2003 IMTA Proceedings - International Military Testing Association

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236 Parmelee, M. A., Near, J. P. & Jensen, T. C. (1982). Correlates of whistle-blowers' perceptions of organizational retaliation. Administrative Science Quarterly, 27, 17- 34. Ormerod A. J., Lawson, A. K., Sims, C. S., Lytell, M. C., Wadlington, P. L., Yaeger, D. W., Wright, C. V., Reed, M. E., Lee, W. C., Drasgow, F., Fitzgerald, L. F., Cohorn, C. A. (In preparation). The 2002 Status of the Armed Forces Surveys - Workplace and Gender Relations: Report on scales and measures. (DMDC Report No.). Arlington, VA: Defense Manpower Data Center. Pryor, J. B., Giedd, J. L, & Williams, K. B. (1995). A social psychological model for predicting sexual harassment. Journal of Social Issues, 51, 69-84. Pryor, J. B., & Whalen, N. J. (1997). A typology of sexual harassment: Characteristics of harassers and the social circumstances under which sexual harassment occurs. In W. O’Donohue (Ed.), Sexual harassment: Theory, research, and treatment. (pp. 129- 151). Boston: Allyn & Bacon. SPSS for Windows 11.5.0 [Computer Software]. (2002). Chicago, IL: SPSS Inc. Stark, S., Chernyshenko, O.S., Lancaster, A.R., Drasgow, F., Fitzgerald, L.F. (2002). Toward standardized measurement of sexual harassment: Shortening the SEQ-DoD using item response theory. Military Psychology, 14, 49-72. Stockdale, M.S. (1998). The direct and moderating influences of sexual-harassment pervasiveness, coping strategies, and gender on work-related outcomes. Psychology of Women Quarterly, 22, 521-535. Survey Method for Counting Incidents of Sexual Harassment (April 28, 2002). Washington, DC: Office of the Under Secretary of Defense for Personnel and Readiness. 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
UNDERSTANDING RESPONSES TO SEXUAL HARASSMENT IN THE U.S. MILITARY * Angela K. Lawson Louise F. Fitzgerald University of Illinois at Urbana-Champaign 603 East Daniel Champaign, Illinois 61820 alawson@s.psych.uiuc.edu INTRODUCTION Research on sexual harassment prevalence confirms its presence in a wide variety of organizational environments and finds it to be strongly associated with a number of negative outcomes for both individuals and organizations (Fitzgerald, Drasgow, Hulin, Gelfand, & Magley, 1997; Malamut & Offermann, 2001; McKinney, K. et al., 1998; U.S. Merit Systems Protection Board, 1994). Work-place gender-ratio, gender stereotyping of jobs, and organizational climate have all been linked to the prevalence of sexually harassing behaviors; further, female employees in male-dominated work groups and/or organizations that appear to tolerate sexually inappropriate behavior are more likely to be targets of harassment than are those employed in more gender-balanced environments intolerant of sexual harassment (Fitzgerald et al., 1997). Whatever the context, employees rarely report such experiences to management (Bergman et al., 2002; Marin & Guadagno, 1999). Marin and Guadagno (1999) suggest that such non-reporting may be linked to non-labeling of the incident (as harassment), fear of retaliation, or negative appraisals from supervisors and coworkers. Fitzgerald and Swan (1995) postulate that reluctance to report may also arise from a belief that complaints would not be taken seriously whereas Baker et al. (1990) implicate the organization’s perceived tolerance of inappropriate behavior as an important influence. Additionally research suggests that the reasons for not reporting can be grouped into two categories. The first being fear resulting from the perceived risks inherent to the target’s occupational and personal well-being and the second focusing more on issues associated with organizational policies and procedures associated with reporting sexual harassment (Peirce, Rosen, & Hiller, 1997). * Paper presented at the 2003 IMTA Conference, Pensacola, Florida. This research is funded by the Defense Manpower Data Center (DMDC), through the Consortium of Universities of the Washington Metropolitan Area, Contract, M67004-03-C-0006 as well as the National Institute of Mental Health grant #MH50791-08. The opinions of this paper are those of the authors and are not to be construed as official DMDC or Department of Defense position unless so designated by other authorized documents. Please do not cite or quote without permission. Correspondence should be addressed to Angela K. Lawson, 603 E. Daniel, Champaign, IL 61820 or alawson@s.psych.uiuc.edu. 237 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
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consequently feel they are unable t
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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 and 248: More frequent occurrences of UGRB,
Page 249 and 250: organizational commitment and psych
Page 251: Fitzgerald, L.F., Drasgow, F., Huli
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
Page 299 and 300: Strategies for Increased Reporting
Page 301 and 302: of information technology systems.
Page 303 and 304:
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
Page 443 and 444:
Results As of October 2003, the TSA
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Klion, R., Pfenninger, D., Chiocchi
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STREAMLINING OF THE NAVY ENLISTED A
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and compared with the number found
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March 2002 marked the implementatio
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Due to the limited bandwidth restri
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their tests. However, job seekers o
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they may already have in relation t
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way both in and out of school. A si
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The students were asked about their
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This work was funded by the Human S
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AIR’s past experienced in the IC
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obtain the necessary clearances nec
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As we move forward with integrating
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ENCAPS - Using Non-Cognitive Measur
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cognitive ability. One particularly
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classification of enlisted personne
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Abstract Pilot Selection in the Aus
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Royal Australian Navy (RAN) and Roy
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comprising the ATB pilot index (PI)
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References Bongers, S., and Pei, J.
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The Armed Services Vocational Aptit
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Attachment A Career Exploration Pro
Page 489 and 490:
References Harmon, L. W., Hansen, J
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Watson, 2002; Dawis, 1991), or perh
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7 community interest elements, and
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Figure 3. Illustration of possible
Page 497 and 498:
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
Page 549 and 550:
In this paper, we focus on two meas
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Here, we score only those statement
Page 553 and 554:
understanding how applicants might
Page 555 and 556:
Putka, D.J., Kilcullen, R. N., & Wh
Page 557 and 558:
of personality. Second, the same re
Page 559 and 560:
Table 1. Correlations between Civil
Page 561 and 562:
The latent structure underlying the
Page 563 and 564:
There are many ways to score a situ
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ASSESSING PERSON-ENVIRONMENT (P-E)
Page 567 and 568:
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
Page 583 and 584:
1 st WATCH: THE NAVY FIT SCALE Mart
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Surveys RTC Grad Survey. This quest
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Hypothesis 3 stated that recruits w
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USING RESULTS FROM ATTITUDE AND OPI
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Using Survey and Interview Data: An
Page 593 and 594:
Conclusions and Recommendations Thi
Page 595 and 596:
Table 2 Percent of officers and enl
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UTILIZING SURVEY RESULTS OF THE NAV
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assessed by the survey. This notion
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original sample providing them with
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THE U.S. ARMY'S PERSONNEL REPLACEME
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This policy was so strictly adhered
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The Army has over 180,000 soldiers
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Since 1990 a lot of work has been d
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Results The internal consistency of
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A F II Coordinat or F III Scout F I
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Abstract Mental Health Literacy in
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of self-treatments and of professio
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the number of items to decrease the
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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,
Page 635 and 636:
Gateworth, R.D., & Field,H.S. (1998
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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
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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).
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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
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
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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
Page 703 and 704:
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
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
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comparing self- and subordinate des
Page 729 and 730:
5 4 3 2 1 Figure 1 - Mean Perceptio
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0.9 0.7 0.5 0.3 0.1 -0.1 Figure 2 -
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adding another variable of individu
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REFERENCES Baranski, J.V., & Petrus
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Leadership Competencies: Are We All
Page 739 and 740:
The purpose in establishing compete
Page 741 and 742:
Army - influencing people - by prov
Page 743 and 744:
Table 3 Leadership Competency Compo
Page 745 and 746:
In answer to ‘are we all saying t
Page 747 and 748:
Navy Decisiveness /Risk Management
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Marine Corps Leadership Principles
Page 751 and 752:
All potential military recruits mus
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successful completion of basic lang
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investigate whether it or a similar
Page 757 and 758:
• NEXT STEPS As a first priority,
Page 759 and 760:
INTRODUCTION This study investigate
Page 761 and 762:
Table 2. Summary Goodness of Fit in
Page 763 and 764:
Analysis of the 18-item Scale DISCU
Page 765 and 766:
Lim, B. (2001). The Structure and N
Page 767 and 768:
NSmen’s training cycle last for t
Page 769 and 770:
To test the robustness of the hypot
Page 771 and 772:
Table 2.3. Scale Reliabilities and
Page 773 and 774:
Figure 3: Model for Regulars *0.57
Page 775 and 776:
REFERENCES Huxley, T. (2000). Defen
Page 777 and 778:
Another important influence on our
Page 779 and 780:
as a multidimensional construct. Ta
Page 781 and 782:
Table 3 Intercorrelations Among Pro
Page 783 and 784:
METHOD PARTICIPANTS The DEOCS had b
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There is a link between test constr
Page 787 and 788:
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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