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Test Review: Vocational Preference Inventory

Article  in  Rehabilitation Counseling Bulletin · March 2013

DOI: 10.1177/0034355213509856

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Amber Mcdermott Thomas F. Dell

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research-article2013
RCBXXX10.1177/0034355213509856Rehabilitation Counseling BulletinMcDermott and Dell / Test Review

Rehabilitation Counseling Bulletin

Test Review
XX(X) 1­–3
© Hammill Institute on Disabilities 2013
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DOI: 10.1177/0034355213509856
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Holland, J. L. (1985). Vocational Preference Inventory (1985 ed.). Lutz, FL: Psychological Assessment Resources, Inc. VPI Introductory Kit
(includes VPI manual and 50 test booklet/answer sheet/profile combinations): $128.00.

Purpose and Nature of Test correspond to Scales 1 to 9. Scale 10 (Infrequency) is scored

by counting the number of blackened circles in two col-
The Vocational Preference Inventory (VPI), 1985 revision, umns, and Scale 11 (Acquiescence) is scored by counting
is a self-administered, brief paper–pencil, personality-inter- the number of Yes responses for Items 1 to 30. The scorer
est inventory developed to “yield a broad range of informa- can then transfer the raw scores to the back page of the
tion about interests, interpersonal relationships, values, Answer Sheet to derive the T-scores (M = 50, SD = 10) for
self-conceptions, coping behaviors, and identifications” both male and female profiles.
(Holland, 1985, p. 1). The VPI is designed for use with indi- According to the manual, nearly anyone can administer
viduals with normal intelligence ages 14 through adult. The and score the VPI, but it cautions that interpretation should
test consists of a list of 160 occupations which people indi- be performed only by those who have at least 1 year of
cate they are interested in by marking “Yes” and are disin- graduate training in a vocationally oriented field. Those
terested in by marking “No.” The test takes approximately looking to interpret the VPI should have a good under-
15 to 30 min to complete and score, according to the man- standing of psychometric testing, occupational theories,
ual. The author cautions that the VPI should be “interpreted and how personality can influence career choice. Users
only in combination with other psychosocial information should familiarize themselves with the manual and related
such as age, sex, educational level, field of training, and research, and are also encouraged to administer the test to
current occupational status” (p. 1). “a few people well known to the user” (Holland, 1985, p.
Although originally developed as a brief personality test, 5). The manual contains simple and brief instructions on
the VPI is primarily used as a way of assessing vocational profile interpretation, a number of example profiles, and a
interests. The test is based on Holland’s six dimension section on how to use the profiles to inform career and
model of vocational personalities: Realistic, Investigative, personal assessment.
Artistic, Social, Enterprising, and Conventional (RIASEC; The test taker’s responses are used to generate scores on
Holland, 1966). The typology codes are compatible with 11 scales, 6 of which are described as interest scales. The
use of Holland’s The Occupations Finder (1996) and the Realistic (R) Scale measures the extent to which the test
Dictionary of Holland Occupational Codes (Gottfredson & taker has traits related to “realism, practicality, masculinity,
Holland, 1996). and conventionality” (Holland, 1985, p. 6). High scorers on
the Investigative (I) Scale are described as “bright, schol-
arly, and persistent” (p. 7). The Artistic Scale (A) measures
Practical Applications
traits thought to characterize “artistic” persons, such as
The VPI is a user-friendly, quick, and cost-efficient way of originality, a good imagination, unconventionality, and
gathering information on work style, work typology, and introversion. The Social (S) Scale reflects traits such as
interest in specific occupations. Test materials include the “sociability, femininity, passivity, problem solving by
manual with directions for administration, scale and profile means of feelings rather than thinking” and high scorers
interpretation instructions and technical information, as typically have “the ability to relate to others, or the ability
well as a test booklet/answer sheet/profile combination to form ‘close’ as opposed to ‘superficial’ relationships” (p.
form. Instructions for administration and scoring are 7). The Enterprising (E) Scale measures traits associated
straightforward and objective. Issues regarding reading with “dominance, risk taking, sociability, and enthusiasm”
level required, appropriateness of use with individuals with (p. 8). The Conventional (C) Scale measures a person’s ten-
disabilities, or individuals who use English as a second lan- dency for “conformity, a whole-hearted uncritical accep-
guage are not discussed in the manual. tance of cultural values and attitudes, and living in the eyes
Scoring is easily accomplished by peeling away the top of others with its emphasis on self-control” (p. 8). High
page of the self-scoring, carbonless Answer Sheet and scorers tend to be “generally productive and effective in
counting the number of blackened circles in rows that well-structured tasks” (p. 8).
2 Rehabilitation Counseling Bulletin XX(X)

The remaining five scales gather information outside the (range = .85–.91; Holland, 1985). Scales that have a more
RIASEC model. The Self-Control (Sc) Scale measures a heterogeneous variety of occupations, such as Mf, St, and I,
person’s ability to control impulses. The Masculinity– have lower internal consistency statistics (range = .42–.62;
Femininity (Mf) Scale measures how closely a person iden- Holland, 1985). Data regarding the test–retest reliability are
tifies with traditional masculine and feminine career taken from the sixth revision (1968) and indicate that the
interests. This scale can also be used as an indicator of fak- VPI has moderate to high reliability. At a 3-month interval,
ing, because this scale should correlate closely with similar retest reliabilities for the interest scales ranged from .54 to
interest scales, such as S and A. The Status (St) Scale .80 for samples of junior college students. The sample con-
reflects the test taker’s “self-esteem and concern for pres- sisted of 62 men and 53 women (Holland, 1968).
tige and power” and is a general measure of self-esteem and
self-confidence (Holland, 1985, p. 9). The Infrequency Conclusion
Scale is described as both a social desirability scale and as a
measure of traits and attitudes such as “self-deprecation, The VPI is a brief, self-administered personality-interest
incompetency, socially undesirable traits, and a history of inventory developed for use with individuals ages 14
personal and vocational failure” (p. 9). The lower the score through adult. Strengths of this instrument include ease of
on this scale, the more personally effective the person is administration, scoring, and interpretation. The test pro-
thought to be. Finally, the Acquiescence (Ac) Scale’s pri- vides helpful information regarding vocational interests,
mary purpose is to “detect dissimulation and extreme and the test has a strong theoretical base (Holland, 1966).
response biases which may go undetected in forced-choice Information from the test is easily translated to specific
and true-false formats” (p. 9). occupations using Holland’s The Occupations Finder
(1996) and the Dictionary of Holland Occupational Codes
(Gottfredson & Holland, 1996). However, due to the dated
Technical Aspects nature of the normative, reliability, and validity studies
(Shepard, 2012), caution must be exercised when interpret-
The VPI has undergone eight revisions since its original
ing the results, especially with persons of underrepresented
publication in 1953. The most recent revision (1985) was
status. Despite attempts in the 1985 revision to reduce sex-
not a substantial overhaul of the 1977 version, but instead
ist language and increase low female response rates to
included a number of minor changes meant to more easily
some occupational titles, the VPI still relies on traditional
allow translation of occupational codes to specific occupa-
gender roles to categorize vocational interests. Furthermore,
tional titles, to increase low response rates by females to
the labor force has seen some dramatic changes since the
some occupational titles, and to increase scale homogeneity
VPI 1985 revision resulting in the creation of new occupa-
(Holland, 1985). The 1985 version included a limited num-
tions that are not reflected in the scales. Given these cave-
ber of new studies that added to construct and criterion-
ats, the VPI 1985 revision is still relevant and useful as a
related validity evidence. Evidence regarding reliability
tool for career counseling and vocational exploration based
remained the same as in the 1977 version. The normative
on work styles, work typology, and occupational interests,
data focused on high school students, 2- and 4-year college
particularly when used in combination with other instru-
students, employed men and women, African Americans,
ments or resources which promote exploration and discus-
American Indians, and other groups are the same as in the
sion (Rounds, 2012).
sixth revision (1968) manual.
In general, the interest scales have been shown to have
Amber N. McDermott, MA, ABD
concurrent and/or predictive validity comparable with other
Thomas F. Dell, EdD
interest inventories, such as the Self-Directed Search (SDS;
Montana State University–Billings, USA
Holland, 1994). As the other scales are not comparable with
other interest inventories, only evidence for construct valid-
References
ity for them has been established. The most recent studies
cited in the manual that provide evidence for the validity of Gottfredson, G. D., & Holland, J. L. (1996). Dictionary of Holland
the VPI are nearly 20 years old, and a considerable amount occupational codes (3rd ed.). Odessa, FL: Psychological
Assessment Resources.
of the overall validity evidence is more than 30 years old.
Holland, J. L. (1966). A psychological classification scheme for
The authors recommend an updated manual that includes vocations and major fields. Journal of Counseling Psychology,
recent evidence regarding the validity of the 1985 revision. 13, 278–288.
Evidence for reliability is similarly out of date. The Holland, J. L. (1968). ACT guidance profile manual. Iowa City,
internal consistency (KR 20) statistics for the 1977 revi- IA: The American College Testing Program.
sion are provided in the 1985 revision manual, and they Holland, J. L. (1985). Vocational Preference Inventory. Lutz, FL:
indicate that most of the scales are relatively homogeneous Psychological Assessment Resources.
 McDermott and Dell / Test Review 3

Holland, J. L. (1994). Self-directed search. Odessa, FL: Psychological & J. F. (Eds.), The seventeenth mental measurements year-
Assessment Resources. book. Retrieved from http://www.unl.edu/buros/
Holland, J. L. (1996). The occupations finder (4th ed.). Lutz, FL: Shepard, J. W. (2012). Review of the test Vocational Preference
Psychological Assessment Resources. Inventory (1985th ed.). In R. A. Spies, B. S. Plake, K. F.
Rounds, J. B. (2012). Review of the test Vocational Preference Geisinger, & J. F. (Eds.), The seventeenth mental measure-
Inventory (7th ed.). In R. A. Spies, B. S. Plake, K. F. Geisinger, ments yearbook. Retrieved from http://www.unl.edu/buros/

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