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PERSONALITY CHARACTERISTICS OF COUNSELING STUDENTS AT A - page 49 / 135

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consider the characteristics of the person and the characteristics of a job (deJong, Van der

Velde, & Jansen, 2001). It has been suggested that the administration of a Five-Factor

personality measure could help tailor the delivery of career counseling services more

appropriately (Lounsbury et al., 1999). A Five-Factor personality measure may assist the

person in a career search to discover his or her strengths and weaknesses and thereby

ensure more successful workplace functioning (Hammond, 2001). This conclusion is also

supported by Costa, McCrae, and Kay (1995) who have pointed out that there can be a

conflict between a person’s interests and a person’s abilities. Fitting the person to the

place is likely to benefit both employee and employer (Schneider, 1987). Research

supports the importance of understanding the association that personality traits and

classes of vocational interests can have with one another, but correlations between a

person’s interest and personality differences are not high enough to substitute one for the

other (Gottfredson, Jones, & Holland, 1993). Costa, McCrae, and Kay (1995) have

argued that personality data can assist in helping a person to make more realistic career

choices.

Career success has been defined “…as the positive psychological or work-related

outcomes or achievements one has accumulated as a result of one’s work experiences” ¶4

(Judge, Cable, Boudreau, & Bretz, 1995). In order to give career success greater clarity,

Judge et al., (1995) and Judge, Higgins, Thorensen, and Barrick, (1999) have considered

it helpful to evaluate career success from the viewpoint of extrinsic or intrinsic

components. Extrinsic components would be visible factors such as the size of salary and

promotions. Intrinsic components would be factors such as feelings of accomplishment

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