![]() In general, men prefer to work with things over people and women prefer to work with people over things (Su et al., 2009 Strong, 1943 Lippa, 1998 Stockdale & Nadler, 2012). Strong (1943) noted that gender differences in interest are apparent by 15 years of age and are never unlearned. As such, there has remained a considerable gender bias in career interest inventory development and scoring.Īs the interest is influenced greatly by parents’ expectations, societal values, culture, and the child’s exposure to permissible activities, gender differences play an important role in career interest inventory development and occupational selection (Su et al., 2009 Harmon, 1997 Li & Kerpelman, 2007). Further, studies of interest inventories have revealed that each gender resembles others of the same gender in a different occupation more than members of the opposite gender in the same occupation (Kuder, 1977a Whiston & Bouwkamp, 2003). The greater the accuracy with which a psychometric scoring methodology calculates participants’ final occupational choice, the higher the hit rate reported. Hit rates are operationally defined as an exact match between the individual’s chosen occupation and the occupation suggested by the psychometric scoring methodology. ![]() However, concerns exist that career interest inventories demonstrate gender differences in hit rates (Su et al., 2009 Hackett & Lonborg, 1993 Wetzel et al., 2012 Einarsdóttir & Rounds, 2009). Research has demonstrated that gender differences are minimal to absent for most psychological variables in the US (large gender difference exceptions include motor behaviors such as throwing distance and some aspects of sexuality moderate gender differences in aggression) (Hyde, 2005). Person Matching, Predictive, Hit Rate, Gender, Career InterestĬareer interest inventories are utilized annually by thousands of people in the US as the foundation for making career decisions (Donnay, 1997). Furthermore, person matching has the potential to offer female and male test takers the ability to receive narrative career data, which could improve the career decision making process over the scoring reports of career interest inventories using standard scoring. Additionally, person matching increased career interest inventory validity over standard scoring as it has the greater ability to a) differentiate between and b) assign to specific occupational groups for females and males. ![]() However, person matching demonstrated greater gender balancing in first match hit rates. Hit rate accuracy for person matching with females and males in this study was lower than standard scoring. Predictive validity (including hit rates, kappa coefficients, and chance expectancy rates) between standard scoring and person matching was compared by gender based upon ex post facto data collected on 5143 medical students who had taken a career interest inventory and entered their medical residency. Received 29 March 2014 revised 25 April 2014 accepted This work is licensed under the Creative Commons Attribution International License (CC BY). ![]() Counselor Education and Counseling Psychology, Western Michigan University, Kalamazoo, USAĮmail: © 2014 by author and Scientific Research Publishing Inc.
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