2003 IMTA Proceedings - International Military Testing Association

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156 Does Military Personnel Job Performance in a Digitized Future Force Require Changes in the ASVAB: A comparison of a dynamic/interactive computerized test battery with the ASVAB in predicting training and job performance among airmen and sailors. Ray Morath, Brian Cronin, & Mike Heil, Caliber Associates In the late 1990’s a team or researchers developed, as part of an award-winning project (SIOP Scott-Meyers Professional Practices Award, 1999), a battery of dynamic, interactive/computerized tests that is currently being used to select air traffic controllers; This battery of tests is known as the air traffic selection and training (AT-SAT). An empirical validation study using a concurrent sample of over 1,000 job incumbents found that the AT-SAT to have possess high predictive validity as well as high face validity. The AT-SAT was designed to measure the cognitive, perceptual, and psychomotor abilities critical to the air traffic control job, however, it has been found that many of these same cognitive, perceptual, and psychomotor abilities have also been identified as important for military officer, non-commissioned office, and enlisted personnel performance (Campbell, Knapp, & Heffner, 2002; Horey, Cronin, Morath, Franks, Cassella, & Fallesen, in press; Noble & Fallesen, 2000; Rumsey, 1995). Our team of researchers has recently created a parallel form of the original AT-SAT and is conducting an equating study to ensure that the new form is of equivalent difficulty and complexity and measures the same performance domains as the original battery. This equating study involves collecting data from approximately 1,500 Air Force and Navy personnel who have recently completed boot camp and are about to enter technical training programs for their assigned MOS. Our study will compare airmen and sailor scores on the AT-SAT battery to their scores on the ASVAB and will also investigate the ability of the AT-SAT to predict variability in training and job performance that is unique from that already predicted by the ASVAB. Our paper will present the research methodology for creating and validating the AT-SAT and will present data regarding the correlations of the various sub-tests with multiple dimensions of air traffic controller performance. We will also present data linking the AT-SAT to individual cognitive, perceptual, and psychomotor abilities required by air traffic controllers and discuss how many of these abilities are required not only within various technical jobs, but also across officers, NCOs, and enlisted personnel. Finally, we will discuss the influence of digitization on military performance requirements—specifically within the areas of technical training performance and tactical and technical performance, and the need for new, dynamic and interactive methods, such as the AT-SAT, of measuring the abilities associated with these changing requirements. Campbell, R. C., Knapp, D. J., & Heffner, S. T. (2002). Selection for leadership: Transforming NCO promotion. (ARI Special Report 52). Alexandria, VA: US Army Research Institute for the Behavioral and Social Sciences. Horey, J., Cronin, B., Morath, R., Franks, W., Cassella, R., & Fallesen, J. (in press). Army Training and Leader Development Panel Consolidation Phase: U.S. Army Future Leadership Requirement Study. Prepared for the U.S. Army Research Institute under contract (DASW01-98D0049). Caliber Associates: Fairfax, VA. Noble, S. A., & Fallesen, J. J. (2000). Identifying conceptual skills of future battle commanders. (ARI Technical Report 1099) Alexandria, VA: US Army Research Institute for the Behavioral and Social Sciences. 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
Rumsey, M.G. (1995). The best they can be: Tomorrow’s Soldiers. In R.L. Phillips& M.R. Thurman (Eds.), Future Soldiers and the quality imperative: The Army 2010 conference. (pp.123-157). Fort Knox, KY: US Army Recruiting Command. 157 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
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45 th Annual Conference of the Inte
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ii A11. Krouse, S.L., and Irvine, J
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iv OCCUPATIONAL ANALYSIS APPLIED FO
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vi ANALYTICS C09a. Heffner, T.S.; T
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viii NATIONAL DEFENCE FORCE (S.A.N.
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x Minutes International Military Te
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xii BY-LAWS OF THE INTERNATIONAL MI
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xiv coordinating Primary Member. An
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USABILITY TESTING: LESSONS LEARNED
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the operational environment and, of
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Pill, J. (1970) “The Delphi Metho
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Types of definition There are diffe
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they may discuss components of it.
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It seems that in the absence of uni
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Do we assess what we want to assess
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Construct and criterion related val
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Results Due to the lack of a normal
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during ACABO. The question was ther
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Scholz, G. S., H. (1993). Das nomol
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There are not many studies with the
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6 Neuroticism 4.53 .56 .71 -.25 -.1
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-.37** Neuroticism -.38** Extravers
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Judge, T.A., Bono, J.E., & Locke, E
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y members of the occupational field
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performance value to lowest through
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comparing the two products; perhaps
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TP Questionnaire AFSC _____________
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40 Attachment 4 Respondent Comments
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42 References Institute for Job and
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• Austria also has committed itse
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INTERNATIONAL OPERATIONS FORCES ENT
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JOB-SPECIFIC PERSONALITY ATTRIBUTES
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Canadian Forces. Results indicated
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Table 1. The NCOPI Dimensions and G
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Table 2. Correlations Between Perso
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To examine the relationship between
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correlates of psychological well-be
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Thomas, J. L., Dickson, M. W., & Bl
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more counterproductive behaviors, a
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dimension (e.g., maintain mechanica
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judged by trained raters). The resu
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Lightfoot, M.A., Alley, W.E., Schul
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abnormal positions such as spins an
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Description of OZ -----------------
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-----------------------------------
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-----------------------------------
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Procedure: Data collection consiste
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Fig. 4b: Heading performance of the
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Fig. 5b: Heading performance of the
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Fig. 6a: Altitude performance of th
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Discussion The most important concl
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12. Hoffman, R. R., Ford, K. M., an
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PERCEPTUAL DRIFT RELATED TO SPATIAL
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indicated by the negative values. T
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Dizio, P., Li, W., Lackner, J.R. &
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Psychologically, the victim of perc
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Individualized colored filters seem
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e remembered, however, that Irlen o
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Neurofeedback Training for Two Dime
Page 121 and 122: conserved. We can determine both Co
Page 123 and 124: sophisticated equipment and technol
Page 125 and 126: Figure 1: Changes in Concentration
Page 127 and 128: WHAT TODAY’S SOLDIERS TELL US ABO
Page 129 and 130: troubleshoot interconnectivity prob
Page 131 and 132: What advantages do Soldiers rate as
Page 133 and 134: This new training process viewed th
Page 135 and 136: collection and analysis. Also inclu
Page 137 and 138: CONCLUSION Figure 4: Sample Distrib
Page 139 and 140: RACE AND GENDER AS FACTORS IN FLIGH
Page 141 and 142: egression equation. The process was
Page 143 and 144: DISCUSSION These studies found that
Page 145 and 146: Validation of an Unmanned Aerial Ve
Page 147 and 148: direction, and stick movement produ
Page 149 and 150: References Biggerstaff, S., Blower,
Page 151 and 152: Table 2. Correlations and descripti
Page 153 and 154: Figure 1. Stick, rudder, and thrott
Page 155 and 156: Figure 3. Scatterplot of index scor
Page 157 and 158: The application of new information
Page 159 and 160: Communication. Recent research has
Page 161 and 162: of situation in which Soldiers woul
Page 163 and 164: An analysis of variance was perform
Page 165 and 166: Hevel, J. R. (2002). The Objective
Page 167 and 168: affective (or attitudinal) componen
Page 169 and 170: e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
Page 171: REFERENCES Allen, N. J., & Meyer, J
Page 175 and 176: (1999) found that among members in
Page 177 and 178: Results Satisfaction with the Milit
Page 179 and 180: Spouse/significant other support to
Page 181 and 182: quality of life in the Air Force, a
Page 183 and 184: BRITISH ARMY LEAVERS SURVEY: AN INV
Page 185 and 186: would be better, and that there wou
Page 187 and 188: ABSTRACT PREDICTORS OF U.S. ARMY CA
Page 189 and 190: Survey items were then aggregated i
Page 191 and 192: expects them to be committed, they
Page 193 and 194: THE IMPORTANCE OF A FAMILY-FRIENDLY
Page 195 and 196: multiple life roles (Kahn, Wolfe, Q
Page 197 and 198: consequently feel they are unable t
Page 199 and 200: perceptions of the usability of wor
Page 201 and 202: family-friendly work environment pe
Page 203 and 204: Previous studies have found that on
Page 205 and 206: For both employees with high family
Page 207 and 208: Figure 3 Interaction between FFWE,
Page 209 and 210: differently in the military compare
Page 211 and 212: Castro, C. A., Adler, A. B., & Bien
Page 213 and 214: Kossek, E. E., & Lobel, S. (1996).
Page 215 and 216: Tracking U.S. Navy Reserve Career D
Page 217 and 218: menus, a commander or career counse
Page 219 and 220: Respondents were divided in their r
Page 221 and 222: Duties and Functions of a Recruitin
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The in-house coaching provided to s
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Metrics of Unprofessional, Gender-R
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Regardless of paygrade, both women
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military installation. However, wom
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Table 6 Frequency of Reporting Beha
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action was taken against the offend
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Workplace Reprisals: A Model of Ret
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INCIDENCE OF RETALIATION Studies de
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Far less is known about the consequ
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METHOD Participants and Procedure T
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Subjective Appraisal The subjective
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RESULTS Exploratory Model The range
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More frequent occurrences of UGRB,
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organizational commitment and psych
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Fitzgerald, L.F., Drasgow, F., Huli
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UNDERSTANDING RESPONSES TO SEXUAL H
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sample population was selected thro
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Finally individuals were identified
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less likely to indicate they had ex
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● Non-Reporters < Reporters Figur
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eport (Other). Items endorsed in bo
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policy and procedure relevant to ha
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Justice Versus Gender Socialization
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Table of Contents Table of Contents
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1.1 Purpose 1.0 Introduction This p
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The Department of National Defence
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2.1 Stakeholder Brainstorming The f
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2.2 Stakeholder Influence and Impor
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Figure 3 graphically represents sta
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The SIS is a ‘research process ma
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3.2.1 The SIS Online As already men
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stakeholder groups. Furthermore, th
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INTRODUCTION DESIGNING A NEW HR SYS
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homogeneity of work activities with
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empirical information from the work
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eviewed by NIMA management and othe
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Observations made as a result of a
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45 th 3. Generating the specific qu
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Strategies for Increased Reporting
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of information technology systems.
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Guide for Reporting Counterintellig
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CHARACTERIZING INFORMATION SYSTEMS
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In about 60% of these recorded even
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following example, however, a cadet
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The most significant event of this
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Ten Technological, Social, and Econ
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can provide motivation and opportun
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Requirement Inspection of MASS ques
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Finally, third level questions woul
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OCCUPATIONAL ANALYSIS APPLIED FOR T
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CLASSIFICATION OF DUTIES INTO NEW S
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CONCLUSIONS The procedure described
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For each of the 27 items, the respo
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Table 1: Misclassification rates fo
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y examining all of the possible cos
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PREDICTING ATTRITION OF ARMY RECRUI
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1 1 P( vi = jθ = t) = − , 1+ exp
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It can be seen that for this AIM sc
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A NEW APPROACH TO CONSTRUCTING AND
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stimulus t, and is considered a pos
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items involving stimuli on dimensio
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Roberts, J. S., Donoghue, J. R., &
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viewed as a combination of two to t
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e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
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REFERENCES Allen, N. J., & Meyer, J
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impossible for people to hide their
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Nederhof .52 ( 2003) 13 items 16 .7
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The relationship between behaviour
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However, possibilities are seen to
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Article structure This paper descri
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Figure 1. Simplified version of the
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- My home front is proud of me. - M
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Organizational aspects Appreciation
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PRACTICAL APPLICATION OF THE DUTCH
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efore reporting the results. b) Alt
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LITERATURE Avenarius, M.J.H. (1994)
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In particular it was identified tha
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number of items to decrease the len
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A randomly selected sample of 1,500
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• When total wellbeing scores wer
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significantly better recruits for a
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• Non-zero Payoff: The number of
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The ordinates indicate the average
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In next- rather busy - graph the av
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vacancies. In fact, the problem of
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• Lescrève, F., The Selection of
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Vacancies per trade (Columns) for e
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From Attraction to Rejection: A Qua
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Saks, & Summers, 1991). Bretz and J
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suggest that applicants ‘rule out
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information he/she had received, (c
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is not uncommon that applicants nee
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the primary motive for withdrawal.
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References Anderson, N., Born, M.,
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Noe, R.A., Steffy, B.D., & Barber,
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Wanous, J.P. (1992). Organizational
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We also have under way a predictive
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For the validation analyses, a fina
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NLSI IMPLEMENTATION TO A WEB-BASED
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work at the sentence level. This am
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The semantic module: MRS and LKB Th
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Next the program has to deal with
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Conclusion Communication abilities
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Exam Center to work with the projec
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exam. Gateway was able to provide t
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questions is monitored statisticall
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3. Computerized testing has been sh
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3. Most publishers have chosen not
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should not house permanent cookies
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Figure 2. Five process model per in
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Results As of October 2003, the TSA
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Klion, R., Pfenninger, D., Chiocchi
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STREAMLINING OF THE NAVY ENLISTED A
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and compared with the number found
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March 2002 marked the implementatio
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Due to the limited bandwidth restri
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their tests. However, job seekers o
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they may already have in relation t
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way both in and out of school. A si
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The students were asked about their
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This work was funded by the Human S
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AIR’s past experienced in the IC
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obtain the necessary clearances nec
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As we move forward with integrating
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ENCAPS - Using Non-Cognitive Measur
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cognitive ability. One particularly
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classification of enlisted personne
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Abstract Pilot Selection in the Aus
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Royal Australian Navy (RAN) and Roy
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comprising the ATB pilot index (PI)
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References Bongers, S., and Pei, J.
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The Armed Services Vocational Aptit
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Attachment A Career Exploration Pro
Page 489 and 490:
References Harmon, L. W., Hansen, J
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Watson, 2002; Dawis, 1991), or perh
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7 community interest elements, and
Page 495 and 496:
Figure 3. Illustration of possible
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Vocational Interest Measurement in
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Usability Testing II The second pha
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THE ARMY VOCATIONAL INTEREST CAREER
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soldiers who left the Army for avoi
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the cross-validation sample. Since
Page 507 and 508:
DEVELOPING MEASURES OF OCCUPATIONAL
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For Select21 we conceived of a nove
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1998). For example, nearly all of t
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potential benefit of including such
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OCCUPATIONAL SURVEY SUPPORT OF AIR
Page 517 and 518:
tasks. The structure of jobs within
Page 519 and 520:
AFSC 2A3X1 (A-10, F-15, U-2 AVIONIC
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Occupational Analytics Paul L. Jone
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Anticipating the Future for First-T
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now exist. Therefore, we had to der
Page 527 and 528:
perhaps deserves note. This is the
Page 529 and 530:
Sager, C. E., Russell, T. L., Campb
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The primary goal of selection/class
Page 533 and 534:
Knowledges, Skills, and Attributes
Page 535 and 536:
of anticipated future conditions ap
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REFERENCES Campbell, J. P., & Knapp
Page 539 and 540:
SMEs to think of Soldiers they supe
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on a rating, while others use the H
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fairly easy to identify first-level
Page 545 and 546:
eviewers considered the currency of
Page 547 and 548:
DEVELOPING OPERATIONAL PERSONALITY
Page 549 and 550:
In this paper, we focus on two meas
Page 551 and 552:
Here, we score only those statement
Page 553 and 554:
understanding how applicants might
Page 555 and 556:
Putka, D.J., Kilcullen, R. N., & Wh
Page 557 and 558:
of personality. Second, the same re
Page 559 and 560:
Table 1. Correlations between Civil
Page 561 and 562:
The latent structure underlying the
Page 563 and 564:
There are many ways to score a situ
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ASSESSING PERSON-ENVIRONMENT (P-E)
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To develop the ADI, we first identi
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Army to provide it, and a second wh
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APPENDIX Example Item from the Work
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To achieve wide-scale implementatio
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team leadership; concern for Soldie
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1 ST WATCH: ASSESSMENT OF COPING ST
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assess individuals’ personal valu
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eported being most likely to use th
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1 st WATCH: THE NAVY FIT SCALE Mart
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Surveys RTC Grad Survey. This quest
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Hypothesis 3 stated that recruits w
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USING RESULTS FROM ATTITUDE AND OPI
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Using Survey and Interview Data: An
Page 593 and 594:
Conclusions and Recommendations Thi
Page 595 and 596:
Table 2 Percent of officers and enl
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UTILIZING SURVEY RESULTS OF THE NAV
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assessed by the survey. This notion
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original sample providing them with
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THE U.S. ARMY'S PERSONNEL REPLACEME
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This policy was so strictly adhered
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The Army has over 180,000 soldiers
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Since 1990 a lot of work has been d
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Results The internal consistency of
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A F II Coordinat or F III Scout F I
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Abstract Mental Health Literacy in
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of self-treatments and of professio
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the number of items to decrease the
Page 621 and 622:
• Gender - 87.6% males, 12.4% fem
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ADF 60 , and community drug use rat
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The survey was re-administered in t
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The perceived moral intensity scale
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organization has significant contro
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ADAPTING OCCUPATIONAL ANALYSIS METH
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are not improved for the long term,
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Gateworth, R.D., & Field,H.S. (1998
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Inevitably, new technology will be
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experimentation report. The structu
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esponsibilities involved in this po
Page 643 and 644:
Comparison of Tasks and Knowledge D
Page 645 and 646:
angle of approach to the target may
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Transformational Leadership: Relati
Page 649 and 650:
concentrate their efforts on longer
Page 651 and 652:
levels of analysis (e.g., Klein, Da
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soldiers constituted 39 combat team
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performance domains at the same lev
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performance was significantly stron
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The finding that transformational l
Page 661 and 662:
A third limitation is the relativel
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Devine, D.J., Clayton, L.D., Philip
Page 665 and 666:
Ostroff, C., & Schmitt, N. (1993).
Page 667 and 668:
Table 1: Responses from 10 Subject
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Table 3: Regression for FFM on Tran
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comprehensive guide that the Army c
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FRAMEWORK COMPARISON: 1958; 1973; 1
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Our review of the evolution of the
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DEVELOPING APPROPRIATE METRICS FOR
Page 679 and 680:
METHOD Participants Participants we
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RESULTS Results are broken out belo
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As depicted in Table 3, half of par
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Table 5. Second Choice Rating Forma
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SOFTWARE SUPPORT OF HUMAN PERFORMAN
Page 689 and 690:
SOFTWARE SUPPORT A working model (p
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Figure 3, illustrates the prototype
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framework. Having completed the ver
Page 695 and 696:
HOW MILITARY RESEARCH CAN IMPROVE T
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characteristics” - such as task c
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Team-Coordination Training Another
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Numerous lessons learned have come
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teamwork training: Evaluation resul
Page 705 and 706:
participated in informal class exer
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slightly modified for the second wo
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As a result, we are currently devel
Page 711 and 712:
It was not surprising that decoloni
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a conflict. The end of the cold war
Page 715 and 716:
understanding. Also, when individua
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DEPARTMENT OF DEFENCE (1996). White
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. Screening and monitoring of perso
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The TSES-R is a 13 item scale of po
Page 723 and 724:
Career Intention Prior to Deploymen
Page 725 and 726:
d. The sample is based on peace ope
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comparing self- and subordinate des
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5 4 3 2 1 Figure 1 - Mean Perceptio
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0.9 0.7 0.5 0.3 0.1 -0.1 Figure 2 -
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adding another variable of individu
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REFERENCES Baranski, J.V., & Petrus
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Leadership Competencies: Are We All
Page 739 and 740:
The purpose in establishing compete
Page 741 and 742:
Army - influencing people - by prov
Page 743 and 744:
Table 3 Leadership Competency Compo
Page 745 and 746:
In answer to ‘are we all saying t
Page 747 and 748:
Navy Decisiveness /Risk Management
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Marine Corps Leadership Principles
Page 751 and 752:
All potential military recruits mus
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successful completion of basic lang
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investigate whether it or a similar
Page 757 and 758:
• NEXT STEPS As a first priority,
Page 759 and 760:
INTRODUCTION This study investigate
Page 761 and 762:
Table 2. Summary Goodness of Fit in
Page 763 and 764:
Analysis of the 18-item Scale DISCU
Page 765 and 766:
Lim, B. (2001). The Structure and N
Page 767 and 768:
NSmen’s training cycle last for t
Page 769 and 770:
To test the robustness of the hypot
Page 771 and 772:
Table 2.3. Scale Reliabilities and
Page 773 and 774:
Figure 3: Model for Regulars *0.57
Page 775 and 776:
REFERENCES Huxley, T. (2000). Defen
Page 777 and 778:
Another important influence on our
Page 779 and 780:
as a multidimensional construct. Ta
Page 781 and 782:
Table 3 Intercorrelations Among Pro
Page 783 and 784:
METHOD PARTICIPANTS The DEOCS had b
Page 785 and 786:
There is a link between test constr
Page 787 and 788:
Truhon, S. A. (1999). Updating the
Page 789 and 790:
attitudes and behaviors observed an
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effective way to re-build survivors
Page 793 and 794:
Reference List Bunker, K.A. (1997).
Page 795 and 796:
VALIDATION OF THE BELGIAN MILITARY
Page 797 and 798:
instructions, in order to make obse
Page 799 and 800:
Interviews GFD dichotomous was regr
Page 801 and 802:
784 INDEX OF AUTHORS Acromite, M. 7
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786 INDEX OF AUTHORS Waugh, G.W. 54
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