Psychological Practical 4

Career Attitudes and Strategies Inventory (CASI)

IN PARTIAL FULFILLMENT OF REQUIREMENT FOR THE AWARD

OF THE DEGREE OF

BACHELOR OF SCIENCE

IN

CLINICAL PSYCHOLOGY

By

Kaashvi Dubey

A70240718004

Under the supervision of:

Ms Lochna Mangwani

Assistant professor

Amity Institute of Behavioural and Allied Sciences

(AIBAS)

Amity University Mumbai

2021
 Career Attitudes and Strategies Inventory (CASI)
Aim: To measure the aspects of a person's career status or influences that impinge on one's

career using CASI

Introduction

What is Career Counselling?

Career counselling, also known as career guidance, is counselling designed to help with

choosing, changing, or leaving a career and is available at any stage in life. One's career is often

one of the most important aspects of adulthood, and embarking on a new career, whether for the

first time, the second time, or any time thereafter, can be a stressful event, especially when

economic difficulties such as recession are a factor. A career counsellor can help by outlining

and discussing one's potential career options.

“A process that will help you to know and understand yourself and the world of work in order to

make career, educational, and life decisions.” –Boise State University

“Advice and information about what type of job someone could do or how they could progress to

a better job.” -Cambridge Dictionary

Theories of Career Counselling

Holland’s Model. John Holland's Theory of Career Choice (RIASEC) maintains that in

choosing a career, people prefer jobs where they can be around others who are like them. They

search for environments that will let them use their skills and abilities and express their attitudes

and values while taking on enjoyable problems and roles. Behaviour is determined by an

interaction between personality and environment. Holland’s theory is centred on the notion that
most people fit into one of six personality types: Realistic, Investigative, Artistic, Social,

Enterprising, Conventional.

Trait-factor Theory. Trait and Factor theory has been one of the most enduring theories of

career counselling. In essence, it focuses on matching people’s personalities with careers. In

order to determine someone’s personality, this theory requires taking into consideration

someone’s abilities or aptitude, personal values, and occupational interests. The process includes

three key steps:

1. Studying individuals

2. Surveying career options

3. Using “true reasoning” to match individuals with an occupation

Trait-and-factor theory has been criticized because it assumes that there is one career goal for

everyone and because career decisions are based primarily on ability. Many people do not have

one career goal as trait-and-factory theory might suggest. Additionally, these career goals might

change over time. Also, the ability might not be the best way to match someone with a career.

Someone who might be interested in a career but not trained in that field. Rather than pushing

them away from that field, they might just need some encouragement to get training. Critics of

this theory would say that it pushed people like this away from things they might be interested in.
Social Cognitive Career Theory. Social Cognitive Career Theory was first described by Lent,

Brown, and Hackett in 1996. The theory blends some aspects of social learning theory and

cognitive theories. There are three key components to this theory.

1. Self-efficacy

2. Outcome expectations

3. Personal goals

Counselling is centred around helping people develop self-efficacy. Outcome expectations are

addressed by counsellors as well. These are the personal beliefs people have about what will

happen as a result of their career actions. Finally, counsellors help people address personal goals

so that these goals can help guide and sustain someone’s behaviour. Even just the process of

generating goals is thought to be helpful for building up a sense of efficacy. Essentially, this

theory is all about helping clients create a sense of agency related to career choices and issues.

Other Assessments and Screening Tools for Career Counselling.

Myers-Briggs Type Indicator is an assessment that attempts to understand your personality

type by looking at individual preferences. After answering the questions it gives you a

personality type based on extraversion or introversion, sensing or intuition, thinking or feeling,

and judging or perceiving. There are 16 possible personality combinations and each one is

described on the scoring sheet for your convenience.

Temperament and Values Indicator is a measure that assesses how someone’s values might

relate to career choice. The test has two parts, the first is temperament questions that relate to

personality and career choice, the second part is related to values and work rewards. The scores
help you figure out if your career goals are congruent with your values and temperament. This

test was specifically developed for people who are high school-aged or older. This assessment is

not publicly available.

Kuder Occupational Interest Survey consists of 77 occupational scales and 29 college majors.

It usually takes about 30-40 minutes to complete and is best used for helping people with job

placement. It is generally used with college-aged students.

What is Aptitude and its Role in Career Counselling.

Aptitude is basically defined as an innate, learned or acquired ability of an individual to perform

certain tasks. Aptitude tests inculcate many factors like Numerical reasoning, verbal reasoning,

abstract reasoning, speed, accuracy, and other such abilities.

Most commonly these tests would ask the student a question about their Skills, Values, Likes,

Dislikes and innate abilities. The test measures the strongest and the weakest areas in each realm

of understanding and the innate psychometric ability that the student may possess. Usually, these

tests involve the use of psychometric tests consisting of multiple-choice questions, wherein a

student has to select any one choice out of the given options. Thus, it is vital to understand the

importance of aptitude test and how aptitude tests can improve decision making in career

choices.
Interests and it’s Role in Career Counselling.

Career interests reflect stable preferences for certain work activities and work environments.

Research has demonstrated that congruence between interests and work environments affects

some important workplace outcomes, such as job performance and turnover (Van Iddekinge,

Putka, & Campbell, 2011; Van Iddekinge, Roth, Putka, & Lanivich, 2011). If a profession aligns

with a person's interests, they are more likely to spend time and effort in improving applicable

knowledge and skills, setting higher career-related goals, and taking steps to achieve those goals.

All of these habits will help people boost their job performance and advance in their careers.

Employees with career goals that are associated with their careers are more likely to be happy

with their jobs and find inherent incentive to stay longer in the workplace (Holland, 1997;

Schneider, 1987). Turnover may result in a variety of losses, including the loss of important

workers as well as the time and money spent training these employees. As a result, it is important

to ensure that workers' desires and careers are compatible in order for companies to succeed.

Need and Importance of Career Counsellor

Many students unaware of effective career choices, chooses the bandwagon of popular jobs. This

is not the right way to take one of the most important decisions of your life, your career. In this

cut-throat competition time, students want to pick nothing but the best career track for a

successful life ahead.

There are so many career opportunities that students by getting puzzled often take irrelevant

courses and then suffer in an uninteresting job. Career counselling, therefore, is an important
aspect to consider before making a career decision. It is a key component in today’s education

sector that promises to deliver the best results in terms of education.

On the other hand, many people change their career track after settling into a job. This is most

likely due to the fact that they haven’t consulted a career counsellor before starting their career.

Everyone knows about popular job fields like engineering, law, and doctorate. However, there

are many other areas too that can be considered for making your passion for your career choice.

If you like stars and wish to do research about them, why take engineering? In such cases, maybe

you are unaware of the skills you possess and just pursuing the most optimal option.

Description of the Test

CASI consists of 130 items, it was given by John L. Holland, PhD and Gary D. Gottfredson,

PhD. It consists of 9 domains which are as follow:

1. Job Satisfaction: This scale measures job satisfaction and stability versus the potential for

job or career change.

2. Work Involvement: This indicates a person’s level of devotion to a career.

3. Skill Development: This scale measure if the person wants to develop their skills or not.

4. Dominant Style: This scale measures the leadership skills of an individual.

5. Career Worries: This scale indicates anxiety about one’s career.

6. Interpersonal Abuse: This scale measures experience of offensive interpersonal abuse.

7. Family Commitment: This scale identifies individuals with dual role responsibilities work

and family.

8. Risk-Taking Style: This scale measures the willingness to take risks to further their career
 9. Geographical Barriers: This scale measures the confinedness of the person in a

geographical area or not.

Reliability

The reliability coefficients (alpha) ranging from .76 - 92, test-retest coefficient ranging from .66

to .94.

Validity

High correlations with of CASI Job Satisfaction scale with the Hoppock Job Satisfaction and

positive disposition

Norms

The age range varies from 18 to 77 years of age

Scoring and Interpretation

To score, the test-taker removes the top sheet from the two-part form to reveal a scoring guide on

the bottom page. Circled responses that a test-taker makes on the top page are transferred to the

bottom page which reveals the scoring values for each item. To obtain raw scores, the test-taker

sums the circled numbers for each scale. For each unmarked item, 2.5 should be added to the

total, but if more than two or three items are unmarked, that particular scale should not be scored.

The interpretation of the scores can be done by the following norm table given below:

Domain Name Low Average High

Job Satisfaction 21-48 49-69 70-84

Work Involvement 12-21 22-30 31-48

 Skill Development 12-21 35-44 45-48

Dominant Style 11-26 27-34 35-44

Career Worries 22-32 33-48 49-88

Interpersonal Abuse 17-18 19-33 34-68

Family Commitment 10-13 14-24 25-40

Risk-Taking Style 14-30 31-38 39-56

Geographical Barriers 11-20 21-31 32-44

Administration of the Test

Materials Required

1. CASI Test Booklet

2. Stationery

3. CASI Manual

The Career Attitudes and Strategies Inventory was designed to measure the Career Attitudes of

the individual. The participant was provided with the stationary and the PGIMS. The participant

was comfortable initially and the test was conducted with negligible disturbances. 

Precautions

 The lab should be free of noise and there should not be any disturbances.

1. The seating arrangement should be comfortable

2. Enough time should be provided to the participant

3. The age norms should be followed while conducting the test

Procedure

Before the booklet was provided, participant’s consent was taken with required demographic

details. They were also assured of their privacy. A brief conversation was held to make the

participant to ensure the participant was comfortable. After that the participant was provided

with the stationary and the CASI test booklet in a well-ventilated room. Instructions of the test

was given after that and any queries asked were answered. The participant was comfortable from

the start and the test was conducted with negligible disturbances. After the test was complete, a

brief description of the test was informed to the participant.

Instructions

Please mark answers by circling one letter on the answer sheet to show how you think or feel

about each statement. 

F-False

F-Mostly False

T-Mostly true 

T-True  

For example, if you feel that a statement is mostly true about you, you would circle the T on your

answer sheet. Example: F F T T Press firmly. Your responses are being transferred to a second

page that you will use to summarize your answers. If you make a mistake or change your mind,

mark an X through the answer you wish to change and circle another letter.

Observation
The participant seemed to be relaxed and curious to try the test. A conversation was built over

which demographic details and information regarding privacy and consent was mentioned. The

participant did not object to any given information and willingly shared their details. While

performing the test, the participant did not have any issues with the questions or statements

given. He had answered all the statements given. The participant was very keen to know about

the test and his/her score.

Retrospective Report

Upon questioning the participant’s experience with the test conducted, he said that it was really

interesting and easy to understand, the statements were asked directly and nothing had seemed

difficult. He felt calm and looked relaxed as well throughout the test conduction. He had also

stated that this helped him know more about their attitudes towards his career and how he feels

about it.

Demographic Details

Name: N.A.

Age: 26

Gender: Male

Marital Status: Unmarried

Educational Background: M.Tech

Occupation: Data Analyst

Family Structure: Nuclear

Ordinal Position: 1st born

Family Tree:

Mother’s Occupation: Home maker

Mother’s Educational Background: Bachelors

Father’s Occupation: Business Manager

Father’s Educational Background: MBA

Geographical Location: Sub-Urban

Socio-economic Status: Middle Class

Case History
The participant works as a data analyst for a firm in Chicago. He is satisfied for what he earns, as

he had got the job almost 9 months ago. He reported that he is satisfied with work and his growth

in the firm. The participant also reported that his department is organized and utilizes their man

force well which leads to him also being stress-free about his work; he finds herself completing

the tasks assigned prior to the due. The participant did say that work affected his personal, and

social life due to the work timings, which also includes the time he takes to travel. The

participant felt that his work life is important, but not as much as his social and personal life. He

said that he would enjoy the good quality of life and find it still more superior than work.

To the participant work is a way just to earn, so that he can afford to the lifestyle of his choice

and enjoy what he does at the same time. When asked about any career skills he would like to

develop, the participant had said that he would sometime in the future like to do some research

but as of now with he is satisfied his level of knowledge and would just like to get experience.

The participant does not find any difficulty in managing work, instead he feels that he is quite

efficient. He said that he normally does not take on a leading role, but if he has an opportunity

and nobody seems to step up, he finds it normal to take upon it. The participant does not mind

changing jobs if he gets a better opportunity. But as he is new in the company, he would like to

continue here for a year or two more.

The participant reported that they have a good interpersonal relationship with their work peers.

They also reported they did not face any challenges about their gender roles, sexual orientation,

special physical challenges, harassment, or insensitive remarks by people in their workplace. The

participant finds it sometimes difficult to manage his work and family life, especially so because

his family is in India and he works in the United States.

The participant does not see himself as someone to take risk, unless there is no other alternative.

The participant also reported they would like to move across from the place they live and be

independent and explore. He also believed that new surroundings would help and motivate him.

Results

The following given table tells us the scores of the participant and its interpretation:

Domain Name Raw Score Interpretations

Job Satisfaction 72 High
Work Involvement 24 Average
Skill Development 43 Average
Dominant Style 34 Average
Career Worries 23 Low
Interpersonal Abuse 17 Low
Family Commitment 17 Average
Risk-taking Style 36 Average
Geographical Barriers 12 Low

Discussion

The aim of the test is to measure the aspects of a person's career status or influences that impose

on one's career using CASI. CASI consists of 130 items, it was given by John L. Holland, PhD

and Gary D. Gottfredson, PhD.

The participant has a high score in the domain of Job Satisfaction, in relation to the case history

the participant did say that he was satisfied with her job and the income he received. This could

also be possible because the participant had just started working less than a year ago, so he

currently finds this useful for growth.

The participant has an average score in the domain of Work Involvement, this score would mean

that the participant is about as involved in work as most people would be. The participant

moreover seems very organized, so he does not seem to get overwhelmed with meeting deadlines

and fulfilling his social life.

The participant has an average score in the domain of Skill Development, this would imply that

the participant takes part in given opportunities to harness his skills. The case history implies that

the participant is currently open to taking in new experience at work since he is new on the

scene.

The participant has an average score in the domain of Dominant Style, this would explain that

the participant does not find himself dominating at his work environment. He only feels the need

to take on the leader role if nobody else seems to be doing the task and he must step in.

The participant has a low score in the domain of Career worries, as per the case history this

would denote that the participant would display that he is very much content or satisfied with his

current job and seems to feel secure as of now. This could be because the participant feels well

settled and compensated at his current job.

The participant has a low score in the domain of Interpersonal Abuse, this could imply that the

participant is not experiencing any discrimination or bullying. Also comparing this to the case
history of the participant, he admitted to no work discrimination around. He did not feel or see

any sort of issues in the office.

The participant has a high score in the domain of Family commitment, this is because he finds it

difficult to have a good time with her family back home in a different country. He feels that he

has slightly long working hours and travelling back to India is something he cannot afford to do

right now at his new job.

The participant scored an average in the domain of Risk-taking Style. Comparing this to the

participant’s case history, he does mention about not taking a lot of unwanted risk. He does not

seem mind new changes or situations, just does not see the need to take risks often. But if there

was no other alternative, the participant admitted to taking the risk then.

The participant has a Low score in the domain of Geographical Barriers, relating this to the

participants case history, he does not mind moving locations if he finds a better job opportunity.

But as he has just got into this job and seems to be settled in for now, he wants to see how far it

goes.

Conclusion

The aim of the test is to measure the aspects of a person's career status or influences that impinge

on one's career using CASI. CASI consists of 130 items, it was given by John L. Holland, PhD

and Gary D. Gottfredson, PhD. After testing the participant, we can note that as the participant

has been in the same company for a little less than a year, he finds it comfortable and efficient

for himself to function which leads to him being settled very well and having ample time for his
social life. Overall, he is aiming to work for the same firm for a couple more years to see how it

goes.

Recommendations

The participant seems to be satisfied regarding almost all aspects of his work, so there are no

recommendations.

References

Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work

environments (3rd ed.). Odessa, FL: Psychological Assessment Resources.

Van Iddekinge, C. H., Putka, D. J., & Campbell, J. P. (2011). Reconsidering vocational interests

for personnel selection: The validity of an interest-based selection test in relation to job

knowledge, job performance, and continuance intentions. Journal of Applied Psychology, 96,

13–33.

Van Iddekinge, C. H., Roth, P. L., Putka, D. J., & Lanivich, S. E. (2011). Are you interested? A

meta-analysis of relations between vocational interests and employee performance and turnover.

Journal of Applied Psychology, 96, 1167–1194.

Why Career Interests are Important! (2019, January 22). Career Liftoff.

https://careerliftoff.com/blog-post/why-career-interests-are-important/#:%7E:text=Career

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