Trait-and-Factor

Theory

Theory of Work
Adjustment

Darryl Correa
Janice Tuballes
M.A. Counseling
Energizer

 Dance Video (3mins.)

PRE-ACTIVITY

 Groupings (5mins.)
Main Activity

 Questionnaire (5mins.)
The Trait-and-Factor Theory
 The Trait-and-Factor theory is a direct application of
Parsons’ (1909) career counselling approach

 This theory is based on the belief that individuals possess

personality traits that are relatively stable

 The development of numerous psychometric tests aimed at

quantifying these traits have added practical value to this
theory

 The development of information technology has also

contributed to the rapid development of this approach

 To be successful one must choose an occupation that is

congruent with one’s personality.

Additional Qualifications – Summer 2009

 The Trait-and-Factor Theory
Foundation of the Theory
 The Trait-and-Factor theory is based on the idea
that individuals possess traits like interests or
aptitudes that can be identified and measured in
an objective manner (psychological type tests)

 Identifying traits and factors allows individuals

to find an occupation, a profession or a trade that
corresponds to their personal characteristics

 The goal of career counselling is to predict the

occupation that will best suite the individual,
based on their traits

Additional Qualifications – Summer 2009

 The Trait-and-Factor Theory
Foundation of the Theory
 Vocational choice should then be considered mainly
cognitive
 A decision will be made based on reason

 This means that a vocational choice could be located in

time and it would be considered more of an event then a
process

 Each individual would then be matched with their ideal

occupation
 A profession which will reflect their personality traits
 The option of choice would then be relatively limited

Additional Qualifications – Summer 2009

Major Concepts
Formal Statements
 Individuals can be classified by personality type
 Environments can be classified by personality type
 We search for environments that are a good fit
 Behavior is an interaction of personality and environment

 Trait-and-factor Approach
 Individuals have unique traits that can be measured, discussed, and examined.
 Occupations necessitate that individuals have certain traits
 The better the ability of the individual to match his or her traits to occupations,
the greater the likelihood the individual will have success and feel satisfied.
 The interaction between client and therapist is a dynamic process that includes
both affective and cognitive components.
 The ability of an individual to match his or her traits with occupations is a
conscious process that can occur in a deliberate fashion.
 The Trait-and-Factor Theory
Definitions:
Traits Factors
Characteristics that an individual
Characteristics required to
possessed that can be measured
perform well at work
with tests

These characteristics are constant Statistical approach capable of

and independent of particular differentiating characteristics
situations belonging to a certain group

By measuring the individual’s

Each occupation has specific
personal traits, you are able to
factors that need to be met
predict their vocational choice
Additional Qualifications – Summer 2009
The Trait-and-Factor Theory

My My
Interests Values

ME
My My
Aptitudes Personality

Additional Qualifications – Summer 2009

 6 Modal Personality Types
 Realistic
 Investigative
 Artistic
 Social
 Enterprising
 Conventional
Holland’s Occupational Environments &
Interest Inventory or the R.I.A.S.E.C.
classified work environments and
personalities/interest into six:
 Aptitude 1: realistic
Characteristics Career Match
 Engineer, Architect,
Athletic, with Fish and Game
mechanical abilities Warden, Forester,
Prefers to work with Industrial Arts
objects, machines, tools Teacher, Pilot,
plant/animals or prefers Military Officer,
the outdoors in general Enlisted Personnel,
Competent in reading Crafts Person,
blueprints, carpentry Occupational
work, making Therapist
mechanical drawings,
using heavy equipment
 Aptitude 2: INVESTIGATIVE

Characteristics Career Match

 Chemist, Economist,
Physician,
Anthropologist,
 Likes to observe, learn,
investigate, analyze and solve
Pathologist,
problems Physicist, Production
 Scientifically-inclined Planner, Biologist,
 Comfortable in using technical Psychologist,
equipment
Research/Systems
 Adept at using log tables
Analyst, Surgeon,
 Adept at interpreting chemical
formula Dentist, Engineer
 Aptitude 3: ARTISTIC
Characteristics
Career Match
Innovative or Intuitive  Artist, English Teacher,
Prefers to work in
unstructured situations
Uses imagination and
creativity
Likes playing musical
instruments, singing,
acting, making
interpretative reading,
debating, sketching,
drawing, painting and
writing poetry/prose
Musician, Singer, actor,
Foreign Language
Interpreter, Philosopher,
Orchestra Conductor, Public
Relations Specialist,
Fashion Designer and
Model, Writer, Reporter,
Photographer, Interior
Designer/Decorator, if
gifted with IT knowledge
may work as Computer
Animator, Graphics
Designer or the like,
Advertising Executive,
 Aptitude 4: SOCIAL
Characteristics Career Match
Likes working with others
 Counselor, Social
Adept at informing,
enlightening, helping
Service Director,
training, developing, curing Interviewer, Teacher
or communicating Educational
Can explain things well to Administrator,
others Therapist, Nurse,
Feels competent with peers Training Director,
older than self Recreation Leader
Can effectively plan
community functions
Good judge of personality
Enjoys working as a
volunteer
Finds fulfillment in serving
others
 Aptitude 5: ENTERPRISING
Characteristics Career Match
Influential, persuasive
Can lead an organization for
 Manager,
economic gain salesperson, Market
Tends to be elected into office analyst, broker,
Can supervise the work of personnel, recruiter,
others
contractor, insurance
Has unusual energy or
enthusiasm
underwriter, salary
Good at getting people to do administrator,
things their way entrepreneur, etc.
Good in sales
Has organized a club or
organization
Good debater
Has started own business or
service
 Aptitude 6: conventional
Characteristics Career Match

Likes working with  Certified Public

data
Has clerical and
numerical ability
Carries things out in
detail
Can follow well on
others’ instruction
Good in typing letters
Can keep financial
records
Accountant, Banker,
Business Teacher,
Financial Expert,
Estimator, Clerk,
Office Manager or
Department Secretary,
Data Processor,
Proofreader, Credit
Manager, Public
Administrator
 Trait and Factor Career Counseling Model (Dawis,
1996)
 Conduct the intake interview
 Identify developmental variables
 Assessment
 Identify and solve problems
 Generate a PEF analysis
 Confirm, explore, decide
 Follow up
Needs Testing?
 Yes

 Inventories Based on Holland’s Model

 Self Directed Search (SDS)
 The Vocational Preference Inventory (7 th ed.)
 My Vocational Situation (MVS)
 Vocational Interest (VI)
 Position Classification Inventory (PCI)
 The Career Attitudes and Strategies Inventory
 Strong Interest Inventory (SII)
 Career Assessment Inventory (CAI)
Counseling Approach/Process
 The Trait-and-Factor Theory
The counselling process
Steps of the Process
1. Gather the maximum amount of information

2.
about the client, mainly by means of testing
Organise the information in order to give
1
3.
meaning and coherence to the data collected
Based on the data, elaborate a hypothesis
2
4.
that can explain the problematic
Establish the rate of success of the
3
counselling process
5. Present the possibilities to the client and
their probability of success
6. Be sure to follow-up
Additional Qualifications – Summer 2009
 The Trait-and-Factor Theory
The counselling process
Evaluation
 The evaluation plays an important role in the
trait-and-factor theory:

 It requires specialised training in testing

 It is important to select the right instrument

 It is important to involve the client in the

process, and to avoid imposing solutions

Additional Qualifications – Summer 2009

 The Trait-and-Factor Theory
The counselling process
Types of Measurement
 Interests : most important trait to consider when choosing
education or a career
 Self-Directed Search
 Kuder DD
 Strong Interest Inventory
 Values : important concept, but hard to evaluate
 Study of Values (SV)
 Career Values Scale (CVS)
 Personality : important area of study dating back 80 years
 MMPI, Rorschach, TAT, CPI, 16 PF, MBTI

Additional Qualifications – Summer 2009

 TRAIT AND FACTOR THEORY
Step 1:
Gaining self-understanding
Step 2:
Obtaining knowledge about the world of work
Step 3:
Integrating information about self (Step 1)
and the world of work (Step 2)

26 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of

Cengage Inc.
 GAINING SELF-UNDERSTANDING

Step 1:

Aptitudes Interests

Scholastic Assessment Tests Kuder Career Search

Strong Interest Inventory

ACT Tests

California Occupational
Differential Aptitude Tests
Preference Survey

General Aptitude Test Battery Values

Armed Services Vocational Aptitude Study of Values

Test

Super’s Work Values – revised

Achievement
Personality
Specific Occupations
California Psychological Inventory

COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company16 Personality Factors

27 Cengage Inc.
A division of
 OBTAINING KNOWLEDGE ABOUT THE WORLD OF WORK

Step 2:
Types of Occupational Information
Description
Qualification
Education
Working conditions
Salary
Employment outlook
Advancement
Similar careers
Information for women and minorities
Brief examples

28 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of

Cengage Inc.
 CLASSIFICATION SYSTEM

Step 2
Dictionary of Occupational Titles (DOT)

Occupational Information Network (O*NET)

Standard Occupational Classification Manual (SOC)

Enhanced Guide for Occupational Exploration (GOE)

29 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of
Cengage Inc.
 INTEGRATING INFORMATION ABOUT

SELF AND THE WORLD OF WORK

Step 3
Compare test and occupational information

Compare interview and occupational information

Computer programs (such as SIGI3 and DISCOVER) include all

three steps

30 COPYRIGHT © 2014 Brooks/Cole*Wadsworth Publishing Company A division of

Cengage Inc.
 The Trait-and-Factor Theory
Limits of the Theory
 This approach doesn’t offer much importance to
the emotive dimension

 This approach is static, the individual is

essentially predetermined

 The trait-and-factor theory is a bit outdated

because of its normative aspect
 The cultural context of today’s society
grants a lot of importance to the individual,
to subjectivity and to diversity

 http://www.emploisetc.ca/toolbox/quizzes/qui
zzes_home.do?lang=f
Additional Qualifications – Summer 2009
 Limitations
 The theory leaves no room for variables such as:
gender, ethnicity, age etc. and the impact these
variables play in the career matching process
 Career Development as a Lifespan Process:
 “The committed and wise career counselor is
willing to flow, for a short while, along this river
with his or her client; and, perhaps, if the helper is
a good navigator, he or she can assist in guiding
the client down the river along the most direct
and stable route.”
Thanks for listening! 