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  2. Holland Codes - Wikipedia

    en.wikipedia.org/wiki/Holland_Codes

    The Holland Codes or the Holland Occupational Themes (RIASEC [1]) refers to a taxonomy of interests [2] based on a theory of careers and vocational choice that was initially developed by American psychologist John L. Holland. [3] [4] The Holland Codes serve as a component of the interests assessment, the Strong Interest Inventory.

  3. John L. Holland - Wikipedia

    en.wikipedia.org/wiki/John_L._Holland

    Holland continued to work on his theory after his retirement from Johns Hopkins in 1980, finally revising it once again in 1997. [1] He also worked with Gary Gottfredson on a few new inventories. In 1991, they developed the Position Classification Inventory (PCI) which was an outgrowth of their attempt to extend the system to all occupations in ...

  4. Personality–job fit theory - Wikipedia

    en.wikipedia.org/wiki/Personality–job_fit_theory

    Personality–job fit theory is a form of organizational psychology, that postulates that an individual's personality traits will reveal insight into their adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit. [ 1 ]

  5. Career counseling - Wikipedia

    en.wikipedia.org/wiki/Career_counseling

    Two examples of trait and factor theories, also known as person–environment fit, are Holland's theory and the Theory of Work Adjustment. John Holland hypothesized six vocational personality/interest types and six work environment types: realistic, investigative, artistic, social, enterprising, and conventional. [18] When a person's vocational ...

  6. Strong Interest Inventory - Wikipedia

    en.wikipedia.org/wiki/Strong_Interest_Inventory

    Before he created the inventory, Strong was the head of the Bureau of Educational Research at the Carnegie Institute of Technology. Strong attended a seminar at the Carnegie Institute of Technology where a man by the name of Clarence S. Yoakum introduced the use of questionnaires in differentiating between people of various occupations.

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  8. Person–environment fit - Wikipedia

    en.wikipedia.org/wiki/Person–environment_fit

    Person–organization fit (P–O fit) is the most widely studied area of person–environment fit, and is defined by Kristof (1996) as, "the compatibility between people and organizations that occurs when (a) at least one entity provides what the other needs, (b) they share similar fundamental characteristics, or (c) both". [10]

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