Karakoram International University Gilgit, Pakistan Department of Business Management Coursework Coversheet Assignment Number: (2) Assignment Title:

Research Report on Personality types and Critical Analysis of Hollands Job-Fit theory Date of Submission: June 27, 2012 Nature of Course work: Group Names: 1. 2. 3. 4. 5. 6. Class & Semester: Yasir Abbas Ezamullah Jamsheed Alam Saqib Karim Barkat Usman Muhammad Saleem (2009-KIU-088) (2009-KIU-022) (2009-KIU-035) (2009-KIU-070) (2009-KIU-018) (2008-KIU-049) Course Title: Organizational Behavior Course Leader : Sir Asadullah Due Date: June 28, 2012 Individual Group

[BBA(Hons) 7th Sec A]

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I declare that the attached submission is all my own work. I understand that plagiarising anothers work or knowingly allowing another student to plagiarise from my work is against the University regulations. For Marker

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TABLE OF CONTENTS
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1. 2.

Abstract...(2) Introduction....(3)
2.1. 2.2. 2.3. 2.4. 2.5. 2.6.

Realistic.(4) Investigative..(4) Artistic...(5) Social..(5) Enterprising..(6) Conventional.(6)

3. 4.

Literature Review...(7) Research Design..(9)

4.1. 4.2. 4.3. 4.4. 4.5. 4.6. 4.7.

Purpose of Study..(9) Type of Investigation..(10) Research Interference....(10) Unit of Analysis...(10) Sampling Design.(10) Sample Size.(10) Measurement and Measures..(11)

4.8. 5. 6. 7. 8. 9. 10.

Data Collection Method.(11)

Data Analysis and Findings.(12) Results of Data Analysis...(12) Findings and Conclusion .(19) Limitations(20) References..(21) Index (Questionnaire)..(22)

ABSTRACT Through this brief research by applying concepts determined by Holland in his Job fit theory the aim is to explore either this theory is practically implemented in practical workplace or not. In this

research by choosing sample from various departments of Gilgit region it is arbitrated that each employee/individual falls in which aspect of personality type /trait of Job-Fit theory driven by Holland and how their respective trait reveal impact on his/her job related responsibilities and performance, either he/she is satisfied or not, and his/her nature of job fits the recommended nature of job by Hollands job fit theory. Personality and different personality traits may have robust influence on the behavior of individuals regarded to their workplace and overall job performance. Different theories and researches already have been conducted on the personality traits/types and job performances, previous researches also helped to conduct this research.

2. INTRODUCTION: This short research is basically emphasis Hollands job fit theory. The ambition of this brief research his to explore the individuals personality type and either the personality type fits the nature of job occupied by person, and to know the impact of specific personality type/types on
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persons job related responsibilities and their job status in Organizations and different factors effecting the behavior of an employee towards his/her performance which may be a part of his/her personality trait like age, income, experience, marital status, culture, ethnicity etc. Job-Fit theory was introduced by a socialist namely Holland in USA. Personality job fit theory identifies six personality types: Realistic, Investigative, Social, Conventional, Enterprising, and Artistic, and proposes that the fit between personality type and occupational environment determines satisfaction and turnover. The theory is based on the notion of fit between an individual's personality characteristics and his or her occupational environment. Holland presents six personality types and proposes that satisfaction and the propensity to leave a job depend on the degree to which individuals successfully match their personalities to an occupational environment. The Job-Fit Theory attempts to construct the dimensions of personality that encompass all other minor personality traits. This theory has been used and helpful extensively to examine people and their ability to function within the organization. The theory argues that satisfaction is highest and turnover lowest when personality and occupation are in agreement. Social individuals should be in social jobs, conventional people in conventional jobs, and so forth (Robbin, 2011). A realistic person in a realistic job is in a more congruent situation than is a realistic person in an investigative job. A realistic person in a social job is in the most incongruent situation possible. The key points of this model are that:

There do appear to be intrinsic differences in personality among individuals. There are different types of jobs, and People in job environments congruent with their personality types should be more satisfied and less likely to voluntarily resign than should people in incongruent jobs.

Everyone has their unique pattern of feelings, thoughts and behaviors, which is formed by a fairly stable combination of personality traits As personality forms an inclination towards certain characteristic reactions in any given situation, personality traits/type are likely to influence attitudes and behavior also in context of performance expected and assumed by any individual within an organization. Hollands each personality type of job-fit theory is explained below.
(Careers. N Z, 2012) 5

2.1.

Realistic:

According to Holland realistic persons have following characteristics:

Area of Interest:

Like working mainly with hands making, fixing, assembling or building things, using and operating equipment, tools or machines. And often like to work outdoors.

Skills Required:

Using and operating tools, equipment and machinery, designing, building, repairing, maintaining, measuring, working in detail, driving, moving, caring for animals, working with plants. Occupations with practical components:

Pilot, farmer, horticulturist, builder, engineer, armed services personnel, mechanic, upholsterer, electrician, computer technologist, park ranger, and sportsperson. (Careers. N Z, 2012) 2.2.Investigative: According to Holland investigative persons may have following characteristics: Area of Interest:

Like to discover and research ideas, observe, investigate and experiment, ask questions and solve questions. Skills Required:

Thinking analytically and logically, computing, communicating by writing and speaking, designing, formulating, calculating, diagnosing, experimenting, investigating Occupations with practical components:

Science, research, medical and health occupations, chemist, marine scientist, forestry technician, medical or agricultural laboratory technician, zoologist, dentist, GP. (Careers. N Z, 2012)

2.3.Artistic: According to Holland artistic persons may have following characteristics: Area of Interest:

Like using words, art, music or drama to express yourself, communicate or perform or like to create or design things. Skills Required:

Expressing artistically or physically, communicating by speaking, writing and singing, performing, designing, presenting, planning, composing, playing, dancing Occupations with practical components:

Artist, illustrator, photographer, sign writer , composer, singer, instrument player, dancer, actor, reporter, writer, editor, hairdresser, fashion designer (Careers. N Z, 2012) 2.4.Social: According to Holland social persons may have following characteristics: Area of Interest:

Like working with people to teach, train, inform, help, treat, heal, cure, serve and greet. And are concerned for others well-being and welfare. Skills Required:

Communicating by writing and speaking, caring and supporting, training, meeting, greeting, assisting, teaching, informing, interviewing, coaching Occupations with practical components:

Teacher, nurse, counselor, police officer, social worker, salesperson, customer service officer, waiter, secretary. (Careers. N Z, 2012)

2.5.Enterprising: According to Holland enterprising persons may have following characteristics: Area of Interest:

Are like meeting people, leading, talking to and influencing others, encouraging others, working in business. Skills Required:

Selling, promoting and persuading, developing ideas, public speaking, managing, organizing, leading and captaining, computing, planning Occupations with practical components:

Salesperson, lawyer, politician, accountant, business owner, executive or manager, travel agent, music or sports promoter (Careers. N Z, 2012). 2.6.Conventional: According to Holland conventional persons may have following characteristics:

Area of Interest:

Like working indoors and at tasks that involve organizing and being accurate, following procedures, working with data or numbers, planning work and events.

Skills Required:

Computing and keyboarding, recording and keeping records, paying attention to detail, meeting and greeting, doing calculations, handling money, organizing, arranging, working independently.

Occupations with practical components:

Secretary, receptionist, office worker, librarian, bank clerk, computer operator, stores and dispatch clerk (Careers. N Z, 2012)

3. Literature Review: Numerous researches have been conducted on personality & personality traits, many psychologists and different management theorists contributed their efforts to explore individuals personality traits and their impacts on the workplace. Twenty years ago, organizations were concerned with personality primarily because they wanted to match individuals to specific jobs. That concern still exists. But, in recent years, interest has expanded to include the individual-organization fit. Why? Because managers today are less interested in an applicant's ability to perform a specific job than with his or her flexibility to meet changing situations. Personality is reflection of behavior, whatever human beings do in a persistent fashion that is known as personality. Though behavior differs from situation to situation i.e., behavior at the workplace may differ from behavior at home, yet people do not differ in their dominating style. This means that people who tend to relate well with their families prefer to be in jobs which require them to have interaction with others, people who are less conversational prefer to be in jobs which require individual concentration on work. Different traits have been identified as conducive to success in different professions. (Lawrence K. Jones, nd.) Anon (2010) says that Holland found that people needing help with career decisions can be

supported by understanding their resemblance to the following six ideal vocational personality types: Realistic (R) Investigative (I) Artistic (A) Social (S) Enterprising (E) Conventional (C) Work settings can also be categorized by their resemblance to six similar model work environments. Because people search for environments that allow them to express their interests, skills, attitudes and values, and take on interesting problems and agreeable roles, work environments become populated by individuals with related occupational personality types. CareersNz (n.d) says that people prefer jobs where they can be around others who are like them. They search for environments that will let them use their skills and abilities, and express their attitudes and values, while taking on enjoyable problems and roles. Behavior is determined by an interaction between personality and environment. Researchers generally describe personality in terms of trait. A trait is a learned tendency of an individual to react as he has more or less successfully done in the past in similar situations, when
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similarly motivated. Motivation prompts all behavior in order to satisfy various needs (Shartle, 1953). Researchers over different timeframes have concluded that people with high power need reported more satisfaction in power related jobs. Landy(1978) discovered that people with high power needs are likely to be found in managerial jobs and leadership positions, that require them to exert influence over others. Similar results have been reported by McClelland (1961). According to him graduate students who showed a high need for achievement, after ten years of graduation, were more likely to be found in entrepreneurial occupations than those who had shown a low need for achievement. Similarly, later researchers like Condly and Viswesvaran (2000) and Watson et al. (2002) concluded that people with the trait of conscientiousness, extraversion or emotional stability are happier at work. However, Maslach et al (2001) reported that turnover was common among those who report more stress and burnout on their jobs. Hulin (1991) argued that personality affects job satisfaction but through the mediation of working conditions. Job satisfaction is basically a reaction to working conditions. Working conditions could be improved to increase job satisfaction without manipulating the personality variables (Cook et al., 1995). The results of meta analysis of stabilities in job satisfaction done by Dormann and Zapf (2001) concluded that personality factors play an important role leading to job satisfaction. Judge et al. (2002) maintained that job satisfaction is largely determined by personality traits. On the basis of disposition, people view their job characteristics differently, a positively disposed person views his job as enriching and interesting and is more satisfied with his jobs, whereas, negatively disposed individuals generally focus on the negative aspects of the job and are less satisfied. This is supported by Weiss and Cropanzano, 1996). Most of the recent researchers focus on matching individuals to organizations. For example, people high on openness to experience fit best in organizations with high emphasis on innovation, agreeable people work better in supportive environment (LePine et al, 2001). This congruence between personality and organization results in increased levels of well being and decreased levels of stress and turnover (Lovelace and Rosen, 1996).
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4. Research Design: As mentioned above that this research is not a detailed and comprising long explanations oriented research like research thesis. But actually by conducting this short research we want to anticipate within the organizational setup the person/individual lies on which personality type/types, and so we can easily critic his personality trait with his achievements and job related performances. So we have designed our research by keeping the concepts of personality Hollands Job-Fit theory and the performance of the employees within any organizations. Before going to further details we want to mention some research methods and techniques we have used to conduct our research which are as under 4.1.Purpose of study: Researches may have several purposes of study like explanatory, problem solving and exploratory as well. But here our purpose of study is to explore the personality type of individual and relate with his/her respective nature of job and overall the performance and motivation of individuals within the organizations so our research focuses on the exploratory type of study.

4.2.Type of Investigation: Mostly researches have different types of investigations according to the existing problem/study on different variables including causal relation, correlation type of investigation and group differences; here our type of investigation is correlation because we want to know how the personality traits are related with job nature and performance in order to achieve personal and organizational goals. 4.3.Research Interference: Typically researches may have three type of interferences; Minimal, manipulation and, simulation. This brief research has minimal interference because there is no need to make any artificial type of environment; research has done under natural environment within or outside the individuals workplace.
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4.4.Unit of Analysis: There are several units of analysis used in researches which are; Individuals, Dyads, Groups, Organization, Machines. By doing our research we have focused on individuals as unit of analysis and so we have filled our questionnaire by individual employees. 4.5.Sampling Design: Many researches have their own sampling designs on the basis of the scope of research. We have used cluster sampling in which data is taken by making chunks of population/organization and within organization different departments then we applied random sampling on these chunks and randomly select the individuals/respondents from those specific departments. 4.6.Sample Size: This is not a research thesis so we have limited our sample size and made it specific to some employees and some faculty members of Karakoram International University and some other organizations within Gilgit region. 4.7.Measurement and Measures: To measure the collected data accurately some measurement variables and techniques are used which are useful to interpret and drawing the conclusion about data some measurement techniques and variables used in researches are; Operational definition, Items, Scaling, Categorizing, Coding etc. We have conduct our research through close ended questionnaire by using items, scaling and coding the format of our measurement technique is as follows:

It ems/ Personality Type Realistic Investigative Artistic

Strongly Disagree Code=1 Code=1 Code=1

Disagr ee Code=2 Code=2 Code=2

Neu tral Code=3 Code=3 Code=3

A gree Code=4 Code=4 Code=4

Strongly Disagree Code=5 Code=5 Code=5

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Social Enterprising Conventional

Code=1 Code=1 Code=1

Code=2 Code=2 Code=2

Code=3 Code=3 Code=3

Code=4 Code=4 Code=4

Code=5 Code=5 Code=5

4.8.Data Collection Method: There are three primary data collections methods which are commonly used while conducting any sort of research including Interviewing, questionnaire, and observation. Interviewing and observations are mostly used in long research whether for short researches the questionnaire is applicable. But questionnaire may also have two types one is open ended and another is close ended but open ended questionnaire may have several demerits so close ended questionnaire is preferable. So for this fleeting research e have designed closed ended questionnaire and filled with some faculty members and employees of Karakoram international university and some other professionals from different organizations and departments of Gilgit region. 5. Data Analysis: Different sort of techniques, tools and recently softwares have been designed to analyze data. After meeting and filling questionnaire with individuals we have collected some qualitative and quantitative data/information about the respondents individual personality traits and then data and information is interpreted by considering their age, marital status and many other factors, the main focus of our interpretation is their personality type and relates it with Hollands Personality Job-Fit theory. The software used for analysis of useful data is namely SPSS which is the most reliable software used in researches. Results of the data analysis are as follows:
6. Results of Data Analysis and Findings:

Analysis of the data have bare a number of interesting findings about personality, and have allowed us to identify some major patterns in individuals personalities. For example, conflicting to the prevailing view, different findings suggest that personality is not set like plaster at age 30; instead it continues to change, with the exact pattern of change depending on the trait. The aim of this research is not to talking about generalizations here, and these generalizations don't apply to all
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people. To illustrate, consider the generalization that men are generally taller than women. This does not mean that every man is taller than every woman. Instead, it means that, on average, men are taller than women. This same logic applies to the feedback that is given on this research. Even though, on average, peoples personality may change as they get older, not everyone follows this pattern. After distributing the questionnaire we have got numerous types of results from respondents, with the help of the measurement technique we characterized each personality type in terms of percentage of each types attributes. As mentioned above different sorts of tools and softwares are used for analyze useful data/information. But the most reliable and valuable software use to analyzing the data is SPSS. So the collected data from the respondents is process with the help of SPSS software to know the statistics and related frequencies shown in tables and charts which are then interpret accordingly.

Realistic:

The questionnaire designed for realistic type of personality contains numerous nature of questions through which it is easily recognizable what percentage of our sample lies in either which aspect of scaling (i.e., either fall in this type or may be neutral or disagree to fall in this type) and then we have compared the persons personality type with job-fit theory accordingly. The results shows that 40% of the sample are strongly disagree to fall in this personality type and 40% just disagree and only 20% of population is agree, it means only 20% of the sample has the realistic personality trait. But some respondents illustrate that they are fall in more than 1 personality type of job-fit theory at the same time. Among respondents having this personality type have contradict ideas and feelings about their job one of them lies in realistic personality type as well but his nature of job is different and his ideal career also contradicts the theory but another respondent shows his satisfaction with his job and so the theory is matched for him. So the respondents who have the realistic personality type matched the theory with their job and there are some contradicts as well. The respondents having this personality type have relatively low age than others.

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Having Realistic Personality Type Cumulative Frequency Percent Valid Percent Valid strongly disagree disagree agree strongly agree Total 4 4 1 1 10 40.0 40.0 10.0 10.0 100.0 40.0 40.0 10.0 10.0 100.0 Percent 40.0 80.0 90.0 100.0

Investigative:

The questionnaire designed for investigative type of personality also contains numerous nature of questions through which it is easily identifiable what percentage of our sample lies in either which aspect of scaling (i.e., either fall in this type or may be neutral or disagree to fall in this type) and then we have compared the persons personality type with job-fit theory accordingly. The results shows that 50% of the sample are disagree to fall in this personality type and 30% neutral and only 20% of population is agree, it means only 20% of the sample has the investigative personality type. Among the 20% or 2 respondents, one respondents questionnaire illustrate that he has social type personality type at the same time. Among respondents having this personality type also have contradict ideas and feelings about their job one of them lies in social personality type as well but his nature of job is different and his ideal career also contradicts the theory but another respondent also shows his dissatisfaction with his job and so the theory does not matched for them. So the respondents who have the investigative personality type does not matched the theory with their job and there are some contradicts as well.

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Having Investigative Type of Personality Cumulative Frequency Percent Valid Percent Valid disagree neutral strongly agree Total

Percent 50.0 80.0 100.0

5 3 2 10

50.0 30.0 20.0 100.0

50.0 30.0 20.0 100.0

Artistic:

The questionnaire designed for realistic type of personality also contains numerous nature of questions through which it is easily recognizable what percentage of our sample lies in either which aspect of scaling (i.e., either fall in this type or may be neutral or disagree to fall in this type) and then we have compared the persons personality type with job-fit theory accordingly. From the respondents no one has the artistic type of personality in sample; either some respondents job nature fits with this personality type and they are satisfied as well so we can say that this approach contradicts the job fit theory the result is shown in the table below accordingly.

Having Artistic Personality Type Cumulative Frequency Percent Valid Percent Valid strongly disagree disagree neutral Total 3 5 2 10 30.0 50.0 20.0 100.0 30.0 50.0 20.0 100.0 Percent 30.0 80.0 100.0

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Social:

The questionnaire designed for realistic type of personality also contains numerous nature of questions through which it is easily predictable what percentage of our sample lies in either which aspect of scaling (i.e., either fall in this type or may be neutral or disagree to fall in this type) and then we have compared the persons personality type with job-fit theory accordingly. Most of our sample falls under this type of personality and also they are related to the jobs that are similar to their personalities except Saleem who is working in the WAPDA as electrician and he is fully satisfied due to the salary, personnel/coworkers and supervisor although is personality type does not match with his congruent job on the other hand social people being in the related jobs despite that they are not fully satisfied with their jobs so. We can say that whole satisfaction does not mean that the personality matches with the nature of job but also depends upon the whole organizational set up.

Having Social Type of Personality Cumulative Frequency Percent Valid Percent Valid disagree neutral agree strongly agree Total 1 4 1 4 10 10.0 40.0 10.0 40.0 100.0 10.0 40.0 10.0 40.0 100.0 Percent 10.0 50.0 60.0 100.0

Enterprising:

The questionnaire designed for Enterprising type of personality also contains numerous nature of questions through which it is easily recognizable what percentage of our sample lies in either which aspect of scaling (i.e., either fall in this type or may be neutral or disagree to fall in this type)
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and then we have compared the persons personality type with job-fit theory accordingly. According to Holland enterprising type of people should go for the professions/jobs like sales person, managers, bank president, real state agents etc and our data shows that most of such personality type people are in the jobs/professions that are best fit to their personality and so they are performing well in their workplace and satisfied with jobs so we endorse this theory.

Having Enterprising Type of Personality Cumulative Frequency Percent Valid Percent Valid disagree neutral agree strongly agree Total 3 2 2 3 10 30.0 20.0 20.0 30.0 100.0 30.0 20.0 20.0 30.0 100.0 Percent 30.0 50.0 70.0 100.0

Conventional:

The questionnaire designed for Conventional type of personality also contains numerous nature of questions through which it is easily recognizable what percentage of our sample lies in either which aspect of scaling (i.e., either fall in this type or may be neutral or disagree to fall in this type) and then we have compared the persons personality type with job-fit theory accordingly. The results acquired from the questionnaire show that out of ten people there are only 2 persons fall in conventional type of personality Mr.Irshad who is currently working in Police department as Senior Accounts Officer and is of conventional type of personality because he is good at working with records and numbers in a systematic and orderly way on inquiring his satisfaction, he

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commented that he is delight with his job, when we relate it to the Hollands theory it can be concluded ,his satisfaction level is high because of the profession he chosen is similar to his personality type that lead him to successful and satisfied. And another is Rehmat Nawaz, teacher in Kashrote High School having investigative type of personality, on analyzing his satisfaction level according to Hollands theory he was to be in the investigative job/workplace but he lies in the work-environment of a social personality type and he is satisfied with his job due to salary and period of work, So, there arise variance Job-fit theory. Having Conventional Personality Type Cumulative Frequency Percent Valid Percent Valid strongly disagree disagree neutral strongly agree Total 2 4 2 2 10 20.0 40.0 20.0 20.0 100.0 20.0 40.0 20.0 20.0 100.0 Percent 20.0 60.0 80.0 100.0

7. General Findings and Conclusion:

After conducting this brief research the finding shows contradicts among different personality types and personality job fit theory, there were some similarities as well. Four different situations are being faced after the analyses of data/information: Most of the respondents are having more than one personality type and their job nature also fits the theory and are satisfied to some extent, while some respondents nature of job is against the job fit theory but still they
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are satisfied, on the other hand some respondents job nature is matched with their personality type but are dissatisfied, and the personality type of some respondents matches their respective nature of job but they are dissatisfied. There are some other factors behind the satisfaction and dissatisfaction levels of their job are also being observed which are:

The age factor also influences the satisfaction and dissatisfaction level, youngers have relatively high turnover ratio as compared to elders, and so youngers are dissatisfied than old aged respondents.

Another factor involves the income level of the respondents, individual having relatively high salaries show their satisfaction level and respondents whose income is not so high are dissatisfied.

Work environment factor and working condition also influenced the satisfaction and dissatisfaction level of respondents.

Some respondents explored their satisfaction or dissatisfaction level on the basis of their respective supervisors and colleagues.

8. Recommendations: After findings and conclusion, it is strongly suggested that individuals have to chose their jobs with respected to their personality as described by Holland in his personality job-fit theory. At its simplest, this theory proposes that "Birds of the same feather flock together." In other words, people like to be around others who have similar personalities. In choosing a career, it means that people choose jobs where they can be around other people who are like them. By practically implementing this theory in workplace the satisfaction level of employees may high that results to expect better performance by individuals, so it also decrease the employees turnover ratio. 9. Limitations:

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The limitations of present research are that the study was conducted on a limited sample, since medical representatives and insurance agents and other professionals are in the field; it was not possible to access them easily.

The study included only personality variables as a correlate of job satisfaction. If some other variables like working conditions, intrinsic factors and some positive psychological attributes had been studied, the resultant picture would have been clearer.

The limited resources are also sign of limitation for this research.

References:

Robbin, 2011. Job-Fit theory. [Online] Available at: <http://www.prenhall.com/managementzone/robbinsob9/page12.html> [Accessed 18 June, 2012]

Anon (2010), Holland occupational personality type. [Online] Available at: <http://stlinusonlineinstitute.com/yahoo_site_admin/assets/docs/holland_occupational_type s.259191003.pdf> [Accessed 18 June, 2012]

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Career.NZ, 2012. Hollands theory of career choice. [Online] Available at: <www.careers.govt.nz> [Accessed 18 June, 2012] Lawrence K. Jones, nd. Holland's Theory of Career Choice and You. [Online] Available at:<http://www.careerkey.org/asp/your_personality/hollands_theory_of_career_choice.html >[Accessed 18 June, 2012]

Shartle, C.L,(1952) Occupational Information, 2nd ed. New York ,Prentice Hall McClelland and DC.(1961). The Achieving Society. New York, Van Norstrand. Landy, E.J.(1978) Opponent Process Theory of Job Satisfaction, Journal of Applied Psychology.1978,63.533-547. Judge T.A., Heller D. & Mount M.K. (2002) Five-factor model of personality and job satisfaction: a meta-analysis. Journal of Applied Psychology. Jenkins, s.r. & Maslach, C.(1994) Psychological Health and Involvement in Interpersonally Demanding Occupations: A Longitudinal Perspective, Journal of Organizational Behavior.

Cook, J. R. and Brown, B. L. (1995 ... presented in Division 14 (SIOP) at the OneHundred and Twelfth Annual Convention... Paper presented at the Eightieth Annual Convention

Hulin,C.L (1991) Adaptation, Persistence, and Commitment in organizations. In Handbook of Industrial and Organizational Psychology, vol2, Dunnette MD. Hough Lm (eds) Consulting Psychologists Press: Palo Alto.

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