I.1Holland’s Hexagonal RIASEC Structure
1.1A Theoretical Framework of Trait-Situation Interest Dynamics
2.1Top six “stay factors.” Reprinted from, What Keeps You: A White Paper About Engaging and Retaining Talent (www.keepem.com/pdf/WKY_2014_pdf), with permission from Beverly Kaye, Sharon Jordan-Evans and Career Systems International
6.1Interests Permeate the Education and Employment Cycle
7.1Integrating the RIASEC Interests with Pathways to Meaningful Work
7.2Role of Organizations in Fostering Work Meaningfulness via Interest Profiles
8.1Theoretical model on the role of interests for understanding retirement
10.1Relationship of Interest Diversity to Unit Level Outcomes
12.1The social cognitive model of how basic career interests develop over time. Adapted from Lent, Brown, and Hackett, 1994
12.2Transactional Model of Person-Environment Fit
13.1Correlations (with 95% confidence intervals) between AFQT scores and Hands-on Job Performance (HOJP) scores at 8 job experience intervals. Dashed lines are 95% confidence intervals; adjacent values are sample sizes. Data from Joint-Service Job Performance Measurement/Enlistment ( JPM) Standards Project (N = 10,088). Adapted with permission of Oxford from Hambrick, Burgoyne, and Oswald (in press)
13.2Instantiation of Multifactorial Gene-Environment Interaction Model (MGIM) of expertise (Ullén, Hambrick, & Mosing, 2016). Adapted with permission of Routledge from Hambrick, Campitelli, and Macnamara (2017)