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Career and Vocational Counseling/540

Dr. Dana Matthews

July 5, 2021

University of Phoenix Material

Career Assessment Instrument #1 Job Search Attitude Inventory, Fifth Edition

Identifying information

Author: Liptak, John J.

Publisher: JIST Career Solutions, a division of Kendall Hunt

Distributors: No distributors identified

Date of publication: 2002-2015

Descriptive information

General statement of purpose: The Job Search Attitude Inventory is designed to help make individuals seeking employment more aware or their other-directed and self-directed attitudes about their employment search.

Historical development and theoretical or conceptual foundation: The Job Search Attitude Inventory was based on Helwig’s study which was conducted to determine the determinants most important in a successful job search. The study indicated that positive job search attitudes and personal motivation are equally if not more important in employment attainment than job search techniques and abilities. Employment counselors involved in the study suggested that, an individual’s knowledge of the importance of personal responsibility in finding employment, to be the most important job search behavior.

Target population: Teen and adult employment seekers and career planners.

Description of scales: The Inventory uses a four-point Likert scale- strongly agree, agree, disagree, and strongly disagree.

Administration and scoring

Test and item format: The test consists of 40 job-search-related attitude statements, and the test taker places each into one of the five scales representing job search attitudes: Luck vs. Planning; Uninvolved vs. Involved, Passive vs. Active, Help from Others vs. Self-Help; and Pessimistic vs. Optimistic. It is self-administered and designed to be used in paper and pencil mode or can be taken online.

Scoring and interpretation: The inventory is self-scoring, which allows the test taker and the administrator immediate results. The scoring is done by adding the response scores for each item in the five scale sections and recording the total. Scores will range from 8-32, and the higher the score, the more positive the job seeker’s attitude is toward the job search. In addition to the score, a scoring profile, suggestions for improving the job seeker’s search attitude, information to interpret the profile results, and suggestions for improving the job seeker’s search are also provided.

Technical and statistical information

Reliability: Reliability indices for the inventory are defined in terms of coefficient alpha measure of internal consistency; split-half correlations, response stability, and assessed in terms of test-retest correlations.

Validity: Content evidence of validity is based on the knowledge that items were developed specifically to reflect the underlying attitudinal constructs, relevant academic literature, and the judgements of counselors engaged in professional employment counseling. No evidence is provided regarding the inventory’s predictive validity in terms of the relationship between inventory scores and job search success.

Norms: Normative results across selected groups, such as males and females and persons transitioning from welfare to work, are discussed, compared, and contrasted.

Reviewer's comments

User's response to instrument: The inventory is easily taken and scored and results are easy to understand. If an inventory taker responds in a truthful manner, the results can be used to help in the job seeking process.

Strengths and weaknesses: The Job Search Attitude Inventory is largely self-directed, and the practicality, efficient time frame and ease of use are all strengths. The major weakness is the insufficient information on the instrument’s psychometric properties.

References:

Fleenor, JW. (2005). [Test review o Job Search Attitude Inventory, Second Edition]. In R.A. Spies & B. S Plake (Eds), The sixteenth metal measurements yearbook (pp. 503-505). Lincoln, NE: Buros Institute of Mental Measurements.

Helwig, A. A. (1987). Information required for job hunting: 1,121 counselors respond. Journal of employment Counseling, 24: 184-190.

O’Neill, R. R. (2005). [Test review of Job Search Attitude Inventory, Second Edition]. In R. A. Spies & B. S. Plake (Eds.), The sisxteenth mental measurements yearbook (pp.505-506). Lincoln, NE: Buros Institute of Mental Measurements.

Career Assessment Instrument #2

0. Identifying information

Author

Publisher

Distributors

Date of publication

Descriptive information

General statement of purpose

Historical development and theoretical or conceptual foundation

Target population

Description of scales

Administration and scoring

Test and item format

Scoring and interpretation

Technical and statistical information

Reliability

Validity

Norms

Reviewer's comments

User's response to instrument

Strengths and weaknesses

References

Career Assessment Instrument #3

0. Identifying information

Author

Publisher

Distributors

Date of publication

Descriptive information

General statement of purpose

Historical development and theoretical or conceptual foundation

Target population

Description of scales

Administration and scoring

Test and item format

Scoring and interpretation

Technical and statistical information

Reliability

Validity

Norms

Reviewer's comments

User's response to instrument

Strengths and weaknesses

References

Respond to the following questions in 175 to 350 words total:

How may a career be related to an individual’s mental health and well-being? In a World Conference on Psychology, Counselling and Guidance, the relationship between an individual’s mental health and their career was discussed, and research evidence regarding the correlation between the two was addressed. The presenter stated that each person’s job satisfaction, which can be defined as an emotional response to an employment situation, is determined by how well personal work outcomes can meet individual expectations. If expectations and outcomes are similar, job satisfaction is high. However, when job satisfaction is low, there can be a myriad of negative consequences. For example, research has shown that those with a higher percentage of occupational stress may not feel satisfied with their job or be happy in their work organization. They may experience higher levels of burn-out or feel frustrated with coworkers or customers. Low job satisfaction can lead to lethargy, sleep deprivation, a lower level of organization habits and behaviors, absenteeism, more physical health problems, and effect interpersonal communication. In addition, occupational mental health has been linked to productivity, self-esteem, anxiety and depression, and constructive thinking skills and those individuals with heavy on call duty are more likely to experience job dissatisfaction because of lack of work control (Nadinloyi, et al., 2013).

· What effects can they have on one another?

· What is the relevance of career and vocational education and counseling in this relationship?

References

Nadinloyi, K., Sadeghi, H., & Hajloo, N. (2013). Relationship between job satisfaction and employees mental health. https://pdf.sciencedirectassets.com/277811/1-s2.0-S1877042813X00175/1

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