Understand Careers -Selecting Theories

Introduction

Research is highly necessary and important to enable researchers to understand the dynamics of different countries. This is especially true in countries of great diversity. South Africa is one such country. Making use of career development theories and models will be highly beneficial and will allow individuals to make better career choices and set goals. It will also empower people and enable them to make proper career plans for their futures. It is also necessary, however, that correct tests, tools and assessments be used. Below we will look at two such theories and/or models that have been used in South Africa.

Theory of Career Choice (RIASEC) — Vocational Personalities in the Work Environment

The theory of career choice states that when choosing a career, people often choose or prefer jobs in which they are surrounded by people who are similar to them. This is based on the idea that people look for work environments that allow them to use their skills and abilities freely, and to express their beliefs and values while tackling issues and problems that can be deemed enjoyable.

This theory goes further to state that a means of determining behaviour is by looking at the relationship between a person's personality type and their working environment. This theory puts forward the notion that when individuals with a similar personality work together in a job, it creates an environment that suits them and rewards their personality type. It is assumed that when people choose a job in an environment similar to their personality, they are more likely to be satisfied in their careers and be more successful.

The RIASEC model by Holland is based on four assumptions that outline or describe how interests in a field or job develop.

First assumption: the first assumption is that people can fit into one of six categories (as mentioned above): Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E) and Conventional (C) types.

Second assumption: the second assumption is that work environments are also placed into these six categories (the RIASEC categories).

Third assumption: the third assumption states that people will choose an environment that is more fitting to their personality.

Fourth assumption: the last assumption focuses on the importance of an individual's personality matching their work environment. This theory goes further to state that a person's behaviour is dependent on how well that person's personality matches their environment.

Throughout the years, the RIASEC model has been studied and critiqued. This model has been used throughout the world, in many countries and across cultures. It is believed that in other countries, there are situations or circumstances that could result in a change in the way job choices or job interests develop. This includes factors such as unemployment rates, different cultures, and socio-economic factors, among others, in a given country.

An example of this is the study by du Toit and de Bruin (2002), who tested the validity of Holland's model on Black South African students. In this research, du Toit and de Bruin used the South African version of the Self-Directed Search. The findings suggested that Holland's personality type model was not effective for the South African population tested. The authors of the study contended that one of the main reasons for this outcome was the values held by many Black South Africans — one of the main values being collectivism, a value that is quite different from many Western societies' emphasis on individualism. The authors suggested it was possible that the value of collectivism had, in some way, influenced participants' interests and career choices.

The authors of the research also noted factors such as the high unemployment rate, which resulted in participants reporting varied occupational interests in the hope of securing employment. Finally, one of the most significant factors that worked against the success of this model was that the model or experiment was presented in English. English is a second, and sometimes a third, language for many people in South Africa. It was for these reasons that the RIASEC model was found to be unsuccessful in that particular South African study. There is very little research on the RIASEC model in Africa more broadly. It is thus safe to say that more research is needed in Africa to understand how the model can be useful in such a diverse and complex region.

The Myers-Briggs Type Indicator (MBTI) Test

This test is an assessment of personality types that is internationally trusted, and is used to help people gain insight and understanding about themselves and how they interact with other people. The Myers-Briggs Type Indicator (MBTI) test serves as a powerful framework that helps build better relationships; it encourages positive change, innovation and excellence. This theory makes use of Carl Jung's theory of psychological types, and helps to identify a person's preferences.

This assessment determines the four-letter type of a person, which can help them communicate better, learn more effectively and work more efficiently.

The MBTI assessment can be applied in areas such as leadership development, team development, career transitions and planning, and conflict and stress management.

The Myers-Briggs Type Indicator (MBTI) assessment is a personality assessment based on a series of questions that look at a person's preferences according to four domains. These domains are:

- Focusing outward or inward.

- Adding interpretation, or attending to sensory information.

- Deciding something by situation or by logic.

- Remaining open to information, or making judgements.

This assessment was developed by Katharine Briggs and her daughter Isabel Briggs Myers in the 1940s, and was based loosely on Carl Jung's psychological types. How this assessment works is that, once all the questions are answered and the scores determined, the assessment provides a psychological type summarised into four letters. Each letter represents a preference, namely Extraversion (E) or Introversion (I); Sensing (S) or Intuiting (N); Thinking (T) or Feeling (F); and Judging (J) or Perceiving (P). The results will yield one of 16 possible types, such as ISFP or ENFP.

Psychometric testing in South Africa has very distinct characteristics when compared to other countries, namely due to our diverse population. The same tests will yield different results in countries that are more homogeneous. Psychometric testing faces particular challenges in South Africa, given the diverse population and the specific requirements of society. South Africa also has strict legislation governing testing. Looking at these two aspects, test developers have a significant responsibility to ensure that the tests created are appropriate to the South African context.

The last few years have seen new techniques and methods being used in psychometric test development. These new and improved methods allow for new forms of test validation. The MBTI assessment tool is probably the most popular, well-known assessment worldwide. This test has also been used in South Africa and researched broadly in other parts of the world in terms of its psychometric functioning. At the time an earlier study on this topic was conducted, in 2012, there was little research on the psychometric properties of the MBTI assessment in South Africa in any scientific journal. It was found that past research was only conducted as and when needed, and older versions of the assessment were not wide-ranging enough in nature. The newer version of the MBTI was improved using Item Response Theory (IRT), whereas previous versions of the assessment used classical test theory (CTT) methods.

One of the major advantages of the MBTI test is that, with the information it provides, it helps us understand how personality constructs develop differently for people in everyday behaviour. This is valuable in helping people understand themselves and others. This information has also proved highly beneficial, both personally and to organisations, as it improves interactions between people.

The MBTI assessment is an inventory based on Carl Jung's theory of psychological types.

The main purpose of the Myers-Briggs Type Indicator tool is to assist people in determining their "best-fit" type through the process of validation. Validity of the assessment depends on how well the results connect with a person's best-fit type.

In a study conducted in 2007, eighty-nine (89) South Africans took part in a sample in which they self-scored the MBTI Form M assessment. However, it must be noted that in this sample, the 89 participants were psychometrists or psychologists, and it could be argued that the participants were probably more self-aware than the general populace, which could have influenced the results.

The results indicated that of the 89 participants of the MBTI Form M assessment, most found that their type matched their best-fit type. It was found that 74% of the participants were in agreement with all four of the assessment letters and their supposed type. It was also found that 96.6% of the participants agreed with at least three of the letters in the assessment.

Despite this being a broadly positive sample, the results also need to be considered within a South African context. Given that the participants were highly educated, which could have influenced the results, and given the extreme poverty and lack of basic essentials faced by many South Africans, would the sample have been as successful with the general population? All these factors need to be considered when conducting assessments in South Africa.

Conclusion

There are numerous tests available across the world. Both the career-choice theory and the Myers-Briggs Type Indicator theory are excellent theories; however, authors of the tests and experiments must ensure that the tests are relevant to the population they are trying to serve. As the example studies given above show, authors must take several factors of a country into consideration when creating questions and materials for a specific country. When administered correctly, these tests can provide useful information that can greatly benefit the population.