Holland, an American psychologist, summarized the theory of occupational interest types. In 1960s and 1970s, he developed Holland's professional interest code model, which became a theoretical framework widely used in research and application.
Holland's theory of occupational interest types is based on the study of people's personal interests and occupational preferences. He believes that individuals tend to have certain types of activities, behaviors and environments in their career choices, and these tendencies can be divided into six basic types of career interests, namely, realistic, research-oriented, artistic, social, enterprise and conventional, referred to as RIASEC.
According to Holland's theory, everyone has a certain degree of inclination to these six interest types, and the sense of job satisfaction and success is related to whether the individual's interest type matches the work he is engaged in. This matching degree has an important impact on personal work motivation, satisfaction and career development.
The contribution of career interest type theory includes career guidance and consultation, career matching, career planning, talent recruitment and selection.
1. Career guidance and counseling: Holland's theory provides an effective framework for career counseling and guidance. Through the evaluation of individual interest types, we can provide them with targeted career suggestions to help them choose a career that is more suitable for them.
2. Career matching: This theory holds that individuals are closely related to specific types of career interests. Therefore, personal satisfaction and job performance can be improved by evaluating personal interest types and matching them with specific occupations.
3. Career planning: Based on the evaluation results of interest types, individuals can make career plans and set career goals. This will help them to develop their careers more pertinently and improve their skills in specific fields.
4. Talent recruitment and selection: Enterprises and organizations can use the theory of vocational interest types to better match candidates and job requirements. This will help to improve employees' job participation and satisfaction, and find potential candidates for the organization.