The goal of occupational health psychology (OHP) is to improve the quality of work life, and to protect and promote the health of workers and of their families. OHP is interdisciplinary, involving most areas of psychology and drawing upon fields such as public health, sociology, medicine, and industrial engineering. OHP is typically characterized as having
Occupational information is one of the major components needed to make effective career decisions. Occupational information refers to the collection of details about occupational and educational opportunities. Gathering and using occupational information is essential if an individual is to select options that fit his or her interests, values, aptitudes, and skills. Occupational information can include
The Dictionary of Occupational Titles (DOT) was originally developed in 1939 by the U.S. Employment Service (USES) as a means to organize occupational information into one volume using a standardized format. It was produced to assist with job placement, employment counseling, and labor market estimations; the latest edition was published in 1991. With each revision
The Career Occupational Preference System (COPSystem) is a coordinated career guidance program consisting of three assessment instruments all keyed to eight major career clusters. The three assessment components are the COPSystem Interest Inventory (COPS), the Career Ability Placement Survey (CAPS), and the Career Orientation Placement and Evaluation Survey (COPES) and their accompanying interpretive materials. Interpretation
The occupational card sort is a technique used by career counselors to assist persons who are unclear about their present or future vocational choice. It accomplishes this by (1) increasing the range and quality of information about self and about specific occupations, (2) expanding or narrowing the range of occupations being considered, and (3) encouraging
For many individuals and for a long time, occupational choice has been seen as the goal of career development. Theory and practice focused on either occupational choice or career development, but more recently these have been integrated into more complex conceptions of career. Historically, occupational choice is a comparatively new phenomenon. Up until the twentieth
The inclusion of prestige as part of interest assessment is not a new phenomenon but has gained increasing attention over the past few years. As a construct, prestige encompasses level of aspiration, level of training, preference for public recognition and esteem, desire for high income, occupational level, responsibility, and socioeconomic status. Prestige may also reflect
For more than a century, people who study work, occupations, and society more generally have been interested in what distinguishes a profession from an occupation and how an occupation becomes a profession. Over time, theorists have provided different answers to these questions and proposed different processes of occupational professionalization. What underlies all of the theories
Police occupational socialization is the process whereby individuals learn to be fit for performing police work by becoming aware of organizational and occupational practices, internalizing them, and carrying them out as participating members of their work group. Learning takes place through three social phases: pre-entry, entry, and in-service. This sequence involves individuals making a choice
The Hall Occupational Orientation Inventory (HALL), first published in 1968, was developed by Lacy G. Hall to provide a more complete assessment of work-related personality variables than do the extant standardized interest inventories. Hall based the development of this inventory on the humanistic personality need theory elaborated by Abraham Maslow and adapted by Anne Roe