Personal Globe Inventory Interpretation Guide Research findings 6
Personal Globe Inventory Interpretation Guide
Research findings • 6 RIASEC types arbitrary • Three dimensions underlying interests ▫ People-Things ▫ Data-Ideas ▫ Prestige • Structural similarities: ▫ Activity liking = occupational preference ▫ Interest=perceived competence
Holland’s model Things Realistic Conventional Investigative Data Ideas Artistic Enterprising Social People
8 Type & 6 Type
Spherical model of interests and competence perceptions: Personal Globe • 3 Dimensions: people-things, ideasdata and prestige High Prestige • 18 interest scales adhere to a sphere v 8 basic – equator Data level v 5 high prestige – N hemisphere v 5 low prestige scales Things – S hemisphere People Ideas • career counseling tool v prestige implications on vocational choice v career counseling – matching & congruence Low Prestige
18 Scales Basic scales High prestigious scales Low prestigious scales Social Facilitating Financial Analysis Basic service Managing Social Sciences Personal Service Business Detail Science Construction/Repair Data Processing Business Systems Quality Control Mechanical Influence Manual Work Nature /Outdoors Artistic Helping
Social Facilitating Managing People Financial Analysis Data Helping Social Sciences Artistic Influence Business Detail Business Systems Data Processing Social Facilitating Managing Ideas Science Nature/Outdoors Mechanical Things People Basic Services Helping Personal Service Artistic Manual Work Data Business Detail Quality Control Data Processing Ideas Construction /Repair Nature/Outdoors Mechanical
Information Provided on the Technical Scores Page • a. 18 scales of the Personal Globe scored using general sample norm and also using same sex norms, • b. the 18 scales of the LIKING responses, • c. the 18 scales of the Competence responses, • d. the four very general scales of: People, Things, Data, and Ideas (using both general norms and same sex norms), • e. the six Holland RIASEC types (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional), and • f. the dimensional scores of the interest globe: People vs. Things, Data vs. Ideas, and Prestige. • Validity scales
Your PGI Scores (T scores) • Scores range between 20 and 80 (average of 50) and are scored relative to a representative sample of people aged 16 -23 ▫ ▫ ▫ ▫ <25 = Very low 25 -35 = Low 35 -45 = Slightly low 45 -55 = Average 55 -65 = Slightly high 65 -75 = High >75 = Very high
Information Overload!!! • The PGI profile is designed to provide the information that is most appropriate to each test taker. • While all scores are provided on the Technical Information page, most people are not interested in all these. • Different people will get DIFFERENT output depending upon their scores
Three ways in which your profile is customized • Specific interest reported for your basic interests • Endorsement of high or low prestige interests • Similarity of Interests (activity liking) and Competence
Main information: Basic Interest Circle
• Most people only get this graph of the 8 type basic interest circle. • This is the equator of the Personal Globe. • The colored lines represent the magnitude of each score. • The single line from the origin represents an easy to understand summary of the scores ▫ The length of the line represents the strength of your interest ▫ The angle indicates what area
Other graphs that may be printed (but only if scores warrant) • • 4 Type Scales High Prestige Scales Low Prestige Scales 8 Type Scales Separately for Interests and Competence • High Prestige Scales Separately for Interests and Competence • Low Prestige Scales Separately for Interests and Competence
4 Type Scale: People, Data, Things, Ideas • For individuals whose scores on the 8 type scales did not differ much. • The 4 type scores can prove more helpful
People Data Ideas Four type graph Things
High or low prestige graph • These graphs are presented if the person scores high on either of these. • If the person’s score is in the middle or average range, this graph is not printed. • High prestige refers to a person who desires to work harder than most at difficult tasks. • Low prestige refers to interests that do not require as much work and are not as difficult.
Interest vs. Competence Perceptions • The graph with both Liking (interest) and Competence scores is printed ONLY if these are substantially different for that person. • It can be helpful to point out areas where there is interest but no perceptions of competence.
Graph with both Liking (Interest) and Competence Scores
Occupational Match • The PGI also lists all the Occupations in the US O*NET regarding similarity to the person’s profile. (Also match on college majors) • These occupations are presented in order of similarity. ▫ Scores of 100= perfect match of interests with that occupation ▫ Scores of 0=perfect mismatch.
Technical Scores • Many specific scores are reported on the Technical scores page of which you might be interested. But the main information salient to your score pattern was graphed for you.
Scale Composite Same Sex-Norm Liking Competence _________________________________ Sphere Scales • Social Facilitating 58 50 57 56 • Managing 49 52 50 46 • Business Detail 37 41 36 38 • Data Processing 34 43 34 37 • Mechanical 34 39 37 30 • Nature/Outdoors 30 35 30 31 • Artistic 55 51 58 54 • Helping 63 54 62 66 • • Social Sciences 56 47 61 51 • Influence 51 55 54 50 • Business Systems 37 39 31 45 • Quality Control 38 42 30 46 • Manual Work 35 36 35 35 • Personal Service 51 47 50 53 • Financial Analysis 41 46 40 42 • Science 40 49 40 40 • Construction/Repair 30 37 29 32 • Basic Service 30 25 25 35
Liking-Competence • Basic Interest • High Prestige • Low Prestige Six Type Score • Realistic • Investigative • Artistic • Social • Enterprising • Conventional 49 51 48 50 50 49 34 30 55 60 50 35 44 42 51 52 54 42
Four Types Scores • People 60 • Things 34 • Data 41 • Ideas 45 Dimension Scores • People/Things 67 • Ideas/Data 48 • Prestige 52 52 44 45 52 65 49 53
Questions to consider • What part of the Basic Interest circle do you fall? • Do high or low prestige matter to you? • Are your interests similar to things you see yourself good at? • What occupations are similar to your interests?
Scale Definitions • If desired scales definitions follow on next slides
4 Type Basic Interests • People: focuses on liking to be around others • Data: focuses on detail activities • Things: focuses on working with ones hands and on physical things • Ideas: focuses on a preference for thinking about things
8 Type Basic Interests • Social Facilitating: focuses on working with others • Managing: focuses on liking various aspects of running a business • Business Detail: focuses on detail and office activities in business • Data Processing: focuses on aspects of managing detail and information • Mechanical: focuses on liking to understand work on machinery • Nature/Outdoors: focuses on liking to work and be outdoors • Artistic: focuses on creative and expressive activities • Helping: focuses on helping others in a variety of manners.
5 Low Prestige Scales • Quality Control: focuses on checking details • Manual Work: focuses on working with hands or simple machines • Personal Service: focuses on working with people in everyday transactions • Construction/Repair: focuses on working with machinery to repair or build • Basic Services: focuses on selling products and services.
5 High Prestige Scales • Social Sciences: focuses on psychological and medical helping • Influence: focuses on leading and directing others • Business Systems: focuses applying knowledge to running businesses • Financial Analysis: focuses on helping others with financial issues • Science: focuses on a general interest in science
Holland Interest Scales (6 type) • Realistic: preference for working with ones hands and outdoors • Investigative: preference for scientific activities • Artistic: preference for creative and expressive activities • Social: preference for working with others • Enterprising: preference for liking business activities • Conventional: preference for detail and office activities
Norms • New ▫ 1000 random (500 women and 500 men) high school and college students drawn from a pool of 5438 individual to match the ethnic proportions of U. S. students
Career match • New – Map onto O*NET occupations and CIP majors ▫ Euclidean distance of profile from occupation Uses entire profile not just high point codes
Reliability (Tracey, 2002) • 2 week test-retest r’s =. 70 -. 85 • Alpha’s =. 70 -. 95
Concurrent Validity • Correlation of RIASEC interest scales with GOT interest scales from SII r’s =. 65 -. 77 • Correlation of RIASEC competence scales with Self Confidence Inventory (SCI) r’s =. 77 -. 85
Structural validity Correlation of data to circular model Sample PGI HS College 8 type 6 type 18 type . 82. 93 . 80. 89 . 53. 60 Other Measures . 65
Structural validity Ethnic group differences Sample 8 type PGI HS eth. 78 HS white. 84 College eth. 80 -. 91 College white. 95 Other Measures eth Other measures white 6 type 18 type . 67. 78. 61 -67. 86 . 51. 55. 54 -58. 60 . 54. 65
Gender Differences • No structural differences in any model (8, 6, or 18) on either sample (high school or college) for gender • Common mean differences but magnitude smaller than other instruments especially on 8 type scales ▫ F>M on S, E, and C; M>F on R and I ▫ No difference on 8 type scale
International • Used for all high school students in Singapore • Structural validity established (better than other RIASEC measures) ▫ ▫ ▫ ▫ ▫ China Japan Ireland Croatia Serbia Italy France Brazil Argentina Turkey Hong Kong Macedonia Germany Philippines Portugal Sweden Slovenia Iran
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