The Relation Between Interest Congruence and College Major Satisfaction: Evidence From the Basic Interest Measures

2018 ◽  
Vol 27 (4) ◽  
pp. 628-644 ◽  
Author(s):  
Lili Bai ◽  
Hsin-Ya Liao
Keyword(s):  
Career Satisfaction ◽  
College Major ◽  
Cross Cultural ◽  
General Interest ◽  
High Point ◽  
Major Satisfaction ◽  
Person Environment Fit ◽  
Interest Level ◽  
Interest Congruence ◽  
Career Practice

The relation between the degree of interest congruence (i.e., person–environment fit in interest domain) and career satisfaction has been inconsistent and generally low across studies. Interest congruence is typically measured at the broadband general interest level, bound within Holland’s Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (RIASEC) framework, and largely based on the match of the high-point interest codes between persons and environments. Using two cross-cultural college samples, we reexamined the congruence–satisfaction relation with a refined congruence index by using narrowband basic interest measures and considering the entire basic interest profiles. As a comparison, we used three additional congruence indices based on the entire general interest RIASEC profiles or the high-point RIASEC codes. Findings showed stronger congruence–satisfaction relations when the basic interest measure and/or complete interest profiles were used to generate interest congruence indices. Implications for research and career practice are discussed.

Career satisfaction antecedents of professional accounting returnees in international workplaces: an employee experience perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nga Thi Thuy Ho ◽  
Hung Trong Hoang ◽  
Pi-Shen Seet ◽  
Janice Jones ◽  
Nhat Tan Pham
Keyword(s):  
Design Methodology ◽  
Career Satisfaction ◽  
Home Country ◽  
Well Being ◽  
Cross Cultural ◽  
Cultural Work ◽  
Content Type ◽  
Different Types ◽  
Employee Experience ◽  
Practical Implications

PurposeThe purpose of this study is to examine the determinants of career satisfaction of professional accounting returnees who have studied and/or worked abroad and then returned to work in different types of international workplaces in their home country.Design/methodology/approachA survey of professional accounting returnees in Vietnam was undertaken and multiple regression analysis was applied to test the proposed relationships.FindingsThis study finds that career satisfaction is affected by career fit, career sacrifice, types of international workplaces (domestically headquartered firms versus globally headquartered firms) and cross-cultural work readjustment. Further, cross-cultural work readjustment partially mediates the effect of career fit and career sacrifice on career satisfaction.Practical implicationsThe research provides the basis for designing career-related employee experiences to support career satisfaction of professional accounting returnees.Originality/valueThis study integrates dimensions of career embeddedness with cross-cultural work readjustment and employee experiences, which are normally studied separately, in different types of international workplaces. It contributes to the limited research on contributors to well-being in the form of career satisfaction among professional returnees in an emerging economy.

Vocational Interest Themes and Personality Traits in Relation to College Major Satisfaction of Business Students

2007 ◽  
Vol 33 (3) ◽  
pp. 269-295 ◽  
Author(s):  
Christen T. Logue ◽  
John W. Lounsbury ◽  
Arpana Gupta ◽  
Frederick T. L. Leong
Keyword(s):  
Personality Traits ◽  
Business Students ◽  
College Major ◽  
Vocational Interest ◽  
Major Satisfaction

scholarly journals A Cross-Cultural, Exploratory Study of Students' Reluctance to Attend Office Hours

2009 ◽  
Vol 6 (1) ◽  
pp. 18-29
Author(s):  
Yassir Semmar
Keyword(s):  
Multivariate Analysis ◽  
Exploratory Study ◽  
Emotional State ◽  
College Major ◽  
Cross Cultural ◽  
Communication Style ◽  
Predictor Variables ◽  
Credit Hours ◽  
Course Characteristics ◽  
Insight Into

The purpose of this study is to gain a better insight into the reasons that make Qatar University students reluctant to attend professors’ office hours. Factor analysis was first conducted to reveal the components underlying this reluctance; Multivariate Analysis of Variance (MANOVA) was then employed to analyze the effects of gender, GPA, credit hours completed, year of enrollment, and college/major on those factors. Results indicated that professor's competence and demeanor, course characteristics, students' social skills, attitudes/motivation, time conflict/communication style, students' apprehension as well as their physical/emotional state were all related to their reluctance to attend office hours. Moreover the predictor variables of gender, GPA, and credit hours completed had significant effects on several of those seven reluctance factors.

A Meta-Analytic Cross-Cultural Comparison of Person-Environment Fit Dimensions

2013 ◽  
Vol 2013 (1) ◽  
pp. 10416
Author(s):  
In-Sue Oh ◽  
Russell P. Guay ◽  
Kwanghyun Kim ◽  
Crystal M. Harold ◽  
Jong-Hyun Lee ◽  
...  
Keyword(s):  
Cross Cultural ◽  
Cultural Comparison ◽  
Cross Cultural Comparison ◽  
Person Environment Fit

Interests and Person–Environment Fit

2017 ◽  
Author(s):  
Rong Su ◽  
Christopher D. Nye
Keyword(s):  
Job Performance ◽  
Personnel Selection ◽  
Career Guidance ◽  
Work Outcomes ◽  
Workforce Readiness ◽  
Job Knowledge ◽  
Person Environment Fit ◽  
Performance Career ◽  
Interest Congruence ◽  
The Relationship

The search for “noncognitive” skills essential for workforce readiness has largely overlooked one important individual difference domain: interests. This chapter reviews evidence for the relationship between interests and job performance, career success, and academic achievement. It also discusses two mechanisms through which interests can predict a range of educational and work outcomes. First, interests serve as a source of intrinsic motivation that drives the direction, effort, and persistence of human behaviors. Specifically, interests contribute to learning and the acquisition of job knowledge, which are direct determinants of academic and job performance. Second, interests capture the relationship, or the fit, between a person and an environment. The degree of person–environment fit in terms of interests, or interest congruence, predicts academic and work outcomes above and beyond individual interest scores alone. In closing, the chapter discusses the implications of using interest assessments for educational and career guidance and for personnel selection.

Fit gets better: A longitudinal study of changes in interest fit in educational and work environments

2021 ◽  
pp. 089020702110140
Author(s):  
Alexis Hanna ◽  
Daniel Briley ◽  
Sif Einarsdóttir ◽  
Kevin Hoff ◽  
James Rounds
Keyword(s):  
Young Adulthood ◽  
Growth Models ◽  
Theory Development ◽  
Work Environments ◽  
Theoretical Perspectives ◽  
Person Environment Fit ◽  
Environmental Transitions ◽  
Interest Congruence ◽  
Longitudinal Examination ◽  
Over Time

Theories of person–environment fit describe a dynamic process in which fit should improve over time due to changes in a person’s attributes, the environment, or both. Although these ideas are central in several theoretical perspectives, they have largely gone untested. Here, we report a longitudinal examination of interest congruence (i.e. interest fit) across 12 years during the transition from education to the workforce. The study uses four methods to capture interest congruence and the drivers of fit change: growth models, latent congruence models, person and environment latent difference scores, and piecewise growth models based on environmental transitions. Each method uses a different lens to understand interest congruence in educational and work domains. Across methods, three results were typically found: (1) interest congruence improved over time in school and at work, (2) participants’ interests often predicted educational and work changes, and (3) participants’ interests rarely changed in response to their environment. These results support a dynamic conceptualization of fit and suggest that selection—rather than socialization—is the main mechanism through which individuals achieve better interest fit during young adulthood. Other implications are discussed for theory development and the applied use of interest assessments.

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