Holland Codes

From Wikipedia, the free encyclopedia

John L. Holland's RIASEC hexagon of The Holland Codes.

The Holland Codes or the Holland Occupational Themes (RIASEC[1]) refers to a taxonomy of interests[2] based on a theory of careers and vocational choice that was initially developed by American psychologist John L. Holland.[3][4]

The Holland Codes serve as a component of the interests assessment, the Strong Interest Inventory. In addition, the US Department of Labor's Employment and Training Administration has been using an updated and expanded version of the RIASEC model in the "Interests" section of its free online database O*NET (Occupational Information Network)[5] since its inception during the late 1990s.[6][7]

Overview[edit]

Holland's theories of vocational choice, The Holland Occupational Themes, "now pervades career counseling research and practice".[4] Its origins "can be traced to an article in the Journal of Applied Psychology in 1958 and a subsequent article in 1959 that set out his theory of vocational choices. ... The basic premise was that one's occupational preferences were in a sense a veiled expression of underlying character."[8] The 1959 article in particular ("A Theory of Vocational Choice", published in the Journal of Counseling Psychology) is considered the first major introduction of Holland's "theory of vocational personalities and work environments".[4]

Holland originally labeled his six types as "motoric, intellectual, esthetic, supportive, persuasive, and conforming".[4] He later developed and changed them to: "Realistic (Doers), Investigative (Thinkers), Artistic (Creators), Social (Helpers), Enterprising (Persuaders), and Conventional (Organizers)".[9] Holland's six categories show some correlation with each other.[10] It is called the RIASEC model or the hexagonal model because the initial letter of the region is equal to R-I-A-S-E-C when it is expressed as a circle connecting the regions of high correlation. Professor John Johnson of Penn State suggested that an alternative way of categorizing the six types would be through ancient social roles: "hunters (Realistic), shamans (Investigative), artisans (Artistic), healers (Social), leaders (Enterprising), and lorekeepers (Conventional)".[11] Holland offers full definitions of each type in his book, Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (Third Edition)’’ (1997).[12]

According to the Committee on Scientific Awards, Holland's "research shows that personalities seek out and flourish in career environments they fit and that jobs and career environments are classifiable by the personalities that flourish in them".[13] Holland also wrote of his theory that "the choice of a vocation is an expression of personality".[14]: 6  Furthermore, while Holland suggested that people can be "categorized as one of six types",[14]: 2  he also argued that "a six-category scheme built on the assumption that there are only six kinds of people in the world is unacceptable on the strength of common sense alone. But a six category scheme that allows a simple ordering of a person's resemblance to each of the six models provides the possibility of 720 different personality patterns."[14]: 3 

Related model[edit]

Prediger's two-dimensional model[edit]

Prediger constructed the scale of "work task" and "work relevant abilities" based on Holland's model, and carried out factor analysis and multidimensional scale analysis to clarify the basic structure.[15][16][17] As a result, two axes of Data/Ideas and Things/People were extracted. Although Prediger's inquiry did not start from interest per se, it eventually led to the birth of models other than RIASEC, suggesting that the structure of occupational interest may provide a basic dimension.

Tracey and Rounds's octagonal model[edit]

In the United States, the energetic trial is being made with the aim of the new model which surpasses Holland hexagon model in 1990's. Tracey & Rounds's octagonal model is one such example.[18] Based on the empirical data, they argue that occupational interests can be placed circularly in a two-dimensional plane consisting of People/Things and Data/ldeas axes, and the number of regions can be arbitrarily determined. According to their model, only Holland's hexagonal model does not adequately represent the structure of occupational interest, and it is possible to retain validity as an octagonal or 16 square model if necessary.

Tracey, Watanabe, & Schneider conducted an international comparative study of job interests among Japanese and U.S. university students, and the results suggest that the Tracey & Rounds's octagonal model is more fitted to Japanese students than Holland's hexagonal model.

Tracey and Rounds's spherical model[edit]

Tracey & Rounds criticizes that the conventional models of occupational interest structure do not correctly depict the positional relationship of occupations because they neglect occupational prestige, i.e., "social prestige" or "high socioeconomic status" and proposes a spherical model that assigns occupations to a 3-dimensional space incorporating occupational prestige.[19] In this model, 18 regions of interest are displayed on a spherical space. The left hemisphere has a high status area, with Health Sciences at the top. The right hemisphere has a low status area, with Service Provision as the lowest ground.

Though this model is excellent in the point of more accurately describing the relation between various occupations, it makes the occupation interest structure more complicated, and there is a weak point that it is difficult to be adapted to the data except for the U.S.[1]

List of types[edit]

Holland made a career out of studying the world of work, pioneering the theory that if people were aware of their personality type or combination of types—realistic, investigative, artistic, social, enterprising or conventional—then they would be happier workers.

—Amy Lunday[3]

R: Realistic (Doers)[edit]

Holland defines the "Realistic Type" as a person who has “a preference for activities that entail the explicit, ordered, or systematic manipulation of objects, tools, machines, and animals…these behavioral tendencies lead in turn to the acquisition of manual, mechanical, agricultural, electrical, and technical competencies.”[20] Sample majors and careers include:

I: Investigative (Thinkers)[edit]

Holland defines the "Investigative Type" as a person who has "a preference for activities that entail the observational, symbolic, systematic and creative investigation of physical, biological, and cultural phenomena (in order to understand and control such phenomena)... these behavioral tendencies lead in turn to an acquisition of scientific and mathematical competencies."[25] Sample majors and careers include:

A: Artistic (Creators)[edit]

Holland defines the "Artistic Type" as a person who has "a preference for ambiguous, free, unsystematized activities that entail the manipulation of physical, verbal, or human materials to create art forms or products...these behavioral tendencies lead in turn to the acquisition of artistic competencies."[36] Sample majors and careers include:

S: Social (Helpers)[edit]

Holland defines the "Social Type" as a person who has "a preference for activities that entail the manipulation of others to inform, train, develop, cure, or enlighten...these behavioral tendencies lead in turn to an acquisition of human relations competencies."[39] Sample majors and careers include:

E: Enterprising (Persuaders)[edit]

Holland defines the "Enterprising Type" as a person who has "a preference for actives that entail the manipulation of others to attain organization goals or economic gain...these behavioral tendencies lead in turn to an acquisition of leadership, interpersonal, and persuasive competences."[43] Sample majors and careers include:

C: Conventional (Organizers)[edit]

Holland defines the "Conventional Type" as a person who has "a preference for actives that entail the explicit, ordered, systematic manipulation of data (keeping records, filing materials, reproducing materials, organizing business machines and data processing equipment to attain organizational or economic goals)...these behavioral tendencies lead in turn to an acquisition of clerical, computational, and business system competencies."[46] Sample majors and careers include:

Notes[edit]

  1. ^ a b "Teste vocacional Fce". fce.edu.br. Retrieved May 25, 2021.
  2. ^ Campbell, David P.; Borgen, Fred H. (August 1, 1999). "Holland's Theory and the Development of Interest Inventories". Journal of Vocational Behavior. 55 (1): 86–101. doi:10.1006/jvbe.1999.1699. ISSN 0001-8791.
  3. ^ a b "John L. Holland, 1919–2008: A Select Bibliography added to the Tribute & Obituary". NCDA. November 2, 2008. Retrieved December 7, 2015.
  4. ^ a b c d "The Development, Evolution, and Status of Holland's Theory of Vocational Personalities: Reflections and Future Directions for Counseling Psychology." Journal of Counseling Psychology, Vol 57(1), 2010, 11–22.
  5. ^ "O*NET OnLine: Interests". Occupational Information Network. Retrieved December 7, 2015.
  6. ^ Matthew, Mariana (1999). "Replace with a database: O*NET replaces the Dictionary of Occupational Titles" (PDF). Occupational Outlook Quarterly Online, Spring 1999 Vol. 43, Number 1. Retrieved December 7, 2015.
  7. ^ Rounds, James Patrick (2008). "Second Generation Occupational Interest Profiles for the O*NET System: Summary" (PDF). The National Center for O*NET Development, June 2008. Retrieved December 7, 2015.
  8. ^ Athanasou, James. "Obituary: John L. Holland 1919–2008" Australian Journal of Career Development, September 22, 2009.
  9. ^ "Holland Codes" (PDF). New Hampshire Employment Security, Economic and Labor Market Information Bureau. Retrieved December 7, 2015.
  10. ^ L., Holland, John (1997). Making vocational choices: a theory of vocational personalities and work environments (3rd ed.). Odessa, Fla.: Psychological Assessment Resources. ISBN 0911907270. OCLC 36648506.{{cite book}}: CS1 maint: multiple names: authors list (link)
  11. ^ Johnson, John (June 1, 2013). "Selfless Service, Part II: Different Types of Seva". Psychology Today. Retrieved December 7, 2015.
  12. ^ Holland, John (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (Third Edition)'. Florida: PAR. ISBN 0-911907-27-0.
  13. ^ "Award for distinguished scientific applications of psychology: John L. Holland". American Psychologist, Vol 63(8), Nov 2008, 672–674.
  14. ^ a b c Holland, John. Making Vocational Choices: A Theory of Careers. (Prentice-Hall, 1973).
  15. ^ Prediger, Dale J (December 1982). "Dimensions underlying Holland's hexagon: Missing link between interests and occupations?". Journal of Vocational Behavior. 21 (3): 259–287. doi:10.1016/0001-8791(82)90036-7.
  16. ^ Prediger, Dale (February 1996). "Alternative Dimensions for the Tracey–Rounds Interest Sphere". Journal of Vocational Behavior. 48 (1): 59–67. doi:10.1006/jvbe.1996.0005.
  17. ^ Prediger, Dale J. (1999). "Basic structure of work-relevant abilities". Journal of Counseling Psychology. 46 (2): 173–184. doi:10.1037/0022-0167.46.2.173. ISSN 0022-0167.
  18. ^ Tracey, Terence J. G.; Rounds, James (1995). "The arbitrary nature of Holland's RIASEC types: A concentric-circles structure". Journal of Counseling Psychology. 42 (4): 431–439. doi:10.1037/0022-0167.42.4.431. ISSN 0022-0167.
  19. ^ Tracey, Terence J.G.; Rounds, James (February 1996). "The Spherical Representation of Vocational Interests". Journal of Vocational Behavior. 48 (1): 3–41. doi:10.1006/jvbe.1996.0002.
  20. ^ Holland, John (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (Third Edition)'. Florida: PAR. p. 21. ISBN 0-911907-27-0.
  21. ^ a b c d e f g h i j k l m n o p q r s t u v w x y z aa ab ac ad ae af ag ah ai aj ak al am an ao ap aq ar as at au av aw ax ay az ba bb bc bd be bf bg bh bi bj bk bl bm bn bo bp bq br bs bt bu bv bw bx by bz ca cb cc cd ce cf cg ch ci cj ck cl cm cn co cp cq cr cs ct cu cv cw cx cy cz da db dc dd de df dg dh di dj dk dl dm dn do dp dq dr ds dt du dv dw dx dy dz "Delaware Department of Labor@Delaware Career Compass". State of Delaware. Retrieved January 17, 2021.
  22. ^ a b c d e f g h i j k l m n o p q r s t u v w x y z aa ab ac ad ae af ag ah ai aj ak al am an "Career/Major Interests Game". Georgetown University. Retrieved December 7, 2015.
  23. ^ a b c "Degrees with Holland Codes" (PDF). Arizona Western College. Retrieved February 7, 2018.
  24. ^ a b c "Sports Medicine Physicians". ONET. Retrieved June 25, 2020.
  25. ^ Holland, John (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (Third Edition)'. Florida: PAR. p. 22. ISBN 0-911907-27-0.
  26. ^ a b "Summary Report for:15-2041.01 – Biostatisticians". Occupational Information Network. Retrieved April 11, 2018.
  27. ^ a b c "Summary Report for:21-1094.00 – Community Health Workers". Occupational Information Network. Retrieved April 11, 2018.
  28. ^ a b "Summary Report for: 19-1041.00 – Epidemiologists". Occupational Information Network. Retrieved April 11, 2018.
  29. ^ a b "Summary Report for: 25-3099.02 – Poets, Lyricists and Creative Writers". Occupational Information Network. Retrieved June 16, 2017.
  30. ^ a b c Vaughn, Shamontiel (October 31, 2017). "From cooking to counseling". The Chicago School of Professional Psychology. Retrieved May 31, 2020.
  31. ^ a b c Andrews, Linda (May 19, 2015). "Kitchen Therapy: Cooking Up Mental Well-Being". Psychology Today. Retrieved May 31, 2020.
  32. ^ a b c "Speech-Language Pathologists". ONET Online. Retrieved June 21, 2020.
  33. ^ a b c "Summary Report for:27-3042.00 – Technical Writers". Occupational Information Network. Retrieved July 28, 2018.
  34. ^ a b c "Summary Report for:43-9081.00 – Proofreaders and Copy Markers". Occupational Information Network. Retrieved January 14, 2020.
  35. ^ a b "Summary Report for: 25-3099.02 – Tutors". Occupational Information Network. Retrieved June 16, 2017.
  36. ^ Holland, John (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (Third Edition)'. Florida: PAR. p. 23. ISBN 0-911907-27-0.
  37. ^ a b Educational, Guidance, School, and Vocational Counselors
  38. ^ a b "Job Environment: Social". Rogue Community College. Retrieved December 7, 2015.
  39. ^ Holland, John (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (Third Edition)'. Florida: PAR. p. 24. ISBN 0-911907-27-0.
  40. ^ a b c d e "Summary Report for:13-2052.00 – Personal Financial Advisors". ONET. Retrieved April 30, 2018.
  41. ^ a b c Holland Theme Codes
  42. ^ a b "Purdue Career Center" (PDF). Purdue University. Retrieved May 15, 2016.
  43. ^ Holland, John (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (Third Edition)'. Florida: PAR. p. 25. ISBN 0-911907-27-0.
  44. ^ "Summary Report for:21-1091.00 – Health Educators". Occupational Information Network. Retrieved April 11, 2018.
  45. ^ a b "Summary Report for - Property, Real Estate, and Community Association Managers". Occupational Information Network. Retrieved December 17, 2020.
  46. ^ Holland, John (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (Third Edition)'. Florida: PAR. p. 26-7. ISBN 0-911907-27-0.

Further reading[edit]

  • Eikleberry, Carol; Pinsky, Carrie. The Career Guide for Creative and Unconventional People (Fourth Edition). Ten Speed Press, 2015.
  • Gottfredson, Gary D.; Holland, John L. (1996). Dictionary of Holland Occupational Codes (3rd ed.). Psychological Assessement Resources, Inc.
  • Holland, John L. Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (Third Edition). PAR Psychological Assessment Resources Inc., 1997.
  • Streufert, Billie. "How Facebook can help you select a major or career", USA Today, September 26, 2015.
  • "Find Your Field", New York Times, April 7, 2016

External links[edit]

Free tests[edit]

Free career databases[edit]

Free college majors databases[edit]