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RIASECRealistic, Investigative, Artistic, Social, Enterprising and Conventional
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Regarding the role of career barriers in the SCCT, the specific nature of career barrier mediation effects varied somewhat across the RIASEC types.
In light of the literature reviewed, we expected that by applying knowledge about career decision-making in a practical setting, college students who received instruction in career decision-making and participated in a related service project would gain significantly greater knowledge about the SDS and RIASEC theory and greater confidence in their own potential career choices than students who received instruction in career decision-making but did not participate in a service-learning experience.
After receiving an introduction to the SDS and Holland's (1997) RIASEC theory, participants completed the CTI and SDS interest inventory as a pretest.
Holland's RIASEC model as an integrative framework for individual differences.
Holland's RIASEC typology is a common method used with this approach (Junk & Armstrong, 2010).
Holland theorized the RIASEC personality types are paralleled by model environments characterized by its respective competencies, rewards, values expression, and environmental demands (Gottfredson & Holland, 1996).
Holland's theory characterizes people by their resemblance to six vocational types: Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E), and Conventional (C), collectively referred to as RIASEC.
With personality types defined by the acronym RIASEC (Realistic, Intellectual, Artistic, Social, Enterprising, Conventional), the model is used extensively to help counselees better understand their own temperament in relation to possible careers.
RIASEC types and Big Five traits as predictors of employment status and nature of employment.