The 6 Personality Types and How They Impact Your Career Choice

career construction theory


Savickas focuses on adaptation to the environment rather than maturity or the life stages that an individual progresses through (Sharf, 2010, p. 327). Individuals make a career by attributing meaning to their occupational experience as well as to their vocational behavior (Brown & Lent, 2005, p. 43).

Super recognized the valuable contribution of the trait-and-factor theory and the matching model to vocational theory and guidance practice. But he also believed that they were too static and insufficient in explaining the complexities of vocational behavior. Super proclaimed that occupational choice should be seen as an unfolding process, not a point-in-the-time decision. In career construction theory, career adaptivity is “the personality trait of flexibility or willingness to change” (Savickas and Porfeli, 2012, p. 662), which serves as an important antecedent of career adaptability.

The Career Construction Interview

It has been suggested that career adaptivity can be reflected by various dispositional factors (Savickas and Porfeli, 2012). Especially, a systematic investigation of the trait basis of career adaptability by Guan et al. (2017a) has found that big-five personality and approach/avoidance traits serve as fundamental traits that reflect individuals’ adaptivity. From a career construction theorist’s point of view, Holland’s realistic component includes individuals who describe using physical or mechanical skills and the use of tools and machines in hobbies or work related situations (Sharf, 2010, p. 328).

What are the 6 career categories?

The six types are Realistic, Investigative, Artistic, Social, Enterprising and Conventional. The theory classifies people into their respective category by evaluating how a person approaches life situations – and most people fall into more than one category.

Stages of Career Development – 6 Main Stages of Modern Career Development: Assessment, Investigation, Preparation, Commitment, Retention and Transition

Corporate Career Development Networking Part 2 defines vocational personality as the constellation of an individual’s career-related abilities, needs, values, and interests. While adopting Holland’s language to articulate accounts of personalities and occupations, career construction theory reminds counselors and researchers that the traits constituting RIASEC types are completely decontextualized and quite abstract. It is easy to forget that the traits, especially when denoted with nouns rather than verbs, are really just strategies for adapting.

What is Holland’s theory?

Donald Super’s career model is based on the belief that self-concept changes over time and develops as a result of experience. As such, career development is lifelong. Super’s five life and career development stages. Super developed the theories and work of colleague Eli Ginzberg.

The results validated that career adaptability mediated the links between TFL and task performance as well as OCBO. Furthermore, the mediation effect was stronger for employees who had higher levels of task variety. In short, our study offers the groundwork to understand that employees’ career adaptability can be activated by transformational leaders and is self-regulatory to benefit work behaviors in the task variety context. It enlightens organizations to cultivate employees’ career adaptability in the way of TFL and job design, with the objective of promoting the sustainable development for both the employees and the organizations.

Applying Career Construction Theory to Female National Collegiate Athletic Association Division I Conference Commissioners

  • Participants felt that there were limited amounts of sexism in the workplace, but all discussed experiencing instances of sexism, indicating a culture of gender normalcy.
  • Career counselors could implement relevant inventions, for example, by helping students observe role models, making more appropriate self-assessment, and career planning to cultivate their career adaptability and stimulate their self-fulfillment.
  • This method, based on the logic of the lexical hypothesis, uses adjectives found in language that describe behaviours and tendencies among individuals.
  • College students experience a number of stressors, such as adjustment to a new environment, postgraduation planning, and the balancing of changing roles and responsibilities.

career construction theory

And lastly, the conventional type may discuss office work, working with numbers, and demonstrate organizational and planning skills (Sharf, 2010, p. 328). While these six personality types are very similar to Holland’s personality types, Savickas uses it to see how individuals have created their own careers and how they have constructed themselves (Sharf, 2010, p. 328). Encompassing how the world of careers is accomplished through social constructionism and personal constructivism, career construction theory “asserts that we construct representations of reality, but we do not construct reality itself” (Brown & Lent, 2005, p. 43). Construction theorists believe that individuals make choices based on their goals and the development of a career comes from an individual adapting to his or her environment (Brown & Lent, 2005, p. 43).

What are the five stages of the developmental model for career counseling?

∎The five stages are: growth, exploration, establishment, maintenance, and decline. information processing with the key concepts of self-efficacy beliefs (Can I do it?), outcome expectations (If I do it, what will be the outcome?), and career choice barriers (What are the consequences of my career choice?).

The investigative type describes interests in solving complex science problems, enjoys being challenged intellectually, and solving puzzles (Sharf, 2010, p. 328). An artistic type would talk about activities involving art, cooking, music, and painting. A client with this type of personality shows their enthusiasm in creating these projects (Sharf, 2010, p. 328). Social types tend to discuss the idea of helping or teaching others and they enjoy resolving idealistic or complex problems (Sharf, 2010, p. 328). The enterprising type will reveal that having money is an important aspect in their life (Sharf, 2010, p. 328).

Calling, Career Preparation Behaviors, and Meaning in Life Among South Korean College Students

Its insights offer evidence for ways to tailor interventions to support students’ use of available information sources beyond campus career services. In the 1950s, when Super began to formulate his theoretical conceptions, differential psychology and the trait-and-factor theory permeated vocational counseling.

The dominant assumption was that differing abilities and interests were crucial in determining occupational choice and success. For this reason, vocational counseling was seen primarily as a process of helping individuals match their abilities and other traits with those required by accessible occupations. By applying the matching model, practitioners of vocational guidance assisted their clients in choosing the “right” vocation, that is, the one that is well matched or congruent with an individual’s abilities, interests, and personality traits.

Investigation on the career construction theory

Career adaptability is a set of individual resources that benefit one’s sustainable development in his/her lifelong careers, especially in today’s turbulent environment. However, how to foster employees’ career adaptability through managerial strategies and eventually contribute to organizations remains to be studied. We conducted a three-wave survey with 558 supervisor-employee dyads to test the overall model.

September 04, 2019

Comments are closed.

  • Contact Us

    • 6 Dale Street
      Brantford, Ontario,
      N3T 1G7
    • 226-922-1890
    • 226-922-1890