Gotowa bibliografia na temat „Vocational preference testing”

AbstractThis research is aimed at analyzing the relationship between the underlying dimensions of boundaryless (boundaryless mindset and organizational mobility preference) and protean (self-directed and values-driven) career attitudes and subjective career success, within today's complex and dynamic organizational context in which careers are unfolding. Drawing on a sample of 150 Spanish professionals from the Catalonia region, which enabled hypotheses testing by means of hierarchical regression analysis, the research results suggest that self-direction in managing one's career and vocational development is instrumental in achieving subjective career success. Organizational mobility preference was found to be negatively associated with individuals' perceptions of the success achieved in their careers. Furthermore, the study suggests some future research lines that could draw more light upon the hypothesized relationships.

AbstractThis research is aimed at analyzing the relationship between the underlying dimensions of boundaryless (boundaryless mindset and organizational mobility preference) and protean (self-directed and values-driven) career attitudes and subjective career success, within today's complex and dynamic organizational context in which careers are unfolding. Drawing on a sample of 150 Spanish professionals from the Catalonia region, which enabled hypotheses testing by means of hierarchical regression analysis, the research results suggest that self-direction in managing one's career and vocational development is instrumental in achieving subjective career success. Organizational mobility preference was found to be negatively associated with individuals' perceptions of the success achieved in their careers. Furthermore, the study suggests some future research lines that could draw more light upon the hypothesized relationships.

<p>Pegawai laboratorium merupakan tenaga kerja kependidikan yang membantu proses pembelajaran mahasiswa dalam bagian vokasi dan akademik. Dalam menjalankan pekerjaannya, pegawai laboratorium terkadang masih belum maksimal. Sehingga kepala sarana &amp; prasarana dan supervisor harus mengontrol pegawai untuk memastikan pegawai berkerja dengan baik. Untuk mengatasi permasalahan dalam pegawai laboratorium serta membantu dalam memanajemen kinerja, dibuatlah sistem informasi berbasis <em>website</em> yang berisi implementasi algoritma TOPSIS pada penilaian kinerja pegawai laboratorium. Terdapat enam kriteria penilaian pegawai laboratorium yang terdiri dari kedisiplinan, tanggung jawab, kerja tim, <em>skill</em>, akademik, dan komunikasi. Hasil akhir penelitian berupa nilai preferensi (Vi) setiap alternatif, dimana terdapat nilai preferensi tertinggi yaitu 1 yang diperoleh 3 dari 12 orang pegawai pada pengujian algoritma TOPSIS. Penyajian sistem informasi dilakukan dengan <em>database</em> yang ditampilkan menggunakan desain <em>dashboard</em> yang tepat digunakan untuk manajemen data. Pengujian EUCS pada <em>website </em>sistem informasi adalah 3.41 dari total nilai kepuasan (4) yang tergolong dalam kategori puas, sehingga dianggap layak dan diterima oleh <em>user</em>. </p><p> </p><p><em><strong>Abstract</strong></em></p><p><em>Laboratory employee is a education labor which help process learning college student within part of vocational and academic. In carrying out his work, laboratory employee sometimes it's still not optimal. So that the head of facilities &amp; infrastructure and supervisor must control the employee to make sure employees are working well. For counter the problem in laboratory employee and help in performance management, made information system based on website which contain implementation of the TOPSIS algorithm on performance rating of the laboratory employee. There are six laboratory employee rating criteria which consisting of dicipline, responsible, team work, skill, academic, and communication. Last result of the research is the form of preference values (Vi) every alternatif, where there is highest preference value is 1 which is obtained 3 out of 12 employee of the TOPSIS algorithm testing. Presentment of the information system perform with database and displayed using dashboard design which exact used for present data management. EUCS testing on information system website is 3.41 from total</em> <em>satisfaction value (4) which classified of satisfied categori, so that good considered and accepting by user.</em></p>

Abstrak Penelitian eksperimen ini bertujuan untuk mengetahui (1) kualitas cake kulit pisang kepok ditinjau dari sifat fisik adapun sifat yang dimaksud terdiri dari aroma, tekstur dan rasa. Panelis untuk uji kualitas ini menggunakan 7 panelis terlatih yang terdiri dari dosen PKK, (2) untuk mengetahui tingkat kesukaan terhadap cake kulit pisang kepok dalam uji kesukaan ini menggunakan panelis tidak terlatih berjumlah 30 orang yang terdiri dari mahasiswa dan mahasiswi di lingkungan Fakultas Teknik dan Kejuruan. Metode pengumpulan data untuk uji kualitas yang digunakan dalam penelitian ini yaitu metode observasi dengan menggunakan instrumen 1 berupa lembar uji kualitas uji organoleptik dengan 5 skala atau tingkatan yaitu sangat baik, baik, cukup baik, kurang baik, dan sangat kurang baik, dan instrumen 2 uji kesukaan menggunakan uji organoleptik metode yang digunakan yaitu metode observasi dengan menggunakan lembar uji organoleptik dengan 5 skala atau tingkatan yaitu sangat suka, suka, cukup suka, tidak suka dan sangat tidak suka. Kata Kunci : Cake pisang, Sifat fisik, Tingkat Kesukaan, Kulit pisang Kepok. Abstract This experimental research is aimed to know (1) the quality of kepok banana peel cake is seen from physical characters, while the characteristics are consists of aroma, texture and flavour. This quality testing uses 7 trained panelists, consisting of Family Educational Welfare (PKK) lecturers, (2) to find out the level of preference for kepok banana peel cake, in this case, the test is using 30 untrained panelists consisting of 30 students in the Faculty of Engineering and Vocational. The method of collecting data for the quality testing used in this research is observation method by using two instruments, which are: first is in the form of a good organoleptic test with 5 scales or standards namely very good, good, good enough, not good, and very poor. Second instrument is by using the organoleptic test method, the observation method is used with an organoleptic test sheet with 5 scales or levels, namely very like, quite like, like, dislike and really dislike. Keywords: Banana cake, Physical character, standard of likes, kepok banana Peel.

Purpose – The aim of the research presented here was to detect, in line with the European Union’s “Education and Training 2020” work program, the training needs of teachers and trainers working in the vocational education and training (VET) system in the Italian Region of Veneto to design courses, experiences and other training programs tailored to meet the needs emerged. Design/methodology/approach – Four focus groups were including VET teachers and trainers were created, two before the construction and two after the online administration of an ad hoc questionnaire asking teachers and trainers to rate 67 competencies (43 for teachers, 24 for trainers) on the two dimensions of self-assessment (explicitly defined as the current level of mastery) and importance (explicitly defined as the expected level of mastery). Eight hundred twelve teachers and 166 trainers filled in the questionnaire which also asked them to give suggestions about the courses, experiences and other training programs to be designed. Findings – In questionnaires, teachers and trainers declare they are competent enough to do what they do (self-assessment always obtains higher ratings than importance, except in one competence for teachers), even if in focus groups they say they want to be trained. Accordingly, they express a clear preference for short or very short courses, tailored on their specific needs and for training experiences and programs which are alternative to classroom training. Practical implications – The research is a preliminary action to a European Social Fund project named “Training for trainers”, whose main aim is to give birth to courses, experiences and other training programs, specifically dedicated to VET teachers and trainers, to allow them to develop or refresh the competencies they feel they need for work. Besides, it allowed testing of the benefit of using mixed methods for a competence-based analysis of needs. Originality/value – Data will be used to design courses, experiences and other training programs that really meet the needs of VET teachers and trainers in Veneto to tackle those aspects they consider really important for work in a lifelong learning perspective.

RESUMENEn este artículo se describe el Career Interest Test (Test de Intereses Profesionales, Versión 3.0), que evalúa 7 categorías de intereses vocacionales: Exterior, Práctico, Científico, Creativo, Negocios, Administrativo y Contacto con Gente. Está compuesto por 63 items de elección obligatoria, y puede administrarse de forma individual o grupal. Su finalidad es la de proporcionar un instrumento práctico que sirva de guía para la planificación de la carrera de adolescentes, complementándose con otros instrumentos y técnicas de orientación educativa y profesional. El Career Interest Test está disponible de forma gratuita para su uso profesional (para aplicaciones a pequeña escala), y también se puede acceder al mismo a través de las siguientes direcciones: www.myfuture.edu.au, www.qualifax.ie o www.smartfutire.edu.au (en inglés, también ha sido traducido para el Medio Oriente y Asia del Sur). La elaboración de este instrumento de diagnóstico formaba parte de un proyecto de investigación longitudinal (Athanasou, 1986, 1990, 2003), que ha culminado con su publicación en el dominio público, además de los resultados obtenidos con la muestra participante.ABSTRACTThis article describes the Career Interest Test (Version 3.0), which is a 63-item forced choice, individually- or group-administered assessment of seven vocational interest categories: Outdoor, Practical, Scientific, Creative, Business, Office and People Contact interests It is designed for use in educational and vocational contexts as a practical guide to adolescent career planning. The Career Interest Test is now made freely available for professional use and is also available for free on-line use th- rough www.myfuture.edu.au or www.qualifax ie or www.smartfutire.edu.au The Career Interest Test offers psychologists and career counsellors information at low cost and with brief testing time. Results can be used to provide reassurance about choices, to narrow the range of options or to stimulate career exploration by indicating the types of work that individuals may want to explore It is based on the premise that vocational interests (ie, activity preferences) may be inferred from consistent pat- terns of likes and dislikes. Technical data on the validity and reliability of the responses are provided.

Introduction. In recent years, the structure and content of training of specialists of further education have significantly improved. The increased popularity of the secondary vocational education system is evidenced by the fact that more than half of the Russian teenagers after graduating from the main stage of secondary school become applicants of technical schools and colleges. In order to manage students’ education more effectively, among other measures, it is necessary to diagnose the motivation of enrolled students at the stage of admission to the educational institution and to identify the degree of awareness of their future career choice, as these factors directly depend on the success of educational programmes.The aim of the article was to reveal the trends of influence of students’ results at the Basic State Exam (OGE – the exam, which is taken when finishing education in the 9th (final) form of comprehensive school) on the level of knowledge of Computer Science in colleges and to find out the subjective reasons of students’ preferences for the secondary vocational education system to continue studies and to enter a profession.Methodology and research methods. In the course of the study, a review and generalisation of the content of scientific sources related to the problems of professional choice and training motivation were used. Diagnostics of motivation of college students in Moscow, Moscow region and the regions of Russia was conducted through the methods of testing, surveys and anonymous questioning. Processing of the obtained data was carried out by the methods of correlation, variance and regression analysis; the degree of statistical reliability of the results was evaluated by calculating the Student’s t-test and the Fisher’s F-test.Results and scientific novelty. The authors have calculated the numerical indicators of relationship between students’ academic performance in computer science and the Basic State Exam taking, the reasons for choosing the secondary vocational education and the specialty. Constructed graphs and approximating curves prove the fact that the success degree when learning the certain discipline in college results from the assessment within the discipline taken at the Basic State Exam in school. In the regions of Russia, this factor guarantees a higher level of knowledge on Computer Science – by about 20%, and in the Moscow region – by 10%. The statistics on respondents’ professional orientation were collected. A regression model, demonstrating the impact of students’ motivational attitudes on their training in the subject discipline, is presented. It was found out that the motives “subsequent admission to a specialised university”, “obtaining a profession”, “business attitude to a profession” and “prestige of a profession” have the most positive influence in this context. The variance analysis confirmed the determinism of the learning outcomes by the reasons for the choice of secondary vocational education and profession. It is concluded that the reasons for the low or medium students’ performance include not only their weak motivation for education, but also the state of the entire education system, including the institutions of the Basic State Exam (OGE) and the Unified State Exam (EGE – high school final and university entrance exam taken upon completion of the 11th form), as well as the lack of clear criteria for the admission of applicants to the institutions of secondary vocational education. To get a specific specialty, the desire to study, its informed choice and prestige of profession positively affect students’ learning outcomes in Computer Science education.Practical significance. The research materials can be useful for teachers of secondary vocational education and for specialists involved in career guidance.

Purpose People with cognitive disabilities have a right to an inclusive society, and to have access to services and products that meet their specific needs. Participatory design (PD) represents a potentially effective way to ensure these rights, because users become influencers of the technological development and design process, are actively involved in the customization of that technology and develop a relationship with the designers/developers. Literature suggests that user involvement in technology development produces better products and has shown that this process offers users a voice and the process is also conducive to mutual learning between researchers and participants. This paper aims to discuss these issues. Design/methodology/approach Here the authors will present the development of a virtual world (VW) platform, having as a starting point a minimally viable initial version. This was followed by the creation of a networking framework to test each feature of the VW, which allowed connected users, most of whom on the autistic spectrum, to interact with each other in real time in the VW, and to see each other’s effects. Stress testing sessions were initiated with a mixed group of 15 users, 8 of whom with autism (7 male and 1 female). Ten of the participants were male and five were female (Figure 1). Findings Even though the platform is feature-complete, its code is still in development; features can be improved/expanded upon, which necessitates further testing. The most commonly flagged issues from the stress testing were requests for videos/text manuals, the camera controls and chat message errors. These were implemented/fixed or added to the feature roadmap. “Heavy avatar customization” was also suggested, which has conceptual merit, but is not a priority. Practical implications PD is an inclusive approach that addresses personal needs and preferences, matching up the person with the tools and environments to ensure equity and inclusion. The VW whose development is described in this paper has been used for communication skills training with autistic young adults. It could be used for other social, life, academic and vocational skills training. This type of training through VR/VW may help enhance the employment-related skills of neurodiverse populations (and thus empower independent living) and has the potential for broader implementation and wider access in terms of distance learning. Originality/value This paper adds to the rather limited literature on applying PD approaches in the development of products for people with neurodevelopmental disabilities. The authors will present such a process for the development of a VW with people with autism. Although literature suggests that user involvement produces better outcomes, adopting this approach is not straightforward. The paper will describe in detail not only the contribution the participants made in every phase but also the limitations of applying a PD approach with a neurodiverse population, in order for them to be equal partners in the process and be involved in a meaningful way.

AbstractPrevious studies have examined how personality models (e.g., Big Five, HEXACO) relate to vocational interests. We adopt a novel approach by testing the associations between personality and vocational interests from the perspective of the general factor of personality (GFP). One interpretation of the GFP is that it reflects social effectiveness. Based on this interpretation, we predicted that the GFP is particularly related to interest in social jobs because people generally tend to be attracted to activities in which they perform well. To test this, we used four large data sets: the Professional Worker Career Experience Survey (study 1a; N = 752), OpenPsychometrics.org (study 1b, N = 108,209), Project Talent (study 2; N = 81,130), and the National Merit Twin Study (study 3: N = 1536 in 768 twin pairs). In each sample, we presented the direct associations as well as the results after using control variables (gender and cognitive ability). In study 1a and 1b, the GFP particularly related to interest in social and enterprising occupations. In study 2, the GFP related to interest in working with people and was also associated with a range of occupational scales involving social aspects. In study 3, the GFP only showed a consistent relation with social interests. This association was present at the phenotypical as well as genetic level. Notwithstanding some variation in findings across the different studies, the overall pattern seems to be in line with the notion that the GFP is positively associated with the preference for more socially laden jobs.

This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.

This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
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