- re-conceptualisation of preferences or affinities both in terms of work-
specific roles (seen as sets of relatively homogeneous activities relevant for
an occupation), and work styles (preferences for certain work environments); - using highly elaborate statistical strategies to draw up the scales of the
questionnaire; - giving equal importance to males and females systems of interests;
- designing a transparent scoring procedure allowing re-checking the profiles.
Method presentation
The main purpose of the questionnaire of interests is “de scos spatial de dupa ghili
supporting pupils, students and adults in the process of planning their education and
training” (Jackson, 1977).
JVIS offers the possibility to identify relevant information for the client – in the sphere of
interests – that should allow making a customized plan for education and training, as well
as facilitate realistic decision-making concerning the career development.
Scales and profiles JVIS operates with:
- 34 Basic Interests Scales (BI)
- 10 General Occupational Themes (GOT)
- Administrative Indices (AI)
- Similarity with the main university profiles (17 broad groups)
- Similarity with the main occupational clusters (32)
The measurement of clients’ system of interests involves forced choices (method which
eliminates the answers influenced by each other and by desirable social stereotypes),
according to personal preferences (activity liked better, or least disliked) to each pair of
statements about activities or situations connected to work. There are 289 such pairs of
statements (relatively independent and sometimes referring to very dissimilar situations)
- 578 items in total. Selecting the most relevant items for this questionnaire required
successive selections from over 3000 items.
Clients are requested from the start to only have in mind their interests and preferences,
ignoring other experiences that they might have had with jobs or training.