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Review of Strong Interest Inventory.

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Review of Strong Interest Inventory By Raymond Au General Information The test is to be evaluated is the Strong Interest Inventory(r) (1994). The author is Strong, Edward K., Jr.; Campbell, David P.; Harmon, Lenore W.; Hansen, Jo-Ida C.; Borgen, Fred H.; Hammer, Allen L. (The Strong, in its revision, continued in the established traditions of the Strong Vocational Interest Blank (Strong, 1927) and the Strong-Campbell Interest Inventory (Campbell &Hansen, 1981) while introducing several innovations.) It was published by Consulting Psychologists Press, Inc. in 1994. Time needed to administer is about 30 - 60 minutes. The price is different in different place and for different people. Those for students (about US$ 18) are cheaper than those for adults (about US$ 40). Also, there are different packages for different uses. For example, 10 prepaid profiles cost $75; 10 prepaid interpretive reports cot $235; Strong Applications and Technical Guide costs $72; Strong Profile preview kit costs $18.95; Interpretive report preview kit costs $23.10; 10 client booklets cost $40; 10 prepaid professional reports: $163 and Strong Professional report preview kit costs $26.5. Brief Description of the Purpose and Nature of the Test Strong Interest Inventory (SII) is an interest inventory for an individual to measure their interest and interpret one's best career path. It provides a solid, dependable guide for individuals seeking a job change, a career change, or help with career development opportunities. The main purpose of the test is to identify general areas of interests as well as specific activities and occupations for further exploration. The designed people are the people considering a career change, employees seeking more satisfying work within an organization, students exploring career options, organizations looking to retain star performers and key staff, and midlife and older adults planning their retirement. Thus, the age range is from 8th grade to adult. It is a paper-and-pencil or online administration test and is consisted of 317 items measuring respondents' preferences for various occupations, school subjects, work-related activities, leisure activities, type of people, personal characteristics and personal preferences. ...read more.


A computer-generated analysis of the profile assists counselors in pointing out patterns of high and low interests to the respondent. As part of the profile, a respondent usually will obtain a three-point code, reflecting the occupational types with which his/her interests were most similar. These types are ordered according to level of similarity of interests. For example, a respondent with an "ISE" profile, would have an overall pattern of interests most consistent with the investigative type of occupations, followed by the social type, and the enterprising type. Consistent with Holland's theory, a typical SCII profile will reveal that a respondent's interests falls along three adjacent types. However, this type of profile does not always occur. Some respondents obtain atypical profiles (e.g., REA; CEI). Atypical codes usually describe a person who has many varied, and possibly incompatible, interests. These respondents may need help in deciding which of those interests are most important, or deciding how they might integrate their varied interests in selecting a career and accompanying lifestyle. The direction is very clear that the results can give estimates of the interest and preference of the participants and it is a good tool for them as a reference to choose their career path according to their interest and preference. Participants can find their interests and values from the Strong Interest Inventory. Scoring Procedures/Software: Responses to the SII are recorded on an optical scan form. The inventory cannot be hand-scored; it must be sent to the publisher's scoring service for electronic scoring. Computer softwares such as SPSS, Professional Statistics (6.0) and MICROTEST Q(tm) Assessment System software (Version 5.06) enables the participants to score assessments, report results, and store and export data with ease and convenience. It can generate results accurately and efficiently, reports results, and stores information for 30 different assessment instruments from Pearson Assessments. To score assessments, participants can also simply administer the test online, or scan or key-enter tests and get immediate results. ...read more.


Greater effort should have been taken to summarize available evidence regarding predictive power of the GOTs. Also, manual does not specify the response percentages of those comprising the occupational criterion groups. No evidence was presented to describe how typical respondents were in comparison to all members of each occupational group. Review: A study (Donnay & Borgen, 1996) reviewed the validity of the Strong Interest Inventory with racial and ethnic groups in United Stated. The results provided strong support for the concurrent criterion-related validity of the 1994 SII with college-educated African American, Asian American, Caucasian American, Hispanic American, and Native American employed individuals who were satisfied with their current occupational outcomes. The generalizability of these results is limited, however, by the high educational level of the racial-ethnic groups in this sample. Another study (Lattimore & Borgen, 1999) reviewed and quantified the capacity of the content (non-occupational) scales of the 1994 Strong Interest Inventory, as predictor sets, to predict occupational group membership. The results support the concurrent validity of the 35 content (non-occupational) scales of the Strong. In the meantime, the results of this study suggest that it is possible to accurately predict exact occupational group membership from the Strong, even when the occupational scales are excluded. Moreover, the content (non-occupational) scales may do so with greater parsimony and simplicity than the occupational scales, although this is an issue for future research. Continued investigations comparing the differential uses of the four types of scales on the Strong (i. e. , occupational scales, basic interest scales, general occupational themes, and personal style scales) are still needed to understand better the subtle ways that the inventory can be used with individuals to assist vocational choice. Reference Campbell, D. P., & Hansen, J. C. (1981). Manual for the SVIB-SCII (3rd ed.). Standford, CA: Standford University Press Donnay, A. C., & Borgen, F. H. (1996). Journal of Counseling Psychology. 43 (3), pp. 275-291 Lattimore, R. R., & Borgen, F. H. (1999). Journal of Counseling Psychology. 46 (2), pp. 185-195 Strong, E. K. (1927). Vocational Interest Blank. Standford, CA: Standford University Press ...read more.

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