Psychometric Tools & Career Flashcards

The Career Beliefs Inventory (CBI) was developed by John Krumboltz primarily to assess which client barriers?

Answer: Dysfunctional assumptions and beliefs that block career exploration

The CBI identifies self-limiting beliefs and assumptions that interfere with clients' career exploration and decision-making.

A career analyst administers the MBTI and finds a client is 'INTJ'. Which work environment is LEAST likely to suit this type?

Answer: High-volume social interaction with unpredictable tasks

INTJs prefer structured, independent, intellectually stimulating work and typically find highly social, unstructured environments draining.

Which type of validity evidence is gathered by comparing assessment scores to an established measure of the same construct?

Answer: Concurrent validity

Concurrent validity is established by correlating a new assessment with an existing validated measure administered at the same time.

What does a high 'standard error of measurement' (SEM) indicate about an assessment?

Answer: Individual scores may vary considerably from the true score

A high SEM means there is more uncertainty around any given individual score, reducing confidence in precise score interpretation.

In Holland's theory, which two types are considered 'adjacent' and therefore most compatible in a career environment?

Answer: Realistic and Investigative

Realistic and Investigative are adjacent on Holland's hexagon, meaning they share more occupational overlap and compatibility.

A career counselor uses the O*NET Interest Profiler with a client. What primary career development outcome does this tool target?

Answer: Linking work interests to relevant occupational clusters

The O*NET Interest Profiler uses Holland codes to connect an individual's interests to matching occupational categories.

Which of the following represents an example of 'ecological validity' concern in career assessment?

Answer: Test questions do not reflect real-world job demands and contexts

Ecological validity concerns whether the assessment reflects the actual demands and contexts of real work settings.