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Apart from intelligence and personality tests vocational tests have emerged as one of the most researched areas within the field of psychological testing While relatively new compared to the other tests the attention placed on vocational tests has increased steadily over the years due to changes in organisational demands In view of this more research has to be done to investigate the psychometric properties of vocational tests as well as its practicality This paper is particularly interested in reviewing the most common of them all the Strong Interest Inventory SII We start off by briefly describing its a purpose and structure discussing its b administration and scoring in-depth exploration of the tests c validity and reliability and lastly critiquing its d suitability and usefulnessThe SII found its roots in 1927 in the form of a publication of an assessment inventory created by E K Strong Jr Donnay Morris Schaubhut Thompson 2004 Since then multiple revisions have been made the most notable being Hansens and Campbells contributions Failure of research in keeping up with these modifications may provide a reasonable explanation as to the inadequacy of research in SII The purpose of the SII is to provide insight into an individuals interests in order to ease their decision on a suitable career path Additionally it is used to guide students in making educational choices that will help them in their careers In general reading level of the SII was found to be at about the ninth grade level therefore the test should only be given to students with reading ability beyond that level Donnay Morris Schaubhut Thompson 2005 The other applications include mid-career coaching supporting plateaued employees facilitating career change outplacement and retirement Brief guide to Strong Interest Inventory ndAkin to the other vocational tests the development of SII was to a large extent influenced by Hollands theory 1985 Hollands theory revolves around the person-environment fit concept that is closely associated with Guilfords 1954
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