Test Bank for Career Theory and Practice Learning Through Case Studies, 4th Edition, Jane L.

Test Bank for Career Theory and Practice Learning

Through Case Studies, 4th Edition, Jane L. Swanson
Nadya A. Fouad

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 Swanson, Career Theory and Practice, 4e
SAGE Publishing, 2020

Chapter 6: Testing and Assessment

Test Bank

Multiple Choice

1. The most frequently assessed construct in career counseling is ______.

A. interests
B. values
C. needs
D. abilities
Ans: A
Cognitive Domain: Knowledge
Answer Location: Interests
Difficulty Level: Medium

2. Collaborative assessment is both idiographic and ______.

A. driven by clinician need
B. driven by client need
C. data-driven
D. expert-oriented
Ans: B
Cognitive Domain: Knowledge
Answer Location: The Use of Assessment in Career Counseling
Difficulty Level: Medium

3. The first step in assessment is to determine what ______.

A. the client’s interests
B. the validity of the assessment
C. the purpose of the assessment
D. the amount of time available for the assessment
Ans: C
Cognitive Domain: Knowledge
Answer Location: Purpose of Assessment
Difficulty Level: Easy

4. Test validity refers to ______.

A. how reliable the test is
B. whether the test measures what it intends to
C. how many individuals were in the norming group
D. how secure the test is
Ans: B
Cognitive Domain: Knowledge
Answer Location: Validity
 Swanson, Career Theory and Practice, 4e
SAGE Publishing, 2020

Difficulty Level: Easy

5. Amy develops a career test to measure a person’s interest in teaching. She gives the
test to Marcus whose scores indicate he is highly interested in teaching. She
readministers the test to Marcus 1 month later, and this time Marcus’s score indicates
he is highly disinterested in teaching. One month later, she readministers the test, and
Marcus’s scores indicate his interests in teaching are neutral. Amy is beginning to
question the test’s ______.
A. norms
B. reliability
C. concurrent validity
D. criterion-related validity
Ans: B
Cognitive Domain: Application
Answer Location: Reliability
Difficulty Level: Medium

6. Career assessments can generally be divided into two broad categories: ______.
A. individual differences and cultural factors
B. cultural factors and educational attainment
C. family factors and economic factors
D. individual differences and the career-development process
Ans: D
Cognitive Domain: Knowledge
Answer Location: Types of Assessment
Difficulty Level: Medium

7. The Strong Interest Inventory is considered a measure of ______.

A. interests
B. abilities
C. aptitude
D. formal education
Ans: A
Cognitive Domain: Knowledge
Answer Location: Strong Interest Inventory
Difficulty Level: Easy

8. The Minnesota Importance Questionnaire and the Work Importance Profiler measure
______.
A. interests
B. abilities
C. client needs and values
D. aptitude
Ans: C
Cognitive Domain: Knowledge
Answer Location: Needs and Values
 Swanson, Career Theory and Practice, 4e
SAGE Publishing, 2020

Difficulty Level: Medium

9. Which of the following is a general guideline for interpreting career assessment?

A. Assessment is conducted for the benefit of the client’s employer.
B. Clinicians should be well-versed in the statistical underpinnings of the assessment
instruments.
C. Assessment results should be presented as factual and clinical truth.
D. Clinicians should discourage client reflection as clients may lack appropriate self-
knowledge.
Ans: B
Cognitive Domain: Knowledge
Answer Location: General Guidelines for Interpreting Career Assessment
Difficulty Level: Medium

10. A ______ is a visual representation of some set of connections in a client’s life.

A. qualitative assessment
B. genogram
C. personality assessment
D. family tree
Ans: B
Cognitive Domain: Knowledge
Answer Location: Other Types of Assessment
Difficulty Level: Easy

11. Which of the following is NOT a set of scales on the Strong Interest Inventory?
A. occupational
B. personal style
C. interests
D. educational
Ans: D
Cognitive Domain: Knowledge
Answer Location: Strong Interest Inventory
Difficulty Level: Medium

12. Personality is less frequently assessed than other constructs in career counseling
because ______.
A. personality is unimportant in career counseling
B. personality cannot be measured as effectively as interests or values
C. most objective measures of personality focus on deviance or pathology and are of
little value to career counseling
D. personality can only be measured with projective tests
Ans: C
Cognitive Domain: Knowledge
Answer Location: Personality
Difficulty Level: Medium
 Swanson, Career Theory and Practice, 4e
SAGE Publishing, 2020

Essay

1. Amanda and Johnny are a dual-career couple who each seek career counseling
independently. Johnny is considering making a job change as he is concerned about
earning sufficient money for his children’s education and current living expenses. He
has worked for 10 years as a supervisor in manufacturing. Amanda has been staying at
home with their two children but has recently decided to return to work. She last worked
as a grocery store clerk approximately 7 years ago. She states that she has no idea
what she wants to do, but that she just wants to earn a little money for “extras.” For
each of them, select two assessments you would give, and justify your selections.
Ans: Johnny seems to be motivated to earn more money. In this vignette he does not
express dissatisfaction with the work he has done for 10 years, so he may be able to
increase his income by moving to a more senior leadership position within the same
industry. It would be worthwhile to offer him an interest inventory, such as the Strong
Interest Inventory, to clarify his career interests if he is considering moving to a different
field. In addition, the information he would gain from the Personal Style Scales might
help him, particularly the Leadership Style Scale, which measures a person’s interest in
taking charge of others. There are other interest inventories he could take, including the
Interest Profiler Short Form, but he would not be able to have information from some of
the Personal Style Scales present in the Strong Interest Inventory Scale. Johnny could
also take the Minnesota Importance Questionnaire to obtain a better understanding of
his needs and values. While he expresses a value in earning more money, it is possible
other values are also present, but less critical at the moment. By examining his values,
Johnny could discover that he is enjoying the expression of some values in his present
job that he would not want to sacrifice in pursuit of another value. Another possibility for
Johnny is the Work Importance Profiler, which he could not take online, but would be
available to a counselor who downloaded the software from the O*Net website. This
instrument summarizes the importance of six values and ranks them. Individuals can
then view occupations that are aligned with the needs expressed and the level of
preferred educational background. If Johnny did not want to pursue additional training,
this may be a good option for him. Finally, Johnny could take the Skills Confidence
Inventory, which is designed to be used with the Strong Interest Inventory. This scale
measures a client’s confidence in pursuing tasks associated with the six General
Occupational Themes identified in the Strong.
Amanda could also benefit from an interest inventory like the Strong Interest Inventory,
as she says she does not know what she would like to do. It sounds like her career
direction is less critical to her, however, and that she may view work as an opportunity
to have additional money to cover extra life expenses. Still, given her uncertainty as to a
career direction, an interest inventory would be in order. She may also benefit from a
personality inventory, such as the Myers-Briggs Type Indicator, which would help her
think about which careers align with her personality preferences. She could also profit
from examining her skills through the Skills Confidence Inventory (SCI), the Kuder Skills
Assessment, or the ACT’s Inventory of Work-Relevant Abilities.
Cognitive Domain: Application
Answer Location: Types of Assessment
Difficulty Level: Hard
Test Bank for Career Theory and Practice Learning Through Case Studies, 4th Edition, Jane L.

Swanson, Career Theory and Practice, 4e

SAGE Publishing, 2020

Visit TestBankBell.com to get complete for all chapters