1, characteristic-factor theory
The origin of Trait-Factor Theory can be traced back to the psychological research in18th century, which is directly based on F.Parsons' thought of three elements of career guidance and developed by American professional psychologist E. G. Wil lianson.
Characteristic-factor theory holds that individual differences generally exist in individual psychology and behavior, everyone has his own unique ability model and personality traits, and some ability model and personality model are related to some specific occupations. Every personality model has its own occupation, everyone has the opportunity to choose a occupation, and people's characteristics can be measured objectively. Parsons proposed that vocational guidance consists of three steps (elements).
The first step is to evaluate the physical and psychological characteristics (characteristics) of job seekers. Through psychological measurement and other evaluation methods, personal data about job seekers' physical condition, ability tendency, hobbies, temperament and personality are obtained, and family background, academic performance and work experience of job seekers are obtained through interviews and surveys, and these data are evaluated.
The second step is to analyze the requirements (factors) of various occupations for people, and provide job seekers with relevant professional information, including ① the nature of occupations, wages, working conditions and the possibility of promotion; ② the minimum conditions for job hunting, such as academic qualifications, required professional training, physical requirements, age, various abilities and other psychological characteristics; (3) the educational curriculum plan for preparing for employment, as well as the educational institutions, years of study, admission qualifications and fees for providing such training; 4 employment opportunities.
The third step is job matching. On the basis of understanding the characteristics of job seekers and various occupational indicators, instructors help job seekers to make comparative analysis, so as to choose a career that suits their personal characteristics and is likely to be successful in career.
Characteristic-factor emphasizes the coordination and matching between the characteristics of individuals and the qualities and skills (factors) needed by occupations. In order to have a thorough and detailed understanding of individual characteristics, the theory of characteristic-factor attaches great importance to the role of talent evaluation. It can be said that the basic premise of vocational guidance is the evaluation of human characteristics. Firstly, it puts forward the idea of matching people and positions in career decision-making. Therefore, this theory has laid the theoretical foundation of talent evaluation theory and promoted the application and development of talent evaluation in career selection and guidance.
2. Personality type theory
The personality type theory founded by American professional psychologist Holland has an important influence on the development of talent evaluation.
In terms of the relationship between personality and occupation, Holland put forward a series of assumptions: ① In the real culture, people's personality can be divided into six types: practical, research, artistic, social, enterprise and traditional. Every person with a specific personality will be interested in the work or study in the corresponding occupation type; ② The environment can also be divided into the above six types; ③ People seek a professional environment that can fully display their abilities and values; ④ Individual behavior depends on the interaction between individual personality and environmental characteristics. On the basis of the above theoretical assumptions, Holland put forward the personality type and occupation type model. People with different personalities need different living or working environments. For example, "practical" people need practical environments or occupations, because such environments or occupations can give them the opportunities and rewards they need. This situation is called "harmony". If the type is not harmonious with the environment, the environment or occupation cannot provide the opportunities and rewards needed by the individual's abilities and interests. Holland described the corresponding occupations of six personality types in his book Career Decision.
Realistic: the basic personality tendency is that they like regular specific labor and jobs that require basic operational skills, lack social skills and are not suitable for social nature. Typical occupations of people with this type of personality include skilled occupations (such as general laborers, mechanics, repairmen, farmers, etc.) and technical occupations (such as cartographers and mechanical assemblers, etc.).
Investigative: Having personality characteristics such as intelligence, rationality, curiosity, accuracy and criticism, I like research-oriented occupations such as intellectual, abstract, analytical and independent tasks, but I lack leadership skills. Its typical occupations include scientific researchers, teachers, engineers and so on.
Artistic: Its original personality tendency is that it has the personality characteristics of imagination, impulsiveness, intuition, disorder, emotionalization, idealization, creativity, and no emphasis on reality. I like artistic occupations and environments, but I am not good at routine work. His typical occupations include art (such as actor, director, art designer, sculptor, etc.), music (such as singer, composer, bandleader, etc.) and literature (such as poet, novelist, playwright, etc.).
Social: It has the personality characteristics of cooperation, friendliness, helpfulness, responsibility, tact, sociability, sociability, talkativeness and insight. I like social interaction, care about social problems and have the ability to teach others. Its typical occupations include educators (such as teachers and educational administrators) and social workers (such as consultants and public relations personnel).
Enterprising: It has the characteristics of adventure and ambition. Like to engage in leadership and corporate occupations, arbitrary, confident, energetic, sociable, etc., and its typical occupations include government officials, business leaders, sales staff and so on.
Traditional: It has the personality characteristics of obedience, prudence, conservatism, practicality, steadiness and efficiency. I like systematic work tasks, and my typical occupations include secretary, office worker, cashier, accountant, administrative assistant, librarian, cashier, typist, tax collector, statistician, traffic controller, etc.
However, the above personality types and professional relationships are not absolutely one-to-one correspondence. Holland found in his research that although most people's personality types can be mainly divided into one type, individuals have extensive adaptability, and their personality types are similar to the other two personality types to some extent, so they can also adapt to the other two occupational types. In other words, there are many correlations between some types, and each type has a very mutually exclusive type of occupational environment. Holland has a hexagon that concisely describes the relationship between the six types.
According to Holland's personality type theory, the most ideal thing in career decision-making is that an individual can find a career environment that coincides with his personality type. A person who works in an environment consistent with his personality type is easy to get fun and internal satisfaction, and is most likely to give full play to his talents. Therefore, in career selection and career guidance, we must first determine the individual personality type through certain evaluation means and methods, and then find the matching career category. In order to determine an individual's personality type, it is necessary to use a lot of means and methods of talent assessment. Holland himself has also compiled a set of self-directed search (SDS) to cooperate with the application of his theory.