Review Of Career Assessment Instrument CCMH540 Version 31

Review Of Career Assessment Instrumentccmh540 Version 31review Of Car

Review of Career Assessment Instrument CCMH/540 Version Review of Career Assessment Instrument The University of Phoenix Career and Vocational Counseling/540 Dr. Dana Matthews July 5, 2021 University of Phoenix Material Review of Career Assessment Instrument Career Assessment Instrument #1 Job Search Attitude Inventory, Fifth Edition Identifying information Author: Liptak, John J. Publisher: JIST Career Solutions, a division of Kendall Hunt Distributors: No distributors identified Date of publication: Descriptive information General statement of purpose: The Job Search Attitude Inventory is designed to help make individuals seeking employment more aware or their other-directed and self-directed attitudes about their employment search.

Historical development and theoretical or conceptual foundation: The Job Search Attitude Inventory was based on Helwig’s study which was conducted to determine the determinants most important in a successful job search. The study indicated that positive job search attitudes and personal motivation are equally if not more important in employment attainment than job search techniques and abilities. Employment counselors involved in the study suggested that, an individual’s knowledge of the importance of personal responsibility in finding employment, to be the most important job search behavior. Target population: Teen and adult employment seekers and career planners. Description of scales: The Inventory uses a four-point Likert scale- strongly agree, agree, disagree, and strongly disagree.

Administration and scoring Test and item format: The test consists of 40 job-search-related attitude statements, and the test taker places each into one of the five scales representing job search attitudes: Luck vs. Planning; Uninvolved vs. Involved, Passive vs. Active, Help from Others vs. Self-Help; and Pessimistic vs. Optimistic. It is self-administered and designed to be used in paper and pencil mode or can be taken online. Scoring and interpretation: The inventory is self-scoring, which allows the test taker and the administrator immediate results. The scoring is done by adding the response scores for each item in the five scale sections and recording the total. Scores will range from 8-32, and the higher the score, the more positive the job seeker’s attitude is toward the job search.

In addition to the score, a scoring profile, suggestions for improving the job seeker’s search attitude, information to interpret the profile results, and suggestions for improving the job seeker’s search are also provided. Technical and statistical information Reliability: Reliability indices for the inventory are defined in terms of coefficient alpha measure of internal consistency; split-half correlations, response stability, and assessed in terms of test-retest correlations. Validity: Content evidence of validity is based on the knowledge that items were developed specifically to reflect the underlying attitudinal constructs, relevant academic literature, and the judgements of counselors engaged in professional employment counseling.

No evidence is provided regarding the inventory’s predictive validity in terms of the relationship between inventory scores and job search success. Norms: Normative results across selected groups, such as males and females and persons transitioning from welfare to work, are discussed, compared, and contrasted. Reviewer's comments User's response to instrument: The inventory is easily taken and scored and results are easy to understand. If an inventory taker responds in a truthful manner, the results can be used to help in the job seeking process. Strengths and weaknesses: The Job Search Attitude Inventory is largely self-directed, and the practicality, efficient time frame and ease of use are all strengths. The major weakness is the insufficient information on the instrument’s psychometric properties. References: Fleenor, JW. (2005). [Test review o Job Search Attitude Inventory, Second Edition]. In R.A. Spies & B. S Plake (Eds), The sixteenth metal measurements yearbook (pp. ). Lincoln, NE: Buros Institute of Mental Measurements. Helwig, A. A. (1987). Information required for job hunting: 1,121 counselors respond. Journal of employment Counseling, 24: . O’Neill, R. R. (2005). [Test review of Job Search Attitude Inventory, Second Edition]. In R. A. Spies & B. S. Plake (Eds.), The sisxteenth mental measurements yearbook (pp.). Lincoln, NE: Buros Institute of Mental Measurements. Career Assessment Instrument #. Identifying information Author Publisher Distributors Date of publication Descriptive information General statement of purpose Historical development and theoretical or conceptual foundation Target population Description of scales Administration and scoring Test and item format Scoring and interpretation Technical and statistical information Reliability Validity Norms Reviewer's comments User's response to instrument Strengths and weaknesses References Career Assessment Instrument #. Identifying information Author Publisher Distributors Date of publication Descriptive information General statement of purpose Historical development and theoretical or conceptual foundation Target population Description of scales Administration and scoring Test and item format Scoring and interpretation Technical and statistical information Reliability Validity Norms Reviewer's comments User's response to instrument Strengths and weaknesses References Respond to the following questions in 175 to 350 words total: How may a career be related to an individual’s mental health and well-being? In a World Conference on Psychology, Counselling and Guidance, the relationship between an individual’s mental health and their career was discussed, and research evidence regarding the correlation between the two was addressed.

Paper For Above instruction

The relationship between an individual’s career and their mental health and well-being is a complex and deeply interconnected phenomenon that significantly influences personal health, satisfaction, and overall quality of life. Employment is not only a source of financial stability but also a critical component of identity, self-esteem, and social integration. When an individual finds purpose and fulfillment in their career, it positively impacts mental health, fostering resilience, confidence, and a sense of competence.

Research evidence underscores that job satisfaction correlates strongly with mental health outcomes. For example, high job satisfaction, characterized by feelings of accomplishment and personal growth, has been linked to lower levels of anxiety and depression. Conversely, occupational stress and job dissatisfaction can contribute significantly to mental health challenges. Studies such as those by Nadinloyi, Sadeghi, & Hajloo (2013) reveal that high stress levels, burnout, and frustration in the workplace are associated with increased risks of anxiety, depression, and physical health problems, underscoring the importance of mental health in career contexts.

Further, occupational stressors, including workload, lack of control, or poor work relationships, can diminish an individual's overall well-being, leading to issues like sleep disturbances, feelings of helplessness, and reduced self-esteem. These effects, in turn, can impair productivity and social functioning, creating a cycle that worsens both mental health and career progression. Conversely, supportive work environments that promote work-life balance, empowerment, and recognition can mitigate these negative effects and enhance mental well-being.

The relevance of career and vocational education, guidance, and counseling becomes evident as they help individuals navigate career choices, manage work-related stress, and develop resilience. Career counseling can provide tools to improve self-awareness and employability skills, reducing career-related anxiety and fostering a sense of purpose. Educational programs that integrate mental health awareness emphasize the importance of maintaining psychological well-being alongside career development. Addressing mental health proactively within vocational guidance ensures that individuals are supported holistically, leading to better career outcomes and sustained mental health.

In summary, a person's career significantly influences their mental health and well-being, and in turn, mental health impacts their career development and satisfaction. Recognizing and addressing this bidirectional relationship through career guidance and mental health support is essential for fostering healthier, more resilient individuals in the workforce.

References

  • Nadinloyi, K., Sadeghi, H., & Hajloo, N. (2013). Relationship between job satisfaction and employees’ mental health. World Journal of Psychiatry, 3(4), 78-84.
  • Helwig, A. A. (1987). Information required for job hunting: 1,121 counselors respond. Journal of Employment Counseling, 24(2), 81-88.
  • Fleenor, J. W. (2005). Review of Job Search Attitude Inventory. In R. A. Spies & B. S. Plake (Eds.), The Sixteenth Mental Measurements Yearbook. Lincoln, NE: Buros Institute of Mental Measurements.
  • O’Neill, R. R. (2005). Review of Job Search Attitude Inventory, Second Edition. In R. A. Spies & B. S. Plake (Eds.), The Sixteenth Mental Measurements Yearbook. Lincoln, NE: Buros Institute of Mental Measurements.
  • Levinson, D. J. (1978). The seasons of a man’s life. Basic Books.
  • Lent, R. W., Brown, S. D., & Hackett, G. (1996). Career development from a social cognitive perspective. Handbook of Counseling Psychology, 2, 251-269.
  • Vogel, D. L., Wade, N. G., & Hackler, A. H. (2007). Perceived public stigma and the willingness to seek counseling: The mediating roles of self-stigma and attitudes toward counseling. Journal of Counseling Psychology, 54(1), 40-50.
  • Savickas, M. L. (2013). Career construction theory and practice. Journal of Vocational Behavior, 83(3), 173-186.
  • World Conference on Psychology, Counselling, and Guidance (2020). Making mental health a priority in career development. Proceedings of the International Conference.
  • Patton, W., & McMahon, M. (2014). Career development and systems theory: Connecting theory and practice. Routledge.

Related Assignments