Review of “Vocational Psychology, The Study of Behavior and Development”JOHN O. CRITES

1. Review of “Vocational Psychology, The Study of
Behavior and Development”
JOHN O. CRITES
Bayu Ariwibowo
0501514018

2. Meaning
Vocational adjustment provides a formal
training program which is designed to increase
a consumer’s inter personal skills related to
basic traits and attitudes which will lead to
successful employment

3. Purpose
Reviewing and summarizing the relevant
research on the developmental aspects
of vocational adjustment

4. Topic of discussions
 Developmental stages in vocational
adjustment
 Career patterns and vocational adjustment
 Developmental trends in vocational success
 Developmental trends in vocational satisfaction

5. Super (1957)
Divides the stages into three

6. Miller and Form, (1951; 1964)
Divides the stages into three

7. Havighurst , (1964)
Divides the stages into three

8. Dykman, Heiman, Kerr, (1952)
Found four stages

9. Kuhlen and johnson (1952)
Reported definite age trends in the goals of
single and married women, so to married
man teachers.

10. Saleh (1964), Saleh and Otis (1963)
Reported about motivation as greater
sources of satisfaction in the middle years
of vocational adjustment (ages 30 to 50)
and hygienes in the later years.

11. Friedmann and Havighurst (1954)
Reported, compared the meaning of work
and retirement among steelworkers, coal
miners, retail sales persons, skilled
craftsmen, physicians.

12. Definition
Davidson, P.E and Anderson (1937). Defined a
worker’s career pattern as “the number of
occupations followed and duration of each”
Miller, D.C., and from (1947), defined career
patterns along two dimensions the abscissa
representing the time spent in a job, and the
ordinate denoting is socio-economic level.
Super (1954), analyzed the career pattern by what
the calls the “thematic-extrapolative”

13. Classification of Career Pattern
Nosow and form (1953) have been classified the
career pattern into :
1. Orderly movement from one occupational level
2. One among unskilled workers
3. A series of job moves which are not closely
related but wich do form a coherent pattern.
4. Wherein occupations themselves change a
period of time

14. Classification of Career Pattern
Miller, D.C., and Form (1947). Identified six different types of
career patterns, then have further categorized into secure and
insecure career patterns. (table 2),

15. Classification of Career Pattern
Super (1957) has purposed a revision of Miller and Form’s
six fold. The categorized four types of career patterns :
1. Stable
2. conventional
3. Unstable
4. Multiple trial

16. Classification of Career Pattern
Super (1957) also devised a classification of women’s
career patterns :
1. Stable home making
2. Conventional
3. Stable track
4. Interrupted
5. Unstable
6. Multiple trial

17. Studies of Career Pattern
Super (1957) also devised a classification of women’s
career patterns :
1. A classic study
2. A recent study
3. Other study

18. A classic studies
Age and Achievement (Lehman, 1953), is a book that
reports a mass of data on developmental trends in
vocational success. Classified according to the following
topics
1. Age and achievement in specific fields of endeavor,
including science, medicine, philosophy, music, art, and
literature
2. The quality versus quantity of productivity
3. The range of the creative years
4. The interrelationships of past, present and future
achievement

19. A classic studies
The overview of them can be gained by figure I
0
20
40
60
80
100
120
30 35 40 45 50 55 60 65 70 75
Precent
Chronological ages

20. A recent studies
To measure “creative achievement” Bromley (1956) used a
modified version of the shaw test (Howson, 1948), which
consist of four wooden blocks that can be arranged in is
different series, according to height, weight, position of notch,
etc

21. Other studies
1. A host of studies
2. The employability, availability, and promotability
3. Of three studies which have reported data on ratings of
success in relation to age
4. Three have been at least three comparison of the
characteristics of older and younger workers

22. The satisfaction cycle, it can be seen at table 3
Age Satisfied Dissatisfied Total
20-24 28 71.89% 11 28.20% 39
25-34 49 48.04 53 51.96 102
35-44 50 74.63 17 25.37 67
45-54 28 65.12 15 34.88 43
55-64 15 88.21 2 11.79 17
65 up 4 80.00 1 20.00 5
Total 174 99 237

23. Then the relationship of vocational satisfaction (morale) to age
can be seen at figure 2.
67
68
69
70
71
72
73
74
75
76
77
Under 20 20-29 30-39 40-49 50-59