2003 IMTA Proceedings - International Military Testing Association

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198 Spector, P. E., Dwyer, D. J., & Jex, S. M. (1988). Relation of job stressors to affective, health, and performance outcomes: A comparison of multiple data sources. Journal of Applied Psychology. 73, 11-19 Stajkovic, A., & Luthans, F. (1998). Self-efficacy and work-related performance: A metaanalysis. Psychological Bulletin, 124, 240–261. Thomas, C. A., & Ganster, D. C. (1995). Impact of family-supportive work variables on workfamily conflict and strain: A control perspective. Journal of Applied Psychology, 80, 6-15. Thornton, G. C. (1980). Psychometric properties of self-appraisals of job performance. Personnel Psychology, 33, 263-271. Tremble,T. R., Jr., Payne, S. C., Finch, J. F., & Bullis, R. C. (2003). Opening organizational archives to research: Analog measures of organizational commitment. Military Psychology, 15, 167-190. Vaitkus, M. (1994). Unit Manning System: Human dimensions field evaluation of the COHORT company replacement model. Technical report ADA285942, Washington, DC. Wanous, J. P., Reichers, A. E., & Hudy, M. J. (1997). Overall job satisfaction: How good are single-item measures? Journal of Applied Psychology, 82, 247-252. White, G. L. (1995). Employee turnover: The hidden drain on profits. HR Focus, 72(1), 15-18. 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
Tracking U.S. Navy Reserve Career Decisions 3 Rorie N. Harris, Ph.D. Jacqueline A. Mottern, Ph.D. Michael A. White, Ph.D. David L. Alderton, Ph.D. U. S. Navy Personnel Research, Studies and Technology, PERS-13 Millington, TN 38055-1300 jacqueline.mottern@navy.mil Since December 2000, the U.S. Navy Reserve has tracked the career decisions of Selected Reservists with a web-based survey, the Reserve Career Decision Support System. Designed by Navy Personnel Research, Studies and Technology (NPRST), the survey relies on adaptive question branching to keep questions relevant to the respondent, thus reducing respondent burden. The web-based survey was designed for administration at transition points (e.g., retirement, promotion, mobilization, and demobilization). In addition to the questionnaire, the system includes a near real-time query system available to commanders and career counselors to answer questions about their commands. Through the Reserve Career Decision Support System, the Navy Reserves are able to track the career decisions of Selected Reservists and assess the impact of mobilization on those decisions. INTRODUCTION In order to maintain a qualified, productive workforce, it is necessary for organizations to identify talented employees, train them effectively, and participate in actions and behaviors that encourage the employee to remain with the organization. Both private and public sector organizations, such as the military, face challenges in attracting, motivating, and retaining competent employees. When highly skilled, qualified members leave, the organization suffers losses in terms of talent, level of readiness, and the monetary costs associated with providing the training they received. As such, researchers for the military continually attempt to identify and examine those factors that influence whether or not a member chooses to stay or leave the organization (Harris, 2003). A key segment of the Navy personnel population that contributes greatly to the mission of the Navy is the Naval Reserve. Members of the reserves are volunteers who are trained to serve the expanded needs of the Navy, and make up almost 30% of the military personnel serving with the Navy (U.S. Navy, 2003). The Naval Reserve relies on timely and accurate retention and attrition statistics to guide its officer and enlisted personnel policies and programs. In order to plan and manage accession, retention, separation and advancement targets in the Naval Reserve, Naval Reserve planners, managers, and career counselors need accurate, understandable, timely, easily accessible information on career decisions. The Naval Reserve 3 The opinions expressed are those of the authors. They are not official and do not represent the views of the U.S. Department of Navy. 199 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
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conserved. We can determine both Co
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sophisticated equipment and technol
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Figure 1: Changes in Concentration
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WHAT TODAY’S SOLDIERS TELL US ABO
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troubleshoot interconnectivity prob
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What advantages do Soldiers rate as
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This new training process viewed th
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collection and analysis. Also inclu
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CONCLUSION Figure 4: Sample Distrib
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RACE AND GENDER AS FACTORS IN FLIGH
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egression equation. The process was
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DISCUSSION These studies found that
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Validation of an Unmanned Aerial Ve
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direction, and stick movement produ
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References Biggerstaff, S., Blower,
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Table 2. Correlations and descripti
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Figure 1. Stick, rudder, and thrott
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Figure 3. Scatterplot of index scor
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The application of new information
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Communication. Recent research has
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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 and 172: REFERENCES Allen, N. J., & Meyer, J
Page 173 and 174: Rumsey, M.G. (1995). The best they
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: Kossek, E. E., & Lobel, S. (1996).
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
Page 223 and 224: The in-house coaching provided to s
Page 225 and 226: Metrics of Unprofessional, Gender-R
Page 227 and 228: Regardless of paygrade, both women
Page 229 and 230: military installation. However, wom
Page 231 and 232: Table 6 Frequency of Reporting Beha
Page 233 and 234: action was taken against the offend
Page 235 and 236: Workplace Reprisals: A Model of Ret
Page 237 and 238: INCIDENCE OF RETALIATION Studies de
Page 239 and 240: Far less is known about the consequ
Page 241 and 242: METHOD Participants and Procedure T
Page 243 and 244: Subjective Appraisal The subjective
Page 245 and 246: RESULTS Exploratory Model The range
Page 247 and 248: More frequent occurrences of UGRB,
Page 249 and 250: organizational commitment and psych
Page 251 and 252: Fitzgerald, L.F., Drasgow, F., Huli
Page 253 and 254: UNDERSTANDING RESPONSES TO SEXUAL H
Page 255 and 256: sample population was selected thro
Page 257 and 258: Finally individuals were identified
Page 259 and 260: less likely to indicate they had ex
Page 261 and 262: ● Non-Reporters < Reporters Figur
Page 263 and 264: 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
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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
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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
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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
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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
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perhaps deserves note. This is the
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Sager, C. E., Russell, T. L., Campb
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The primary goal of selection/class
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Knowledges, Skills, and Attributes
Page 535 and 536:
of anticipated future conditions ap
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REFERENCES Campbell, J. P., & Knapp
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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
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eviewers considered the currency of
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DEVELOPING OPERATIONAL PERSONALITY
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In this paper, we focus on two meas
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Here, we score only those statement
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understanding how applicants might
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Putka, D.J., Kilcullen, R. N., & Wh
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of personality. Second, the same re
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Table 1. Correlations between Civil
Page 561 and 562:
The latent structure underlying the
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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
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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
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• 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
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Comparison of Tasks and Knowledge D
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angle of approach to the target may
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Transformational Leadership: Relati
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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
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A third limitation is the relativel
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Devine, D.J., Clayton, L.D., Philip
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Ostroff, C., & Schmitt, N. (1993).
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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
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SOFTWARE SUPPORT A working model (p
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Figure 3, illustrates the prototype
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framework. Having completed the ver
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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
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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
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It was not surprising that decoloni
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a conflict. The end of the cold war
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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
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Career Intention Prior to Deploymen
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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
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The purpose in establishing compete
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Army - influencing people - by prov
Page 743 and 744:
Table 3 Leadership Competency Compo
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In answer to ‘are we all saying t
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Navy Decisiveness /Risk Management
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Marine Corps Leadership Principles
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All potential military recruits mus
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successful completion of basic lang
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investigate whether it or a similar
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• NEXT STEPS As a first priority,
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INTRODUCTION This study investigate
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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
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NSmen’s training cycle last for t
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To test the robustness of the hypot
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Table 2.3. Scale Reliabilities and
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Figure 3: Model for Regulars *0.57
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REFERENCES Huxley, T. (2000). Defen
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Another important influence on our
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as a multidimensional construct. Ta
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Table 3 Intercorrelations Among Pro
Page 783 and 784:
METHOD PARTICIPANTS The DEOCS had b
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There is a link between test constr
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Truhon, S. A. (1999). Updating the
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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
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instructions, in order to make obse
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Interviews GFD dichotomous was regr
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784 INDEX OF AUTHORS Acromite, M. 7
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786 INDEX OF AUTHORS Waugh, G.W. 54
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2003 IMTA Proceedings - International Military Testing Association

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