A Vocational Preference Rank Technique

1965 ◽  
Vol 43 (8) ◽  
pp. 801-803 ◽  
Author(s):  
ORAN B. DENT ◽  
R. F. ELDER
Author(s):  
Miguel L. Lourenço ◽  
Fátima Lanhoso ◽  
Denis A. Coelho

Prevention of musculoskeletal disorders is supported by use of slanted rather than horizontal pointing devices, but user acceptance of the former may be compromised due to lower perceived ease of use. This study compares subjectively rated usability (N = 37) for three sizes of slanted computer mice and includes a horizontal small conventional device as a reference. For a random subset of the sample (n = 10), objective usability parameters were also elicited. Participants followed a standard protocol which is based on executing graphical pointing, steering, and dragging tasks generated by a purpose-built software. Subjective ratings were collected for each of the four pointing devices tested. The three slanted devices differed in size but were chosen because of an approximately similar slant angle (around 50–60 degrees relative to the horizontal plane). Additionally, effectiveness and efficiency were objectively calculated based on data recorded for the graphical tasks’ software for a random subset of the participants (n = 10). The results unveil small differences in preference in some of the subjective usability parameters across hand size groups. This notwithstanding, the objective efficiency results are aligned with the subjective results, indicating consistency with the hypothesis that smaller slanted devices relative to the user’s hand size are easier to use than larger ones. Mean values of weighted efficiency recorded in the study range from 68% to 75%, with differences across devices coherent with preference rank orders.


1998 ◽  
Vol 7 (2) ◽  
pp. 8-11
Author(s):  
Rachel Abramson

Career counsellors have long known that occupational interests are often linked with abilities. We also know that if one has the ability, but not the interest, that ability will not be used. What happens, however, when one has an interest but not the right temperament or personality? I recently had the pleasure of seeing someone for career counselling who fell in this latter category. This individual (let us call her Ms S) came to my rooms with one burning question on her lips: “What's wrong with me? Why can't I keep a job? I was in my past job for 4 weeks and the one before that for 3 weeks. How do I hang on to a job?” Ms S had a secretarial background. She had been fired from her previous positions and was concerned whether she had the capacity to continue working in this field or whether she had somehow become too slow. After obtaining some background information, I asked Ms S to complete a battery of career counselling tests. Of special interest to this case was the results from both the Vocational Preference Indicator (VPI) and the 16 Personality Factor Questionnaire (16PF), which I shall discuss below.


1975 ◽  
Vol 6 (1) ◽  
pp. 15-18 ◽  
Author(s):  
B.Lee Yom ◽  
Eugene B Doughtie ◽  
Wei-Ning C Chang ◽  
Herbert L Alston ◽  
James A Wakefield

1973 ◽  
Vol 32 (1) ◽  
pp. 211-214 ◽  
Author(s):  
John D. Williams ◽  
Constance M. Williams

A canonical analysis was performed, relating the Sixteen Personality Factor Questionnaire and the Vocational Preference Inventory. 145 male graduate students were Ss. Three significant canonical relationships were found. Most of the zero-order correlations were low; only 3 correlations (out of 176 possible correlations) were as large (positively or negatively) as .40.


1958 ◽  
Vol 37 (2) ◽  
pp. 98-106 ◽  
Author(s):  
WILLIAM V. LOCKWOOD

1941 ◽  
Vol 25 (5) ◽  
pp. 514-523
Author(s):  
T. F. Lentz ◽  
E. F. Nickel

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