Abstract
Predictive validity (including hit rates, kappa coefficients, and chance expectancy rates) between standard scoring and person matching was compared by gender based upon ex post facto data collected on 5143 medical students who had taken a career interest inventory and entered their medical residency. Hit rate accuracy for person matching with females and males in this study was lower than standard scoring. However, person matching demonstrated greater gender balancing in first match hit rates. Additionally, person matching increased career interest inventory validity over standard scoring as it has the greater ability to a) differentiate between and b) assign to specific occupational groups for females and males. Furthermore, person matching has the potential to offer female and male test takers the ability to receive narrative career data, which could improve the career decision making process over the scoring reports of career interest inventories using standard scoring.
Highlights
Career interest inventories are utilized annually by thousands of people in the US as the foundation for making career decisions (Donnay, 1997)
Hypothesis 1 suggested that hit rates by gender for person matching would be equal between genders and unequal between genders for standard scoring when using the Medical Specialty Preference Inventory-Revised with medical students
Hypothesis 2 suggested hit rates for females would be higher for person matching as compared to female hit rates for standard scoring when using the Medical Specialty Preference Inventory-Revised with medical students
Summary
Career interest inventories are utilized annually by thousands of people in the US as the foundation for making career decisions (Donnay, 1997). Research has demonstrated that gender differences are minimal to absent for most psychological variables in the US (large gender difference exceptions include motor behaviors such as throwing distance and some aspects of sexuality; moderate gender differences in aggression) (Hyde, 2005). Concerns exist that career interest inventories demonstrate gender differences in hit rates (Su et al, 2009; Hackett & Lonborg, 1993; Wetzel et al, 2012; Einarsdóttir & Rounds, 2009). Hit rates are operationally defined as an exact match between the individual’s chosen occupation and the occupation suggested by the psy-. Gender Differences in the Validity of Career Interest Inventories.
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