Canonical correlation of vocational needs and vocational style

Journal of Vocational Behavior, 2,163-171(1972)

Canonical Correlation of Vocational Needs and Vocational Style’

PAUL R. SALOMONEZ Syracuse University and

JOHN E. MUTHARD University of Florida, Gainesville Definitions of vocational needs, values, orientations, and interests have suggested a substantial amount of overlap in these concepts. In the present study the canonical correlation procedure was used to determine the relationships between vocational needs and vocational styles. The vocational needs measure (MIQ) and the vocational style or orientation measure (VPI) were administered to 215 rehabilitation counselors employed in state agencies (DVR) and 118 rehabilitation facility counselors. For DVR counselors a single significant canonical correlation between sets of MIQ and VP1 scales resulted. This underlying trait was described as a work attitude which placed importance on both an expressive, self-acceptance orientation and a need for autonomy and advancement opportunities. It was concluded that vocational needs and work style or orientation are probably independent facets of the work personality.

The concept of “vocational interests” has too long been viewed as independent of personality (Holland, 1966). The need for a broader concept to include vocational needs and vocational life style is apparent. Smith and Collins (1967) suggested a “vocational value system” which includes interests, needs, abilities, life styles, and other personality components. This inclusive formulation is somewhat different from but not inconsistent with Dawis’ (1967) view of work personality as a double-faceted concept. The “structure” of work personality includes stable characteristics, such as abilities and needs (Dawis, Lofquist, & Weiss, 1968). “Style” refers to process characteristics of work personality and is more relevant when considering work adjustment (Dawis, 1967). Traditional multivariate techniques for relating components of the voca1This study was supported ln part by Research Grant RD 19716 from the Social and Rehabilitation Service, Department of Health, Education, and Welfare. 2Requests for reprints may be directed to Paul R. Salomone, Rehabilitation Counselor Education Program, Syracuse University 805 South Crouse Ave., Syracuse, NY 13210.

163 Copyright @ 1972 by Academic Press, Inc.

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tional value system included intercorrelation of inventory scales, multiple regression procedures, and multiple discriminant analysis. Kohlan (1968) correlated the Strong Vocational Interest Blank (SVIB) with the Edwards Personal Preference schedule and the Minnesota Importance Questionnaire (MIQ). Bohn (1966) used a simple randomized design (Lindquist, 1953) to relate six SVIB scales to Adjective Check List need scores. Using Holland’s (1959) life style formulation the SVIB scales were chosen to represent six “vocational personality types.” Recently, the canonical correlation technique (Cooley and Lohnes, 1962) has been used to relate components of the vocational value system. Thorndike, Weiss, and Dawis (1968) related vocational interests and needs, and Dunteman and Bailey (1967) used the canonical correlation procedure to relate vocational interests and personality characteristics. The canonical correlation approach is “probably the best way to examine two sets of measurements in order to determine whether they measure similar underlying traits” (Cooley, 1965). Two notable advantages of the canonical correlation technique are: (a) linear combinations of one set of variables are formed which are highly correlated to linear combinations of a second set of variables, and (b) each pair of canonical variates is independent of all subsequent canonical variates. Several recent articles (Cooley, 1965; Cooley & Miller, 1965; Dunteman & Bailey, 1967; Thorndike et al., 1968) have detailed the advantages and the pitfalls of the canonical correlation technique. The purpose of the present study was to explore the relationship of vocational needs and vocational style as measured by the MIQ and the Vocational Preference Inventory (VPI), respectively. Since needs and style are seen as components of a vocational value system it seemed likely that a canonical correlation of the MIQ and the VP1 scales would disclose several independent, vocational personality dimensions being measured by both instruments.

METHOD As part of a larger study (Muthard & Salomone, 1969) two groups of rehabilitation counselors were available as subjects for the current study. The Ss were 215 counselors employed in state Division of Vocational Rehabilitation (DVR) agencies and 118 counselors working in rehabilitation facilities (rehabilitation centers or sheltered workshops). A two-step procedure was used to obtain a pool of counselor volunteers from which the stratified sampling technique (Scott & Wertheimer, 1962) could be applied. After the acquisition of counselor rosters from all DVR agencies and a majority of private facilities a random sample of potential subjects was invited to participate in the larger study. From the resulting volunteer pool counselors were selected using the following criteria as guide-

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lines: (a) employment setting (DVR: N = 200, 50%; private facilities: N = 125, 3 1.2%; Agencies for the Blind: N = 7.5, 18.8%); (b) training level (less than M.A. degree, 50%; M.A. degree or higher, ‘50%); (c) employment experience level (less than 2 years, 33%; 2-4 years, 33%; more than 4 years, 33%); (d) geographic distribution (metropolitan and suburban, 50%; small town and rural, 50%). The Ss for both groups ranged in age from 22-69 years; 47% were 25-34 years, 26% were 3544 years. Approximately 71% were male; 29% were female. As part of a series of questionnaires and inventories, the Ss were administered the MIQ and the VPI. The MIQ (Weiss, Dawis, England, & Lofquist, 1964a) consists of 20 vocational need scales, with five items per scale. The respondent is asked to decide the extent to which each item is important or unimportant to an ideal job. Each item refers to a potential reinforcer of work behavior. The five possible responses range from “very unimportant” to “very important .” Weiss et al. (1964a) indicate that all of the MIQ scales have high internal consistency reliabilities. Test-retest studies for college sophomores, using three time intervals, yielded Hoyt ANOVA coefficients whose median was 0.8 1. Support for the construct validity of 10 of the MIQ scales was reported by Weiss, Dawis, England, and Lofquist (1964b). The 20 MIQ scales, as presented to Ss, are: Working Conditions, Compensation, Security, Variety, Authority, Ability Utilization, Social Status, Company Policies, Supervision-Human Relations, Activity, Moral Values, Responsibility, Recognition, Achievement, Advancement, SupervisionTechnical, Co-Workers, Social Service, Creativity, and Independence. The VP1 (Holland, 1965) contains 160 occupational titles to which the S is asked to indicate his like or dislike for the occupation. According to Holland (1966), the VP1 is a personality inventory which may be used to assesspersonality types. A “type” is a model against which a real person can be measured and is a complex cluster of personal attributes. It includes abilities, skills, preferred occupational roles, life outlook and goals, values, self-concepts, and coping behavior. Reliability coefficients of the internal consistency of the VP1 are moderately high. They range, for the first six scales measuring personality type, from 0.76 to 0.89. The test-retest reliability coefficients, on the first six scales, vary depending upon the length of time between VP1 administrations. The correlation range for a time lapse of 6 weeks is 0.74-0.98; for 1 year: 0.61-0.86; for 4 years: 0.45-0.61 (Holland, 1965). Considerable evidence supporting the construct validity (Holland, 1960; Holland, 1961) and the predictive validity (Holland, 1962) of the VP1 has been reported. The VP1 has 11 scales: Realistic, Intellectual, Social, Conventional, Enterprising, Artistic, Self-Control, Masculinity, Status, Infrequency, and Acquiescence. A canonical correlation computer program (Cooley & Lohnes, 1962) was

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TABLE

1

Canonical Correlations and Associated Values Canonical Correlations

Lambda

Chi square

.214

Degrees of freedom

DVR CounselorP Root Root Root Root Root

1 2 3 4 5

.290

.70-l

257.99* 193.01 142.85 91.92 69.02

.536 .385 .343 .333 .256

.619

52.555

.I21 .824

34.950

528 ,412 .450 .368

.319 .488

.611

220

190 162 136 112

Facility Counselorsb Root Root Root Root Root

1 2 3 4 5

.921 .992

21.222 8.316

.914

45 32 21 12 5

cN = 215; total of 31 variables used, 20 MIQ scales, 11 VP1 scales. bN = 118; total of 16 variables used, 10 MIQ scales, 6 VP1 scales. *Significant at the 0.05 level.

used to relate the DVR counselors’ (N = 215) responses to the 20 MIQ scales and the 11 WI scales. However, since only 118 facility counselors comprised the second sample, the variables included in that canonical correlation were 10 MIQ scales for which substantial validity evidence is available, and the six personality-type scales of the VPI. RESULTS AND DISCUSSION Table 1 indicates the canonical correlation coefficients for the two groups and their associated values. A cm-square approximation suggested by Lindquist (1953, p. 29) was used since some of the df values in Table 1 exceeded those listed in x2 tables. Only one pair of dimensions was extracted from the two sets of DVR counselor response variables which correlated significantly with each other. After the first pair of canonical variates was determined, no further significant combinations seemed to exist. The set of weights listed in Table 2 produced a canonical correlation coefficient of 0.53 which accounted for 28% of the variance of the canonical variates. Thus, except for one underlying personality variable in common, the two inventories (MIQ and VPI) seem to measure separate and independent dimensions.

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TABLE 2 Canonical Weights for the Significant Canonical Correlation DVR Counselors (N = 215) Weight MIQ scale@

Weight WI scales R = .53

R = .53 Working Conditions Compensation Security Variety Authority Ability Utilization Social Status Company Policies Supervision, Hum. Rel. Activity Moral Values Responsibility Recognition Achievement Advancement Supervision, Tech. Co-Workers Social Service Creativity Independence

-.56 .48 -.26 .42 .oo .42 -.09 -.61 -.Ol .Ol -.20 .06 .ll -.23 .79 .04 -.16 .09 .08 .05

Realistic Intellectual Social Conventional Enterprising Artistic SelfControl Masculinity Status Infrequency Acquiescence

.22 -.13 -.16 -.32 .06 .46 -.22 .21 .41 -.55 .17

“Scales are in the order used for scoring the MIQ.

Table 1 also shows that there were no significant canonical correlations for facility counselors. The canonical coefficients in Table 1 do not reflect any substantial differences between the two counselor groups. The findings regarding the facility counselor group would tend to support the earlier interpretation that counselor needsand style are relatively independent. Table 3 provides a clearer representation of the relationship of high positive and high negative canonical weights found in Table 2. The combination of MIQ-VI’1 predictors which emerged seemed to reflect a balance between an expressivestyle and a need for autonomy held by DVR counselors. The common dimension being measuredby the two inventories reflects an expression of self-actualizing needsas well as a desire to promote upward vocational mobility. In the canonical cluster two positively weighted scales indicate a creative, self-growth characteristic (WI-Artistic, MIQ-Ability Utilization); other positively weighted scalespoint toward a pragmatic interest in vocational achievement (WI-Status, MIQ-Advancement, Compensation). The high VI’1 Artistic and VI’1 Status are not as inconsistent as may

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TABLE 3 VPI-MIQ Canonical Correlation: Relationship of predictor High positive Predictor

High negative Predictor

VP1 Artistic (.46) Status (.41)

Infrequency (-SS) Conventional (-.32)

DVR Counselors (N = 215)

.53* (expressive, autonomy)

MIQ Advancement Compensation Variety Ability Utilization

C.79) (.4g)

t.42) (.42)

Company Policies .. Working Condrttons i-.ii; -.

*Significant at the 0.05 level.

seem since both describe persons who are expressive and self-acceptant. The high negative predictors also support the interpretation of the results as reflecting a balanced work attitude. A negatively weighted Conventional scale is consistent with a positively weighted Artistic scale. Similarly, the negatively weighted Infrequency scale is consistent with the positively weighted Artistic and Status scales. Holland (1965) indicated that high scorers on the Infrequency scale lack talent and ability, are not industrious, dislike change, have low aspiration levels, and prefer low status occupations. In a study concerned with the professional orientation of rehabilitation counselors, Sather, Wright, and Butler (1968) found that a substantial number of counselors held a middle position between concern for client-counselor relationship and concern for the client’s reality situation. The counselor with “bipolar” interests was seen as being most able to help the kinds of clients serviced by DVR agencies. Since DVR agencies tend to stress coordination rather than counseling activities for their counselors, the successful DVR counselor must evidence both a pragmatic attitude toward his work and a desire for personal growth. Thus, the diffuse nature of interests and values in the DVR counselor group was reflected in the lack of specificity of the significant canonical correlation. Since many studies of counselor characteristics have stressed a nurturance or social service personality dimension (Grater, Kell, & Morse, 1961; Patterson, 1962; Mills & Abeles, 1965; Mills, Chestnut & Hartzell, 1966), the absence of evidence for such a trait in the present study is surprising. The Social Service scale of the MIQ was not highly correlated with the Social scale of the VP1 (r = 0.09). Thus, the MIQ and the VP1 do not seem to overlap in measuring a social service dimension. Recently Katz (1969) criticized the interpretations made by Thorndike er al (1968) in their study of the canonical correlations between the SVIB and the MIQ. He asserted that there is sufficient overlap in content between

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these two measures to readily account for the results obtained. Katz maintained that the SVIB is not a pure measure of interest, but includes among its questions many statements which are similar to those of the MIQ. These statements are included in Katz’s definition of values. For him, “Values represent feelings about outcomes or results, such as the importance, purpose, or worth of an activity. Interests apply to the differentiated means by which the valued goal may be reached” (Katz, 1966). He concluded that the Thorndike er al. findings did not justify the conclusion that needs and interests might best be considered the same class of variables. Katz’s experience and studies with this conception was seen as justification for continued use of both concepts as distinctive variables for counseling practice and vocational choice theory. Another criticism of the Thorndike et al. study relates to the extremely small ratio between the number of variables used in the canonical correlation procedure (45 SVIB scales, 20 MIQ scales) and the number of subjects used (269 students; 262 job applicants). A major limitation of their study is that canonical correlations involving 45 and 20 variables, and only 262 or 269 Ss are very likely to capitalize on random error. Just as Katz differentiated vocational interests and needs, the results of this study suggests the differentiation of vocational style and needs. Since needs and style may be viewed as separate elements of the vocational personality it would be incumbent upon a vocational counselor to distinguish the two constructs and to relate them to the counselee’s potential work adjustment and occupational satisfaction. Assuming that the counselee’s work style and needs are not incongruent, these facets of his vocational personality (among others) should be consistent with the occupational environment in order for him to achieve job satisfaction (Holland, 1966). Since the results obtained for the DVR and facilities counselor groups are not consistent concerning overlap between vocational needs and vocational style, further cross-validation studies should be performed. Other investigators who have access to similar data for different groups of professional workers may wish to examine the question of the relationship between needs and style. The findings described above provide limited support to the concept of an inclusive vocational value system. The evidence does not substantially contradict the view that work personality is composed of a number of independent dimensions including vocational needs and work style or orientation. Katz (1969) believed that it is both desirable and feasible to construct independent measures even though it may be helpful for counselors and their clients to discuss needs and values as part of a motivation system.

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