2003 IMTA Proceedings - International Military Testing Association

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372 Average Aptitude of Enlisted Persons Average Preference of Enlisted Persons 665 660 655 650 645 640 635 630 625 Average Aptitude of Enlisted Persons as a Function of Classification Frequency 1 6 12 20 30 60 Number of Subsets Processed Simultaneously 93,5 93,0 92,5 92,0 91,5 91,0 90,5 90,0 89,5 Figure 3 Average Preference of Enlisted Persons as a Function of Classification Frequency 1 6 12 20 30 60 Number of Subsets Processed Simultaneously Figure 4 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
In next- rather busy – graph the average payoff is given for the different entries. What is important to note for the moment is that the curvilinear relationship shown in figure 2 does not seem to apply to all entries. Average payoff of assigned applicants 1000 900 800 700 600 500 400 Average Payoff of Enlisted Persons per Trade as a Function of Classification Frequency 300 1 6 12 20 30 60 Number of subsets processed simultaneously Figure 5 Discussion To begin with, it is clear that the conditions processing larger numbers of subsets simultaneously yield better average payoffs than the ones processing smaller numbers. The magnitude of the difference might seem rather small upon first sight. The difference between the first and last condition is about 45 points on a scale with an average of 500 and a standard deviation of 200. Yet, given the fact that in all conditions the same applicant pool and the same vacancies were used along with the same eligibility rules and the same classification tool and considering that the difference pertains to the average of more than 1500 persons, one should realize that the effect is quite important. Put in other words, if you would think of measures that need to be taken to yield a similar increase of average recruit quality, such as increasing the selection ratio or improving the applicant pool quality through recruiting actions, you most probably would conclude that waiting some time before classifying the applicants is a very cheap and effective option. Secondly, it is quite interesting to notice the curvilinear relationship between average payoff and number of subsets processed simultaneously. The relationship approximates a logarithmic function. The steepest increase in payoff occurs at the left side of the abscissa and then flattens out. When looking at the second and third graph, we see very similar relationships. This means that both aptitude and preference benefit from classification in larger groups. J1 J2 J3 J4 J5 J6 J7 J8 J9 J10 J11 J12 J13 J14 J15 J16 J17 J18 J19 J20 J21 J22 J23 J24 J25 J26 J27 373 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
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family-friendly work environment pe
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Previous studies have found that on
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For both employees with high family
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Figure 3 Interaction between FFWE,
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differently in the military compare
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Castro, C. A., Adler, A. B., & Bien
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Kossek, E. E., & Lobel, S. (1996).
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Tracking U.S. Navy Reserve Career D
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menus, a commander or career counse
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Respondents were divided in their r
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Duties and Functions of a Recruitin
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The in-house coaching provided to s
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Metrics of Unprofessional, Gender-R
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Regardless of paygrade, both women
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military installation. However, wom
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Table 6 Frequency of Reporting Beha
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action was taken against the offend
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Workplace Reprisals: A Model of Ret
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INCIDENCE OF RETALIATION Studies de
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Far less is known about the consequ
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METHOD Participants and Procedure T
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Subjective Appraisal The subjective
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RESULTS Exploratory Model The range
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More frequent occurrences of UGRB,
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organizational commitment and psych
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Fitzgerald, L.F., Drasgow, F., Huli
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UNDERSTANDING RESPONSES TO SEXUAL H
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sample population was selected thro
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Finally individuals were identified
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less likely to indicate they had ex
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● Non-Reporters < Reporters Figur
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eport (Other). Items endorsed in bo
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policy and procedure relevant to ha
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Justice Versus Gender Socialization
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Table of Contents Table of Contents
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1.1 Purpose 1.0 Introduction This p
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The Department of National Defence
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2.1 Stakeholder Brainstorming The f
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2.2 Stakeholder Influence and Impor
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Figure 3 graphically represents sta
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The SIS is a ‘research process ma
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3.2.1 The SIS Online As already men
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stakeholder groups. Furthermore, th
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INTRODUCTION DESIGNING A NEW HR SYS
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homogeneity of work activities with
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empirical information from the work
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eviewed by NIMA management and othe
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Observations made as a result of a
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45 th 3. Generating the specific qu
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Strategies for Increased Reporting
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of information technology systems.
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Guide for Reporting Counterintellig
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CHARACTERIZING INFORMATION SYSTEMS
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In about 60% of these recorded even
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following example, however, a cadet
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The most significant event of this
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Ten Technological, Social, and Econ
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can provide motivation and opportun
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Requirement Inspection of MASS ques
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Finally, third level questions woul
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OCCUPATIONAL ANALYSIS APPLIED FOR T
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CLASSIFICATION OF DUTIES INTO NEW S
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CONCLUSIONS The procedure described
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For each of the 27 items, the respo
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Table 1: Misclassification rates fo
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y examining all of the possible cos
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PREDICTING ATTRITION OF ARMY RECRUI
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1 1 P( vi = jθ = t) = − , 1+ exp
Page 337 and 338: It can be seen that for this AIM sc
Page 339 and 340: A NEW APPROACH TO CONSTRUCTING AND
Page 341 and 342: stimulus t, and is considered a pos
Page 343 and 344: items involving stimuli on dimensio
Page 345 and 346: Roberts, J. S., Donoghue, J. R., &
Page 347 and 348: viewed as a combination of two to t
Page 349 and 350: e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
Page 351 and 352: REFERENCES Allen, N. J., & Meyer, J
Page 353 and 354: impossible for people to hide their
Page 355 and 356: Nederhof .52 ( 2003) 13 items 16 .7
Page 357 and 358: The relationship between behaviour
Page 359 and 360: However, possibilities are seen to
Page 361 and 362: Article structure This paper descri
Page 363 and 364: Figure 1. Simplified version of the
Page 365 and 366: - My home front is proud of me. - M
Page 367 and 368: Organizational aspects Appreciation
Page 369 and 370: PRACTICAL APPLICATION OF THE DUTCH
Page 371 and 372: efore reporting the results. b) Alt
Page 373 and 374: LITERATURE Avenarius, M.J.H. (1994)
Page 375 and 376: In particular it was identified tha
Page 377 and 378: number of items to decrease the len
Page 379 and 380: A randomly selected sample of 1,500
Page 381 and 382: • When total wellbeing scores wer
Page 383 and 384: significantly better recruits for a
Page 385 and 386: • Non-zero Payoff: The number of
Page 387: The ordinates indicate the average
Page 391 and 392: vacancies. In fact, the problem of
Page 393 and 394: • Lescrève, F., The Selection of
Page 395 and 396: Vacancies per trade (Columns) for e
Page 397 and 398: From Attraction to Rejection: A Qua
Page 399 and 400: Saks, & Summers, 1991). Bretz and J
Page 401 and 402: suggest that applicants ‘rule out
Page 403 and 404: information he/she had received, (c
Page 405 and 406: is not uncommon that applicants nee
Page 407 and 408: the primary motive for withdrawal.
Page 409 and 410: References Anderson, N., Born, M.,
Page 411 and 412: Noe, R.A., Steffy, B.D., & Barber,
Page 413 and 414: Wanous, J.P. (1992). Organizational
Page 415 and 416: We also have under way a predictive
Page 417 and 418: For the validation analyses, a fina
Page 419 and 420: NLSI IMPLEMENTATION TO A WEB-BASED
Page 421 and 422: work at the sentence level. This am
Page 423 and 424: The semantic module: MRS and LKB Th
Page 425 and 426: Next the program has to deal with
Page 427 and 428: Conclusion Communication abilities
Page 429 and 430: Exam Center to work with the projec
Page 431 and 432: exam. Gateway was able to provide t
Page 433 and 434: questions is monitored statisticall
Page 435 and 436: 3. Computerized testing has been sh
Page 437 and 438: 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
Page 491 and 492:
Watson, 2002; Dawis, 1991), or perh
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7 community interest elements, and
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Figure 3. Illustration of possible
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Vocational Interest Measurement in
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Usability Testing II The second pha
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THE ARMY VOCATIONAL INTEREST CAREER
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soldiers who left the Army for avoi
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the cross-validation sample. Since
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DEVELOPING MEASURES OF OCCUPATIONAL
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For Select21 we conceived of a nove
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1998). For example, nearly all of t
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potential benefit of including such
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OCCUPATIONAL SURVEY SUPPORT OF AIR
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tasks. The structure of jobs within
Page 519 and 520:
AFSC 2A3X1 (A-10, F-15, U-2 AVIONIC
Page 521 and 522:
Occupational Analytics Paul L. Jone
Page 523 and 524:
Anticipating the Future for First-T
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now exist. Therefore, we had to der
Page 527 and 528:
perhaps deserves note. This is the
Page 529 and 530:
Sager, C. E., Russell, T. L., Campb
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The primary goal of selection/class
Page 533 and 534:
Knowledges, Skills, and Attributes
Page 535 and 536:
of anticipated future conditions ap
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REFERENCES Campbell, J. P., & Knapp
Page 539 and 540:
SMEs to think of Soldiers they supe
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
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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
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1 st WATCH: THE NAVY FIT SCALE Mart
Page 585 and 586:
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
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
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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
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
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The survey was re-administered in t
Page 627 and 628:
The perceived moral intensity scale
Page 629 and 630:
organization has significant contro
Page 631 and 632:
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
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
Page 681 and 682:
RESULTS Results are broken out belo
Page 683 and 684:
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
Page 803:
786 INDEX OF AUTHORS Waugh, G.W. 54
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2003 IMTA Proceedings - International Military Testing Association

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