that we can speak of the presence or absence of satisfaction in work to the extent that a
number of personality traits match several aspects of the same work environments. In
other words, if the Realistic personality type, for instance, matches several factors in the
Realistic vocational field, we can anticipate the professional satisfaction of individuals
belonging to this type.
Holland concludes that:
- individuals have different combinations of specific individual traits;
- certain traits become relatively stable after adolescence (recent research has
confirmed the fact that the process of building interest patterns become stable
by the age of 25); - choosing an occupation is a way of self-expression;
- the members of the same activity field have similar personality structures and
histories; - professionals in certain fields who have similar personality structures will
react in the same way in similar work situations; - satisfaction, stability and professional status depend on the congruence
between one’s own personality and the work environment; - the majority of individuals can be grouped into six personality types and as
many work types: Realistic, Investigative, Artistic, Social, Enterprising and
Conventional; - individuals aspire to those work environments and activities that allow them
to capitalize on their qualities and personal values; - success in an occupation / profession requires certain combinations of traits /
characteristics on the part of individuals; these combinations (of aptitudes,
interests, temperamental aspects, attitudes, values) are relatively similar for
people in the same profession; - the results of evaluation through psychological tests of traits / characteristics
and the analysis of the set of factors leading to success in a certain occupation
for those who are already performing it, may represent a basis to identifying
the suitable occupation for someone or the right person for the job and,
implicitly, a means of anticipating the success at the workplace and personal
satisfaction.
Holland’s theory regarding the vocational choices represents the conceptual background
of the SDS Inventory. The privileged categories of relationships: “trait-factor” or
“matching the person to the environment” are supported by a series of hypotheses
targeting the existence of distinct personality categories and as many specific work
environments. In these terms, it is estimated that people will seek those positions which
they believe will enhance personal and professional success, satisfaction and