2003 IMTA Proceedings - International Military Testing Association

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232 from UGRB to work satisfaction was positive (see Table 4), albeit small (.06; t = 2.13), in the women's cross-validation sample. No explanation is offered because this path was negative in the derivation sample. Finally, strong paths were observed between psychological and physical wellbeing (women = .34, men = .27) and organizational commitment was associated with satisfaction with coworkers, work, and the military for both men and women. For women, satisfaction with supervisor predicted organizational commitment (see Table 5). Table 4. Paths from Antecedent Variables to Outcomes for Women and Men Antecedent Outcome Climate Leader Power UGRB Retaliation Supervisor -.34 .25 .12 ns -.05 Satisfaction -.31 .19 .20 -.10 ns Coworker -.22 .14 .15 -.11 -.06 Satisfaction -.22 .10 .15 -.08 -.14 Work -.20 .16 .15 .06 -.05 Satisfaction -.19 .17 .11 -.09 ns Military -.27 .13 .16 -.07 -.10 Satisfaction -.26 .11 .15 -.14 ns Psychological - - - -.11 -.09 Well-Being -.10 -.14 Physical - - - ns -.05 Health ns -.18 Note. The first entry in each cell is for the women's cross-validation sample; the second entry in each cell is from the men's sample. UGRB= unprofessional, gender-related behavior. ns = not significant. Table S. Paths from Satisfaction to Organizational Commitment and Psychological Well- Being for Women and Men Antecedent Supervisor Coworker Work Military Outcome Satisfaction Satisfaction Satisfaction Satisfaction Organizationa .08 .07 .23 .23 Commitment ns .13 .33 .22 Psychological ns .09 .15 .19 Well-Being ns .11 .14 .16 Note. The first entry in each cell is for the women's cross-validation sample; the second entry in each cell is from the men's sample. ns = not significant. In sum, military personnel reported more retaliation when they (1) worked in a climate where UGRG was believed likely to occur, (2) endorsed more unprofessional, gender-related behaviors, and (3) experienced these behaviors as more threatening or severe and responded by seeking social support, confronting or avoiding the perpetrator, or attempted to cope by managing their cognitive and emotional reactions to the behavior. Female personnel endorsed more retaliation when they reported UGRB to their supervisors, leadership, or organization. Conversely, retaliation was less when personnel perceived that leaders made efforts to stop harassment. Retaliation was directly and inversely related to (1) coworker satisfaction, (2) psychological well-being, and (3) physical well-being for male and female personnel. Decrements in elements of job satisfaction and satisfaction with the military were in turn related to lowered 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
organizational commitment and psychological well-being impacted physical well-being. For women, retaliation was associated with lowered satisfaction with supervisors, work, and the military. DISCUSSION Our findings suggest that retaliation is associated with damages to male and female personnel, including their psychological and physical well-being and satisfaction with coworkers. It is likely to occur when UGRB is severe and when the organization is tolerant of such behavior. Leadership efforts to stop harassment exerted a negative effect on retaliation, suggesting that such efforts also contribute to curbing retaliation. The appraisal process appears to play a critical role in determining retaliation. The relationships among UGRB, appraisal, response, reporting, and retaliation were as expected with the exception of reporting for men. When UGRB is appraised as more distressing or threatening, personnel are likely to engage in increased responding (and for women, reporting), which is related to increased retaliation. Although the determinants of UGRB (masculinized work context, holding organizational power) may differ for men and women, those of retaliation do not. It was surprising that organizational power was not related to retaliation for men or women. However, this is consistent with Near and Miceli (1986) who found that the power of the whistle-blower was unrelated to retaliation. It is possible that the status of the target is irrelevant in face of the potential threat or damage to the organization (Near & Miceli, 1986) from a charge of harassment, particularly given the high degree of media attention that follows charges of sexual harassment in the military. Alternatively, those at the very highest levels of power (e.g., Admiral, General) were not surveyed; therefore it is impossible to say whether those who hold the highest positions experience less retaliation. It is possible that status of the target may function significantly only relative to other variables such as the status of the perpetrator. It was unexpected that reporting had no relationship to retaliation for men. It is possible that men report less often, preferring to institute other types of responses. That the composite measure of coping response had such a robust relationship with appraisal and retaliation bears further investigation. The direct and mediating effects of the appraisal process on retaliation have until now been unstudied. In future studies it will be important to understand the contributions of each type of response to retaliation (e.g., confronting, seeking support, cognitive and behavioral avoidance). Retaliation exerted less of an effect on job satisfaction and satisfaction with the military than was expected. This may have to do with the numerous other predictor variables included in the model and bears closer investigation. At the same time, it is important to look at the whole picture and observe that, taken together, job satisfaction (and indirectly organizational commitment) was strongly influenced by multiple forms of negative workplace behavior (retaliation, UGRB) and climate related to harassment (organizational tolerance). Although we did not examine costs to the military, such behaviors likely have significant organizational costs, given that they affect the commitment and well-being of personnel. Related to costs, it will be important to investigate turnover intentions and actual turnover in future studies. That increases in retaliation were associated with decreases in satisfaction with the military for female personnel is notable. A next step for future research is to examine whether links exist between retaliation, military satisfaction, and exit strategies. That the two measures of organizational climate (leadership and climate) were such important correlates for retaliation (and UGRB and outcomes) supports both theory and research in the whistle-blowing and sexual harassment literatures. Climate is consistently associated with negative workplace experiences and negative outcomes directly and indirectly through the negative experiences (Fitzgerald, Drasgow et al., 1997; Glomb et al., 1997). In our study, tolerant climate was strongly related to increased experiences of retaliation, and when leadership implemented efforts to reduce sexual harassment retaliation decreased. Of course these findings are correlational and should not be interpreted causally. They are important 233 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 .
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REFERENCES Allen, N. J., & Meyer, J
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Rumsey, M.G. (1995). The best they
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(1999) found that among members in
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Results Satisfaction with the Milit
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Spouse/significant other support to
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quality of life in the Air Force, a
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BRITISH ARMY LEAVERS SURVEY: AN INV
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would be better, and that there wou
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ABSTRACT PREDICTORS OF U.S. ARMY CA
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Survey items were then aggregated i
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expects them to be committed, they
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THE IMPORTANCE OF A FAMILY-FRIENDLY
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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
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: More frequent occurrences of UGRB,
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
Page 273 and 274: The Department of National Defence
Page 275 and 276: 2.1 Stakeholder Brainstorming The f
Page 277 and 278: 2.2 Stakeholder Influence and Impor
Page 279 and 280: Figure 3 graphically represents sta
Page 281 and 282: The SIS is a ‘research process ma
Page 283 and 284: 3.2.1 The SIS Online As already men
Page 285 and 286: stakeholder groups. Furthermore, th
Page 287 and 288: INTRODUCTION DESIGNING A NEW HR SYS
Page 289 and 290: homogeneity of work activities with
Page 291 and 292: empirical information from the work
Page 293 and 294: eviewed by NIMA management and othe
Page 295 and 296: Observations made as a result of a
Page 297 and 298: 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
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
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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
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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
Page 555 and 556:
Putka, D.J., Kilcullen, R. N., & Wh
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of personality. Second, the same re
Page 559 and 560:
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
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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
Page 627 and 628:
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,
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
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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
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
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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
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
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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
Page 709 and 710:
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
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understanding. Also, when individua
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DEPARTMENT OF DEFENCE (1996). White
Page 719 and 720:
. 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
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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
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
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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
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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
Page 773 and 774:
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
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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
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Reference List Bunker, K.A. (1997).
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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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