2003 IMTA Proceedings - International Military Testing Association

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206 technology. The focus of this process will be to continue to screen larger numbers of soldiers from the applicant pool to enhance recruiter selection for the Army recruiting. Recruiter Assessment The purpose of the assessment board evaluation (ABE) is to evaluate marginal students by reviewing their performance records. Recruiting students complete the recruiter screening test prior to reporting to class or upon arriving to the United States Recruiting and Retention School (RRS). These factors help to determine if the student should continue at RRS. The focus of the assessment is on technical and interpersonal skills. A future project for this program is to examine the use of developmental tests to provide feedback to recruiters on interpersonal skills. Recruiter and Station Commander Well-being The word stress has become synonymous with recruiting. Eighty-four percent of recruiters report that their stress levels are higher than their previous occupations. Since the summer of 2002, stress and well-being material has been provided to recruiters to alleviate this increased stress. Feedback to recruiters includes stress level, health habits, alcohol, caffeine and cigarette use, social support network, Type A behavior, cognitive hardiness, coping style, and psychological well being. To date, over 1,500 recruiters have been provided with well-being feedback material. Consultation is also provided to senior leadership on Soldiers’ and family members’ well-being and command climate. Leader Coach Program The objective of the Leader Coach Program is to enhance the performance of leaders, increase production, reduce stress, improve well-being, and develop more capable leaders, while focusing on station commanders. Training is done in the following phases: assessment, development of a leader plan of action, two stress resilience training sessions, recognition of personal and professional developmental goals, and individual coaching at RRS and in the field for one year. Leaders volunteer for the program while attending courses at the RRS or are Cadre at RRS. Currently the program has a 90+% satisfaction rate for the program and coaching. Enhanced Performance Program This program provides classroom training for all station commanders (junior level managers) on leadership development. The Enhanced Performance Program identifies the leadership characteristics of station commanders, such as decisiveness, expressiveness, self-confidence, extroversion, assertiveness, positive motivation, and ability to mentor subordinates. Station commanders are provided with individualized feedback forms with their classroom training. Upon graduating from training, station commanders are trained by their first sergeants in the field who are provided with coaching feedback forms of strengths and weaknesses of the station commanders. 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
The in-house coaching provided to station commanders consists of three coaching sessions. The focus of this coaching is on developing business and personal goals to enhance production and quality of life of these leaders. Center One and RRS staff members mentor or coach station commanders for three sessions. 207 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
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An analysis of variance was perform
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Hevel, J. R. (2002). The Objective
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affective (or attitudinal) componen
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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 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: Duties and Functions of a Recruitin
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
Page 265 and 266: policy and procedure relevant to ha
Page 267 and 268: Justice Versus Gender Socialization
Page 269 and 270: Table of Contents Table of Contents
Page 271 and 272: 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
Page 463 and 464:
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
Page 471 and 472:
ENCAPS - Using Non-Cognitive Measur
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cognitive ability. One particularly
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classification of enlisted personne
Page 477 and 478:
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)
Page 483 and 484:
References Bongers, S., and Pei, J.
Page 485 and 486:
The Armed Services Vocational Aptit
Page 487 and 488:
Attachment A Career Exploration Pro
Page 489 and 490:
References Harmon, L. W., Hansen, J
Page 491 and 492:
Watson, 2002; Dawis, 1991), or perh
Page 493 and 494:
7 community interest elements, and
Page 495 and 496:
Figure 3. Illustration of possible
Page 497 and 498:
Vocational Interest Measurement in
Page 499 and 500:
Usability Testing II The second pha
Page 501 and 502:
THE ARMY VOCATIONAL INTEREST CAREER
Page 503 and 504:
soldiers who left the Army for avoi
Page 505 and 506:
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
Page 515 and 516:
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
Page 521 and 522:
Occupational Analytics Paul L. Jone
Page 523 and 524:
Anticipating the Future for First-T
Page 525 and 526:
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
Page 531 and 532:
The primary goal of selection/class
Page 533 and 534:
Knowledges, Skills, and Attributes
Page 535 and 536:
of anticipated future conditions ap
Page 537 and 538:
REFERENCES Campbell, J. P., & Knapp
Page 539 and 540:
SMEs to think of Soldiers they supe
Page 541 and 542:
on a rating, while others use the H
Page 543 and 544:
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
Page 565 and 566:
ASSESSING PERSON-ENVIRONMENT (P-E)
Page 567 and 568:
To develop the ADI, we first identi
Page 569 and 570:
Army to provide it, and a second wh
Page 571 and 572:
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
Page 581 and 582:
eported being most likely to use th
Page 583 and 584:
1 st WATCH: THE NAVY FIT SCALE Mart
Page 585 and 586:
Surveys RTC Grad Survey. This quest
Page 587 and 588:
Hypothesis 3 stated that recruits w
Page 589 and 590:
USING RESULTS FROM ATTITUDE AND OPI
Page 591 and 592:
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
Page 597 and 598:
UTILIZING SURVEY RESULTS OF THE NAV
Page 599 and 600:
assessed by the survey. This notion
Page 601 and 602:
original sample providing them with
Page 603 and 604:
THE U.S. ARMY'S PERSONNEL REPLACEME
Page 605 and 606:
This policy was so strictly adhered
Page 607 and 608:
The Army has over 180,000 soldiers
Page 609 and 610:
Since 1990 a lot of work has been d
Page 611 and 612:
Results The internal consistency of
Page 613 and 614:
A F II Coordinat or F III Scout F I
Page 615 and 616:
Abstract Mental Health Literacy in
Page 617 and 618:
of self-treatments and of professio
Page 619 and 620:
the number of items to decrease the
Page 621 and 622:
• Gender - 87.6% males, 12.4% fem
Page 623 and 624:
ADF 60 , and community drug use rat
Page 625 and 626:
The survey was re-administered in t
Page 627 and 628:
The perceived moral intensity scale
Page 629 and 630:
organization has significant contro
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ADAPTING OCCUPATIONAL ANALYSIS METH
Page 633 and 634:
are not improved for the long term,
Page 635 and 636:
Gateworth, R.D., & Field,H.S. (1998
Page 637 and 638:
Inevitably, new technology will be
Page 639 and 640:
experimentation report. The structu
Page 641 and 642:
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
Page 647 and 648:
Transformational Leadership: Relati
Page 649 and 650:
concentrate their efforts on longer
Page 651 and 652:
levels of analysis (e.g., Klein, Da
Page 653 and 654:
soldiers constituted 39 combat team
Page 655 and 656:
performance domains at the same lev
Page 657 and 658:
performance was significantly stron
Page 659 and 660:
The finding that transformational l
Page 661 and 662:
A third limitation is the relativel
Page 663 and 664:
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
Page 669 and 670:
Table 3: Regression for FFM on Tran
Page 671 and 672:
comprehensive guide that the Army c
Page 673 and 674:
FRAMEWORK COMPARISON: 1958; 1973; 1
Page 675 and 676:
Our review of the evolution of the
Page 677 and 678:
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
Page 685 and 686:
Table 5. Second Choice Rating Forma
Page 687 and 688:
SOFTWARE SUPPORT OF HUMAN PERFORMAN
Page 689 and 690:
SOFTWARE SUPPORT A working model (p
Page 691 and 692:
Figure 3, illustrates the prototype
Page 693 and 694:
framework. Having completed the ver
Page 695 and 696:
HOW MILITARY RESEARCH CAN IMPROVE T
Page 697 and 698:
characteristics” - such as task c
Page 699 and 700:
Team-Coordination Training Another
Page 701 and 702:
Numerous lessons learned have come
Page 703 and 704:
teamwork training: Evaluation resul
Page 705 and 706:
participated in informal class exer
Page 707 and 708:
slightly modified for the second wo
Page 709 and 710:
As a result, we are currently devel
Page 711 and 712:
It was not surprising that decoloni
Page 713 and 714:
a conflict. The end of the cold war
Page 715 and 716:
understanding. Also, when individua
Page 717 and 718:
DEPARTMENT OF DEFENCE (1996). White
Page 719 and 720:
. Screening and monitoring of perso
Page 721 and 722:
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
Page 727 and 728:
comparing self- and subordinate des
Page 729 and 730:
5 4 3 2 1 Figure 1 - Mean Perceptio
Page 731 and 732:
0.9 0.7 0.5 0.3 0.1 -0.1 Figure 2 -
Page 733 and 734:
adding another variable of individu
Page 735 and 736:
REFERENCES Baranski, J.V., & Petrus
Page 737 and 738:
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
Page 749 and 750:
Marine Corps Leadership Principles
Page 751 and 752:
All potential military recruits mus
Page 753 and 754:
successful completion of basic lang
Page 755 and 756:
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
Page 791 and 792:
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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2003 IMTA Proceedings - International Military Testing Association

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