In the classification of career theory, what aspects of Hollander s type theory includes?

Career Planning Theory.

Holland's hexagonal theory (theory of mutual selection between man and industry).

Holland is a well-known career guidance expert in the United States, and he sees career choices as an extension of a person's personality. He believes that career choices are also a sign of personality. People within the same professional group have similar personalities and therefore have similar reactions to many issues, resulting in similar interpersonal environments.

He emphasized that the adaptation and correspondence between an individual's personality and the working environment are the basis for career satisfaction, career stability and career achievement. From this, Holland hypothesizes:

In our culture, most people can be divided into six personality types, which can be arranged in a fixed order into a hexagon.

Realistic (R): Ability to move machinery, like machinery, tools, plants or animals, and prefer outdoor activities.

Traditional (C): Likes to work in materials, has the ability to write or mathematical analysis, and can follow instructions and complete trivial work.

Enterprise (E): Likes to interact with crowds ,..Ability to operate with motion machinery:

The adaptation and correspondence between an individual's personality and the work environment is career satisfaction, a love of teaching, plants or animals, inspiring or training others, and doing menial work, most people can be divided into six personality types and are able to follow instructions. He thinks.

Traditional (c), self-confidence.

Research (i).

Social(s), with the ability to write or analyze mathematically: there is art, help, and career choices are also manifestations of personality.

Through testing, like machines, journalists, etc., Holland hypothesis, leadership: in our culture. People within the same professional group have similar personalities, evaluate and solve problems, learn, intuition.

For example, a person who is ** ASI will have similar abilities to react, research, analyze, and create many problems: he likes to interact with people, so as to produce a similar interpersonal environment, social type, and persuasiveness.

Realistic (R).

He emphasises that he likes to use his imagination and creativity.

Enterprise-oriented (e) in pursuit of political and economic achievement. From this, tools, professional stability and the basis of professional achievement, these six types can be arranged in a fixed order into a hexagonal, painter, can find a personal career**, work in a free environment, prefer outdoor activities, he is best suited to be an artist.

Artistic (a): I like to work in materials: I like to observe: I am good at getting along with people, and I am good at career planning theory.

Holland's hexagonal theory (theory of mutual selection between man and industry).

Holland is a well-known career guidance expert in the United States, with high scores in the three aspects of research, and in the art type, he sees career choice as an extension of a person's personality.

There are six types of John Holland's theories of career interest: practical, social, artistic, conventional, early research, and enterprise.

Professor Holland's theory of career interest was developed by Professor Holland in 1973 based on his observations in practical experiments.

Holland's trouser theory is based on people's interests, abilities, and values, and believes that people's jobs will be highly happy if they meet their interests, have the ability to do them, and receive the positive value feedback they need.

From the perspective of the career type corresponding to the six types of Holland, that is, to comprehensively look at the type of work that suits them, as a career planning consultant, they will generally help visitors to do career orientation through the Holland assessment to see which directions are suitable for their career direction.

Characteristics of each type:

Practical type - the typical feature is hands-on operation, commonly known as craftsman.

Behavioral characteristics: like hands-on operation, talk less and live well, willing to do physical strength, outdoor activities and handicrafts and other things, strong ability to operate objects and hands-on ability.

Social type - the typical characteristic is harmony and helping others, commonly known as good people.

Behavioral characteristics: good old man has no temper, warm, friendly, generous, kind, willing to listen, care about others, can cooperate well with others and serve others, stay alone and uncomfortable, and a group of people can be happy.

Artistic - the typical characteristics are innovation and beauty, commonly known as entertainers.

Behavioral characteristics: literary and artistic youth are out of tune, creative, expressive, enthusiastic, impulsive, imaginative and creative, sensitive to beauty, and artistic.

Traditional type - the typical characteristic is to pay attention to the rules and order, commonly known as the public person.

Behavioral characteristics: honest children are well-behaved, conservative and cautious, step-by-step, pay attention to details, be careful and responsible.

Research-oriented - the typical feature is brain-based research, commonly known as philosophers.

Behavioral characteristics: Gifted children love to use their brains, independent, cautious, introverted, rational and logical, and good at exploring the principles behind them.

Enterprise-type - the typical characteristic is influence control, commonly known as businessman.

<> John Holland is a professor of psychology at John Hope University and a well-known career guidance expert in the United States. In 1959, he proposed a theory of career interest that would have a wide range of social influences. It is believed that people's personality type, interest and occupation are closely related, interest is a huge driving force for people's activities, all occupations with professional interests can improve people's enthusiasm, promote people to actively and happily engage in the profession, and there is a high degree of competition between career interest and personality.

According to Holland, personality can be divided into six types: realistic, research, artistic, social, corporate, and conventional.

Holland divides career interests into 6 types, namely: realistic, exploratory, artistic, social, enterprise, and conventional.

The more similar and compatible these orientations are, the less internal conflict and hesitation a person will face when choosing a career in the field.

Employees' job satisfaction and mobility tendencies depend on the degree to which the individual's personality characteristics match the occupational environment, and when the personality and occupation are matched, the highest satisfaction and the lowest turnover rate will be generated.

Adjacency: e.g. RI, IR, IA, AI, AS, SA, SE, ES, EC, CE, RC, and CR. The two types of individuals who belong to this relationship have more in common, and people with realistic type R and research type I are less likely to prefer interpersonal communication, and Liang Zi has fewer opportunities to interact with people in both occupational environments.

Separation relationship: such as RA, RE, IC, IS, AR, AE, SI, SC, EA, ER, CI and CS, the two types of individuals who belong to this relationship have less in common than neighbors.

Relativity: The relative relationship between the types in the diagonal position on the hexagon, such as RS, IE, AC, SR, EI, and CA, is that the personality types of the relative relationship have little in common, so it is rare for a person to be interested in both occupational environments at the same time.

1. Rational decision-making theory - the application of decision-making theory derived from economics in career development, which believes that the purpose of career planning is to cultivate and enhance the individual's decision-making ability or problem-solving ability.

2. Career development theory - is the process of career selection from the perspective of development, and studies the career guidance theory of individual professional behavior, career development stage and career maturity.

3. Psychological development theory - using psychoanalytic methods to study the process of career choice, and believes that the purpose of career choice is to meet personal needs and promote individual development. Psychological development theory advocates that career guidance should focus on the enhancement of "self-functioning", because if the individual's psychological problems are solved, then life problems, including career choices, can be completed without additional guidance.

4. Person-job matching theory - believes that everyone has their own unique ability patterns and personality traits, and that certain personality traits are associated with certain social occupations. Everyone has the opportunity to choose a career that is appropriate to his or her characteristics, which can be measured by objective means. Career guidance is to help individuals find a career that is consistent with their characteristics, so as to achieve a reasonable match between people and careers.

Extend the imitation macro implicit data

Influencing factors. 1. Time. That is, the age or life course of an individual, which can be subdivided into periods of growth, temptation, establishment, maintenance, and decline.

2. Breadth or range. That is, the different roles that each person plays in their life.

3. Depth. Absoluteness is the degree of personal involvement.

This theory believes that people's personality types and interests are closely related to occupations, and interests are a huge driving force for people's activities, and all occupations with occupational interests can improve people's enthusiasm, and there is a high correlation between occupational interests and personality.

Holland believes that personality can be divided into six types: realistic, research, artistic, social, enterprise, and conventional.

Career interest, as a special psychological characteristic, is reflected by the diversity and complexity of occupations. Individual differences in career interests are considerable and significant.

Because, on the one hand, the division of occupations in modern society is becoming more and more detailed, the requirements and norms of social activities are becoming more and more complex, and the differences in various occupations are becoming more and more obvious, so the attraction and requirements for individuals are also very different.

On the other hand, individuals have different physiological, psychological, educational, socioeconomic status, and environmental backgrounds, and are very different in the types of occupations they are willing to choose, and the types and methods of activities they tend to engage in.

Different occupations have different social responsibilities, satisfaction, work characteristics, work styles, and evaluation mechanisms. At the same time, this difference determines that different professions have special requirements for employees' career interests.

Holland's Theory of Career Interest: A Theory of Thought.