Measuring person-occupation fit serves many important purposes, from helping young people explore majors and careers to helping jobseekers assess fit with available jobs. However, most existing fit measures are limited in that they focus on single individual difference domains without considering how fit may differ across multiple domains. For example, a jobseeker might be highly interested in a job, yet not possess the requisite skills or knowledge to perform the job well. The current research addresses this issue by evaluating an integrative set of person-occupation fit assessments that measure 88 fit dimensions across five domains: vocational interests, work values, knowledge, skills, and personality. These measures were either newly developed or adapted from existing assessments to directly correspond with occupational variables from the Occupational Information Network database. Across three studies with diverse samples, we obtained extensive reliability and validity evidence to evaluate the fit assessments. Results consistently showed that integrating across fit domains led to practical improvements in predictions of relevant outcomes, including career choice and subjective and objective career success. However, some fit measures (i.e., interests and knowledge) were generally more predictive of outcomes than others (i.e., personality), thus warranting greater consideration for use in research and applied contexts. We discuss how our results advance theoretical and practical knowledge concerning the measurement of person-occupation fit in the modern labor market. Moreover, to inspire additional research and applications involving whole-person fit measurement, we made all newly developed fit assessments publicly available, providing guidance for using them with the Occupational Information Network database. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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进行全人适合性评估：使用职业信息网络（O*NET）整合兴趣、价值观、技能、知识和个性。


衡量人与职业的契合度有很多重要的目的，从帮助年轻人探索专业和职业，到帮助求职者评估与现有工作的契合度。然而，大多数现有的拟合度测量都是有限的，因为它们只关注单个个体差异域，而没有考虑多个域之间的拟合度如何不同。例如，求职者可能对某项工作非常感兴趣，但不具备做好这项工作所需的技能或知识。当前的研究通过评估一套综合的人职业契合度评估来解决这个问题，该评估衡量了五个领域的 88 个契合度维度：职业兴趣、工作价值观、知识、技能和个性。这些措施要么是新制定的，要么是根据现有评估改编的，以直接与职业信息网络数据库中的职业变量相对应。在具有不同样本的三项研究中，我们获得了广泛的可靠性和有效性证据来评估拟合评估。结果一致表明，跨适应领域的整合可以实际改善相关结果的预测，包括职业选择以及主观和客观的职业成功。然而，一些适合性指标（即兴趣和知识）通常比其他指标（即个性）更能预测结果，因此需要更多地考虑在研究和应用环境中使用。我们讨论了我们的结果如何推进有关现代劳动力市场中人员职业适合度测量的理论和实践知识。 此外，为了激发涉及全人适合性测量的更多研究和应用，我们公开了所有新开发的适合性评估，为将它们与职业信息网络数据库一起使用提供了指导。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。