Vocational interests and career.

Achievement goal orientations in the 2x2 framework: Mastery-Approach, Mastery-Avoidance, Performance-Approach, and Performance-Avoidance goals (competence defined by task/self vs others, valenced approach vs avoidance).

Achievement motivation as two motive dispositions: Motive to Achieve Success (Hope of Success) and Motive to Avoid Failure (Fear of Failure), anticipating positive vs negative affect in achievement situations.

Adult career-stage concerns aligned with Super's developmental stages: Exploration, Establishment, Maintenance, and Disengagement (each with three task subscales). Measures salience of vocational-development tasks and career-change status, supporting maxi-/mini-cycle recycling.

Holland's RIASEC vocational interests for German-speaking populations, with a companion Environment-Structure Test (UST-R) describing educational/occupational environments on the same 6 dimensions.

Calling toward work captured very briefly on two unidimensional indices: Presence of a calling and Search for a calling.

Multidimensional calling toward work along two overarching aspects (Presence of, and Search for, a calling), each across three dimensions: Transcendent Summons, Purposeful/Meaningful Work, and Prosocial Orientation (6 subscales total).

Parallel measurement of self-reported interests AND skills across 7 Orientations (Influencing, Organizing, Helping, Creating, Analyzing, Producing, Adventuring), 29 Basic Interest/Skill Scales and 60 Occupational Scales, plus Special Scales (Academic Focus, Extraversion).

Career adaptability as four psychosocial resources (the 'four Cs') for managing transitions, developmental tasks and work traumas: Concern, Control, Curiosity, and Confidence. Grounded in Savickas's career-construction theory.

Occupational interests in Holland RIASEC structure: 6 General Theme scales, 25 Basic Interest Area scales, 111 Occupational scales, plus administrative and non-occupational indices.

Perceived career-related barriers across 13 scales, including sex discrimination, lack of confidence, multiple-role conflict, conflict between children and career demands, racial discrimination, inadequate preparation, disapproval by significant others, decision-making difficulties, dissatisfaction with career, discouragement from non-traditional careers, disability and health concerns, job-market constraints, and difficulties with networking and socialisation.

Career beliefs and assumptions that can block career progress, across 25 scales grouped under five headings: my current career situation, what seems necessary for my happiness, factors that influence my decisions, changes I am willing to make, effort I am willing to initiate.

Career (occupational) commitment - one's attitude toward and motivation to remain in one's chosen vocation/occupation. Later elaborations distinguish affective, continuance, and normative career commitment.

Career indecision and its antecedents: a 2-item Certainty scale and a 16-item Indecision scale (capturing reasons for being undecided, e.g. lack of information, multiple interests, external barriers). A diagnostic of career-decision status.

Confidence in performing the tasks needed to make career decisions, across five career-choice competencies (Crites's model): Accurate Self-Appraisal, Occupational Information, Goal Selection, Planning, and Problem Solving.

A theory-based taxonomy of career-decision difficulties: 10 specific difficulties grouped into three clusters - Lack of Readiness (motivation, indecisiveness, dysfunctional beliefs), Lack of Information (about process, self, occupations, ways of obtaining information), and Inconsistent Information (unreliable information, internal conflicts, external conflicts) - plus a total score.

A multidimensional model of how individuals make career decisions, characterized simultaneously on ~11 dimensions (e.g. information gathering, information processing, locus of control, effort invested, procrastination, speed of final decision, dependence on others, desire to please others, aspiration for an ideal, willingness to compromise, using intuition), replacing the older typological 'decision-making styles'.

Career development attitudes and knowledge per Super's theory: Career Planning (CP), Career Exploration (CE), Decision-Making (DM), and World-of-Work Information (WW); composites for Career Development Attitudes, Career Development Knowledge, and Career Orientation Total; plus a Knowledge-of-Preferred-Occupation (PO) section.

The degree to which a person proactively develops their career by showing self-directed, future-oriented career behaviors (e.g. career planning, networking, skill development, seeking feedback, voluntary further training). Unidimensional summary of proactive career behavior.

The career-exploration process and its reactions/beliefs: process scales (Environmental Exploration, Self-Exploration, Number of Occupations Considered, Intended-Systematic Exploration, Frequency, Amount, Focus), three reactions (Satisfaction with Information, Exploratory Stress, Decisional Stress), and several exploration beliefs (e.g. employment outlook, certainty of outcomes, external/internal instrumentality).

Positive future-oriented career attitudes: Career Adaptability, Career Optimism, and Perceived Knowledge (of the world of work). The revised CFI-R adds dimensions such as negative career outlook and work/life balance.

Career maturity / career choice readiness: attitudes toward and competencies for career decision-making. The original (Crites) measured an Attitude Scale plus a Competence Test; the 2011 Form C reframes maturity as four C's (Concern, Curiosity, Confidence, Consultation).

Vocational interests across 14 COPSystem career clusters (8 areas - science, technology, outdoor, business, clerical, communication, arts, service - with professional and skilled levels). Part of the COPSystem triad with the CAPS (abilities) and COPES (work values).

Schein's career anchors - the self-perceived talents, motives and values a person will not give up: Technical/Functional Competence, General Managerial Competence, Autonomy/Independence, Security/Stability, Entrepreneurial Creativity, Service/Dedication to a Cause, Pure Challenge, and Lifestyle.

Career resources predicting career success across four categories and 13 factors: knowledge and skills (occupational expertise, job market knowledge, soft skills); environmental resources (organisational career support, job challenge, social career support); motivational resources (career involvement, career confidence, career clarity); career management behaviours (networking, career exploration, positioning behaviour, continuous learning).

Subjective career success: satisfaction with overall career progress toward goals for success, income, advancement, and skill development (an internally referenced career outcome, distinct from job satisfaction).

Dysfunctional career thinking that impedes career problem-solving and decision-making, per Cognitive Information Processing (CIP) theory: a Total score plus three construct scales - Decision-Making Confusion, Commitment Anxiety, and External Conflict.

Decent work as the centerpiece of Psychology of Working Theory (PWT): five components - physically and interpersonally safe working conditions, access to health care, adequate compensation, hours allowing free time and rest, and organizational values that complement family/social values.

Employability as a psycho-social construct (career identity, personal adaptability, social and human capital), operationalised through five first-order dimensions: openness to changes at work, work and career resilience, work and career proactivity, career motivation, work identity.

A self-scored career-guidance system on Holland's RIASEC model (with slightly different labels) integrating measured interests with self-rated abilities, work values, and school-subject preferences, then matching to career clusters.

Open, public-domain marker scales for Holland's RIASEC interests (and parallel Basic Interest Markers and self-efficacy markers), built to free researchers from copyrighted interest inventories. Includes the openpsychometrics 48-item RIASEC set widely used online.

Gender-fair vocational interests across 34 Basic Interest Scales (split into work roles and work styles) which factor into 10 General Occupational Themes; profiles link to educational and occupational clusters.

Activity-preference vocational interests scored to 6 Kuder Career Clusters (Outdoor/Mechanical, Science/Technical, Arts/Communication, Social/Personal Services, Sales/Management, Business Operations), plus 'Person Match' similarity to ~2,000 real employed adults' interest profiles.

Criterion-keyed occupational interests: respondent's interest pattern is compared to those of satisfied workers in specific occupations and college-major groups; scores expressed as Clifton/Lambda similarity coefficients.

Vocational needs and work values within the Theory of Work Adjustment: 20 work-need reinforcers (e.g. achievement, autonomy/independence, compensation, security, social service) grouping into 6 work values - Achievement, Altruism, Autonomy, Comfort, Safety, and Status.

Work motivation per self-determination theory with refined controlled-motivation structure: Amotivation, External regulation (split into Material and Social), Introjected regulation, Identified regulation, and Intrinsic motivation.

Three career constructs: Vocational Identity (clarity/stability of goals, interests and abilities - the well-validated 18-item core), plus brief Occupational Information and Barriers checklists. A quick screen of career-decision status in Holland's framework.

RIASEC vocational interests (Realistic, Investigative, Artistic, Social, Enterprising, Conventional) linked directly to the O*NET occupational database and Job Zones, supporting self-directed career exploration.

Work values from the Theory of Work Adjustment: Achievement, Independence, Recognition, Relationships, Support, Working Conditions; derived from 21 underlying work-need statements.

Occupational self-efficacy - a person's competence belief that they can successfully fulfil the tasks and challenges of their work role. Unidimensional (a generalized work-domain self-efficacy, distinct from task-specific self-efficacy).

Vocational interests on eight scales: Leadership, Organization, Altruism, Creativity, Analysis, Producing, Adventuring, Erudition; mappable onto the RIASEC and interest-circumplex frameworks.

Tracey's spherical model of interests and competence beliefs: 18 spherical scales organized on three dimensions - People/Things, Data/Ideas, and Prestige - subsuming and extending Holland's RIASEC hexagon. Yields 8 basic interest scales plus prestige-differentiated scales.

A way to assign Holland RIASEC codes to JOBS/positions (the environment side of Holland's theory) from the work activities, demands and rewards of a position - the environmental counterpart to person-side interest inventories.

Contemporary career-attitude orientations: Protean career (Self-Directed Career Management + Values-Driven) and Boundaryless career (Boundaryless Mindset + Organizational Mobility Preference).

Trait achievement motivation / drive to get ahead and work hard, conceived as a unidimensional achievement-orientation construct.

Occupational interests across 12 interest categories (outdoor, mechanical, computational, scientific, persuasive, aesthetic, literary, musical, social service, clerical, practical, medical).

The relative importance (salience) of five major life roles - Studying, Working, Community Service, Home and Family, and Leisure - across three components: Participation (what one does), Commitment (affective attachment), and Value Expectations (opportunity the role offers to realize one's values).

Holland's RIASEC vocational personality types via a self-administered, self-scored career intervention. Sections cover Aspirations, Activities, Competencies, Occupations and Self-Estimates; yields a 3-letter Holland summary code that the user matches to occupations via the Occupations Finder.

An individual's perceived ability to gain and maintain employment, spanning internal (personal) and external (labour-market/occupational and organizational) employability components.

Self-efficacy (confidence) for the six Holland RIASEC theme areas, designed to be interpreted jointly with measured interests (the confidence-plus-interest counselling model).

Vocational interests organized hierarchically: 6 General Occupational Themes (RIASEC: Realistic, Investigative, Artistic, Social, Enterprising, Conventional), ~30 Basic Interest Scales, ~260 Occupational Scales (criterion-keyed against employed people in each occupation), and 5 Personal Style Scales (work style, learning environment, leadership, risk-taking, team orientation).

Subjective career success across eight dimensions: Recognition, Quality Work, Meaningful Work, Influence, Authenticity, Personal Life, Growth and Development, Satisfaction.

Work values reflecting what people seek from work: 12 values scales (e.g. achievement, independence, prestige, income, security, altruism, creativity, variety, co-workers, supervision, work environment, lifestyle/way of life).

RIASEC vocational interests (ACT labels: Technical, Science, Arts, Social Service, Business Contact, Business Operations) built for sex-balance; results map to the ACT World-of-Work Map and occupational regions.

General life/work values a person seeks across life roles: 21 values (ability utilization, achievement, advancement, aesthetics, altruism, authority, autonomy, creativity, economic rewards, lifestyle, personal development, physical activity, prestige, risk, social interaction, social relations, variety, working conditions, cultural identity, physical prowess, economic security).

Vocational identity development via three processes (each with two subscales): Career Exploration (in-breadth, in-depth), Commitment (making, identification with), and Reconsideration (self-doubt, flexibility). Resolves six identity statuses (achieved, foreclosed, moratorium, searching moratorium, diffused, undifferentiated).

Holland's RIASEC vocational personality types plus 5 supplementary scales (Self-Control, Status, Masculinity/Femininity, Infrequency, Acquiescence). A personality-interest inventory operationalizing Holland's theory using reactions to occupational titles.

Meaningful work as a subjectively meaningful experience: Positive Meaning (in one's work), Meaning-Making through work, and Greater-Good Motivations (work benefiting a broader good).

Work motivation along the self-determination continuum: 6 subscales - Intrinsic Motivation, Integrated Regulation, Identified Regulation, Introjected Regulation, External Regulation, and Amotivation; supports Work Self-Determination Index calculation.

Stable individual differences in intrinsic and extrinsic motivational orientation toward work: Intrinsic Motivation (Challenge + Enjoyment) and Extrinsic Motivation (Outward/Recognition + Compensation). Central to Amabile's componential theory of creativity.