8, 24–25.
    [Google Scholar]
  54. Mischel, W. (1968). Personality and assessment. Wiley.
    [Google Scholar]
  55. Nikolaou, I., & Oostrom, J. K. (Eds.). (2015). Employee recruitment, selection, and assessment: Contemporary issues for theory and practice. Psychology Press.
    [Google Scholar]
  56. Nye, C. D., Su, R., Rounds, J., & Drasgow, F. (2012). Vocational interests and performance: A quantitative summary of over 60 years of research. Perspectives on Psychological Science, 7(4), 384–403. https://doi.org/10.1177%2F1745691612449021
    [Google Scholar]
  57. Nye, C. D., Su, R., Rounds, J., & Drasgow, F. (2017). Interest congruence and performance: Revisiting recent meta-analytic findings. Journal of Vocational Behavior, 98, 138–151. https://doi.org/10.1016/j.jvb.2016.11.002
    [Google Scholar]
  58. Nye, C. D., Wille, B., Amory, J., & De Fruyt, F. (2020). Are work activities related to interest change over time? A 22-year longitudinal study. Journal of Personality and Social Psychology,121(4), 865–893. https://doi.org/10.1037/pspp0000360
    [Google Scholar]
  59. Pässler, K.Beinicke, A., & Hell, B. (2015). Interests and intelligence: A meta-analysis. Intelligence, 50, 30–51, ISSN 0160–2896, https://doi.org/10.1016/j.intell.2015.02.001
    [Google Scholar]
  60. Ployhart, R. E. (2006). Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management, 32(6), 868–897. https://doi.org/10.1177/0149206306293625
    [Google Scholar]
  61. Ployhart, R. E., Schneider, B., & Schmitt, N. (2006). Staffing organizations: Contemporary practice and theory (3rd ed.). Erlbaum.
    [Google Scholar]
  62. Prediger, D. J. (1982). Dimensions underlying Holland’s hexagon: Missing link between interests and occupations?Journal of Vocational Behavior, 21(3), 259–287. https://psycnet.apa.org/doi/10.1016/0001-8791(82)90036-7
    [Google Scholar]
  63. Ralston, C. A., Borgen, F. H., Rottinghaus, P. J., & Donnay, D. A. C. (2004). Specificity in interest measurement: Basic Interest Scales and major field of study. Journal of Vocational Behavior, 65(2), 203–216. https://psycnet.apa.org/doi/10.1016/S0001-8791(03)00096-4
    [Google Scholar]
  64. Roberts, B., & DelVecchio, W. (2000). The rank-order consistency of personality traits from childhood to old age: A quantitative review of longitudinal studies. Psychological Bulletin, 126(1), 3–25https://doi.org/10.1037/0033-2909.126.1.3
    [Google Scholar]
  65. Rounds, J., & Su, R. (2014). The nature and power of interests. Current Directions in Psychological Science, 23(2), 98–103. https://psycnet.apa.org/doi/10.1177/0963721414522812
    [Google Scholar]
  66. Rounds, J., & Tracey, T. J. (1996). Cross-cultural structural equivalence of RIASEC models and measures. Journal of Counseling Psychology, 43(3), 310–329. https://doi.org/10.1037/0022-0167.43.3.310
    [Google Scholar]
  67. Sackett, P. R. & Lievens, F. (2008). Personnel selection. Annual Review of Psychology, 59, 419–450. https://psycnet.apa.org/doi/10.1146/annurev.psych.59.103006.093716
    [Google Scholar]
  68. SackettPR, LievensF, Van IddekingeCH, KuncelNR. (2017) Individual differences and their measurement: A review of 100 years of research. Journal of Applied Psychology, 102(3), 254–273. https://doi:10.1037/apl0000151.
    [Google Scholar]
  69. Sackett, P. R., Zedeck, S., & Fogli, L. (1988). Relations between measures of typical and maximum job performance. Journal of Applied Psychology, 73(3), 482–486. https://psycnet.apa.org/doi/10.1037/0021-9010.73.3.482
    [Google Scholar]
  70. Schelfhout, S., Wille, B., Fonteyne, L., Roels, E., De Fruyt, F., & Duyck, W. (2021). From interest assessment to study orientation: An empirical advice set engine. Journal of Experimental Education, 89(1), 169–195. https://doi.org/10.1080/00220973.2019.1605327
    [Google Scholar]
  71. Schiefele, U. (1991). Interest, learning, and motivation. Educational Psychologist, 26(3-4), 299–23. https://doi.org/10.1080/00461520.1991.9653136
    [Google Scholar]
  72. Schmidt, F. L. (1974). Probability and utility assumptions underlying use of the Strong Vocational Interest Blank. Journal of Applied Psychology, 59(4), 456–464. https://psycnet.apa.org/doi/10.1037/h0037324
    [Google Scholar]
  73. Schmidt, F. L. (2011). A theory of sex differences in technical aptitude and some supporting evidence. Perspectives on Psychological Science, 6(6), 560–563. https://doi.org/10.1177/1745691611419670
    [Google Scholar]
  74. Schmidt, F. L. (2014). A general theoretical integrative model of individual differences in interests, abilities, personality traits, and academic and occupational achievement: A commentary on four recent articles. Perspectives on Psychological Science, 9(2), 211–218. https://doi.org/10.1177/1745691613518074
    [Google Scholar]
  75. Schmidt, F. L. (2015). History and development of the Schmidt-Hunter meta-analysis methods. Research Synthesis Methods, 6(3), 232–239. https://doi.org/10.1002/jrsm.1134
    [Google Scholar]
  76. Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262–274. https://doi.org/10.1037/0033-2909.124.2.262
    [Google Scholar]
  77. Schmidt, F. L., Oh, I. S., & Shaffer, J. A. (2016). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 100 years of research findings. Working paper. http://home.ubalt.edu/tmitch/645/session%204/Schmidt%20&%20Oh%20MKUP%20validity%20and%20util%20100%20yrs%20of%20rese arch%20Wk%20PPR%202016.pdf
    [Google Scholar]
  78. Silvia, P. (2008). Interest – The Curious Emotion. Current Directions in Psychological Science, 17(1), 57–60. https://doi.org/10.1111/j.1467-8721.2008.00548.x
    [Google Scholar]
  79. Stoll, G., Rieger, S., Lüdtke, O., Nagengast, B., Trautwein, U., & Roberts, B. W. (2017). Vocational interests assessed at the end of high school predict life outcomes assessed 10 years later over and above IQ and big five personality traits. Journal of Personality and Social Psychology, 113(1), 167–184. https://doi.org/10.1037/pspp0000117
    [Google Scholar]
  80. Strong, E. K. (1943). Vocational interests of men and women. Stanford University Press.
    [Google Scholar]
  81. Strong, E. K., Jr. (1959). Permanence of interest scores over 22 years. Journal of Applied Psychology, 35(2), 89–91. https://psycnet.apa.org/doi/10.1037/h0054643
    [Google Scholar]
  82. Su, R. (2012). The power of vocational interests and interest congruence in predicting career success (Unpublished doctoral dissertation). University of Illinois at Urbana-Champaign. http://hdl.handle.net/2142/34329
    [Google Scholar]
  83. Su, R., Murdock, C. D., & Rounds, J. (2015). Person-environment fit. In P. J.Hartung, M. L.Savickas, & W. B.Walsh, Eds.), APA handbook of career interventions (pp. 81–98). American Psychological Association. https://doi: 10.1037/14438-005
    [Google Scholar]
  84. Su, R., & Nye, C. D. (2017). Interests and person-environment fit: A new perspective on workforce readiness and success. In J.Burrus, K. D.Mattern, B.Naemi, & R. D.Roberts (Eds.), Building better students: Preparation for the workforce (pp. 229–243). Oxford University Press.
    [Google Scholar]
  85. Su, R., & Rounds, J. (2015). All STEM fields are not created equal: People and things interests explain gender disparities across STEM fields. Frontiers in Psychology, 6, 189. https://doi.org/10.3389/fpsyg.2015.00189
    [Google Scholar]
  86. Su, R., Rounds, J., & Armstrong, P. I. (2009). Men and things, women and people: A meta-analysis of sex differences in interests. Psychological Bulletin, 135(6), 859–884. https://psycnet.apa.org/doi/10.1037/a0017364
    [Google Scholar]
  87. Su, R., Stoll, G., & Rounds, J., (2018). The nature of interests: Toward a unifying theory of trait-state interest dynamics. In C. D.Nye & J.Rounds (Eds.), Vocational interests: Rethinking their role in understanding workplace behavior and practice (pp. 11–38). SIOP Organizational Frontiers Series.
    [Google Scholar]
  88. Su, R., Tay, L., Liao, H. Y., Zhang, Q. & Rounds, J. (2018). Toward a dimensional model of vocational interests. Journal of Applied Psychology, 104(5), 690–714. https://doi:10.1037/apl000037
    [Google Scholar]
  89. Super, D. E. (1963). Self-concepts in vocational development. In D. E.Super, R.Starishevsky, N.Matlin, & J. P.Jordaan, (Eds.), Career development: Self-concept theory (pp. 1–16). College Entrance Examination Board.
    [Google Scholar]
  90. Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44(4), 703–742. https://psycnet.apa.org/doi/10.1111/j.1744-6570.1991.tb00696.x
    [Google Scholar]
  91. Tims, M., & Bakker, A. B. (2010). Job crafting: Towards a new model of individual job redesign. SA Journal of Industrial Psychology, 2(2), 1–9. https://dx.doi.org/10.4102/sajip.v36i2.841
    [Google Scholar]
  92. Tinsley, H. E. A. (2000). The congruence myth: An analysis of the efficacy of the person-environment fit model. Journal of Vocational Behavior, 56(2), 147–179. https://doi.org/10.1006/jvbe.1999.1727
    [Google Scholar]
  93. Tracey, T. J. (2002). Personal Globe Inventory: Measurement of the spherical model of interests and competence beliefs. Journal of Vocational Behavior, 60(1), 113–172. https://doi.org/10.1006/jvbe.2001.1817
    [Google Scholar]
  94. Valla, J. M., & Ceci, S. J. (2011). Can sex differences in science be tied to the long reach of prenatal hormones? Brain organization theory, digit ratio (2D/4D), and sex differences in preferences and cognition. Perspectives on Psychological Science, 6(2), 134–146. https://psycnet.apa.org/doi/10.1177/1745691611400236
    [Google Scholar]
  95. Van Iddekinge, C. H., Putka, D. J., & Campbell, J. P. (2011). Reconsidering vocational interests for personnel selection: The validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions. Journal of Applied Psychology, 96, 13–33. https://psycnet.apa.org/doi/10.1037/a0021193
    [Google Scholar]
  96. Van Iddekinge, C. H., Roth, P. L., Putka, D. J., & Lanivich, S. E. (2011). Are you interested? A meta-analysis of relations between vocational interests and employee performance and turnover. Journal of Applied Psychology, 96(6), 1167–1194. https://doi.org/10.1037/a0024343
    [Google Scholar]
  97. Von Stumm, S., Hell, B., & Chamorro-Premuzic, T. (2011). The hungry mind: Intellectual curiosity is the third pillar of academic performance. Perspectives on Psychological Science, 6(6), 574–588. https://psycnet.apa.org/doi/10.1177/1745691611421204
    [Google Scholar]
  98. Wang, M. T. (2012). Educational and career interests in math: A longitudinal examination of the links between classroom environment, motivational beliefs, and interests. Developmental psychology, 48(6), 1643–1657.
    [Google Scholar]
  99. Wille, B., De Fruyt, F., Dingemanse, S. A., & Vergauwe, J. (2015). A closer look at the psychological diversity within Holland interest types: Construct validation of the Career Insight Questionnaire. Consulting Psychology Journal: Practice and Research, 67(3), 234–257.
    [Google Scholar]
  100. Wille, B., Hofmans, J., Feys, M., & De Fruyt, F. (2014). Maturation of work attitudes: Correlated change with Big Five personality traits and reciprocal effects over 15 years. Journal of Organizational Behavior, 35(4), 507–529.
    [Google Scholar]
  101. Zedeck, S. (2009). Adverse impact: History and Evolution. In J. L.Outtz (Ed.), Adverse impact: Implications for organizational staffing and high stakes selection (pp. 3–27). Routledge/Taylor & Francis Group.
    [Google Scholar]
http://instance.metastore.ingenta.com/content/journals/10.5117/GO2022.1.004.BLOEM
Loading
/content/journals/10.5117/GO2022.1.004.BLOEM
Loading

Data & Media loading...

This is a required field
Please enter a valid email address
Approval was a Success
Invalid data
An Error Occurred
Approval was partially successful, following selected items could not be processed due to error