2003 IMTA Proceedings - International Military Testing Association

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380 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 SUM S33 S34 S35 S36 S37 0 0 0 0 0 0 0 1 0 1 0 1 0 1 0 1 5 0 4 1 5 0 4 1 5 2 1 2 1 2 2 1 2 1 2 1 0 1 1 1 2 1 2 2 2 2 2 2 2 2 2 3 2 3 2 2 2 2 2 2 1 2 1 2 1 1 1 1 1 1 1 0 1 0 1 0 1 0 1 0 0 0 1 0 1 0 1 0 0 0 0 0 0 0 0 0 1 0 1 0 1 0 1 0 1 0 1 0 1 0 2 1 2 1 2 1 1 1 1 1 0 1 0 1 0 1 1 1 1 1 0 0 0 0 0 27 26 29 27 29 S38 S39 S40 S41 S42 S43 0 0 0 0 0 0 0 1 0 1 0 1 1 0 1 0 1 0 0 4 1 5 0 4 1 5 0 4 0 5 1 2 1 2 1 2 2 2 2 2 2 2 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 2 3 2 3 2 3 3 2 2 2 2 2 2 2 1 2 1 2 1 1 1 1 1 1 1 0 1 0 1 0 0 0 0 0 0 0 0 0 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 1 0 1 0 1 0 0 1 0 1 0 1 1 0 0 0 0 0 1 2 1 2 1 2 1 1 1 0 1 0 1 0 1 0 1 0 1 1 1 1 1 1 0 0 0 0 0 0 27 29 26 28 26 27 S44 S45 S46 S47 S48 S49 0 0 0 0 0 0 0 1 0 1 0 1 1 0 1 0 1 1 0 4 0 5 0 4 0 5 0 4 0 5 1 2 1 2 1 2 2 2 2 2 2 2 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 2 2 2 2 2 2 2 1 2 1 2 1 1 1 1 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 1 0 1 0 1 0 0 1 0 1 0 1 0 0 0 0 0 0 1 2 1 2 1 2 1 0 1 0 1 0 1 0 1 0 1 0 1 0 1 0 1 0 0 0 0 0 0 0 26 26 26 26 26 27 S50 S51 S52 S53 S54 S55 0 0 0 0 0 0 0 1 0 1 0 1 1 1 1 1 1 1 0 4 0 4 0 4 0 4 0 4 0 4 1 2 1 2 1 2 2 2 2 2 2 2 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 1 2 1 2 1 2 2 1 2 1 2 1 1 1 1 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0 1 1 0 1 0 1 0 0 1 0 0 0 0 0 0 0 0 0 0 1 2 1 2 1 2 1 0 1 0 1 0 1 0 1 0 0 0 1 0 1 0 1 0 0 0 0 0 0 1 25 26 25 25 24 27 S56 S57 S58 S59 S60 0 0 0 0 0 0 1 0 1 0 1 1 1 1 1 0 4 0 4 0 4 0 4 0 4 1 2 1 2 1 1 2 1 2 1 1 1 1 1 1 2 2 1 2 1 2 2 2 2 2 3 2 3 2 3 1 2 1 2 1 2 1 2 1 2 1 1 1 1 1 0 0 0 0 0 0 0 0 0 0 0 1 0 1 0 0 0 0 0 0 0 1 0 1 0 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0 1 1 1 1 1 1 0 1 0 1 0 0 0 0 0 1 0 1 0 1 0 1 0 1 0 23 25 22 25 22 Sum of vacancies 14 27 45 9 252 84 99 46 101 120 157 98 97 60 16 10 18 12 15 34 15 16 76 34 26 39 9 1529 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
From Attraction to Rejection: A Qualitative Research on Applicant Withdrawal Bert Schreurs 31 ABSTRACT This study examined why prospective and real applicants for the Belgian military decide to withdraw from the hiring process. We inventoried reasons for applicant withdrawal by gathering qualitative data through focus groups and in-depth interviews (face-to-face and telephonic) with prospective applicants, applicants withdrawing from the hiring process, applicants completing the selection procedure, trainees, and employees involved in the hiring process. Because it is generally accepted that applicant reactions to recruitment and selection procedures may influence whether applicants pursue job offers, this factor was examined in more detail. Results indicated that one of the main reasons for applicant withdrawal was that the military had become less attractive relative to other options; that withdrawals were frequently influenced by the opinions of significant others (parents, partner, and peers) on the military; and that based on the information they had received in the recruiting station, withdrawals had serious doubts about whether they would match with the organization. Inconsistent with previous research, we found that withdrawals were generally unaffected by early recruitment practices. Suggestions for strengthening organizational recruitment programs and for directing further research are discussed. 31 Belgian Ministry of Defence Human Resources Directorate General Accession Policy – Research & Technology Bruynstraat 1, B-1120 Brussels (Neder-Over-Heembeek) bert.schreurs@mil.be or schreurs.bert@skynet.be 381 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
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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
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 and 388: The ordinates indicate the average
Page 389 and 390: In next- rather busy - graph the av
Page 391 and 392: vacancies. In fact, the problem of
Page 393 and 394: • Lescrève, F., The Selection of
Page 395: Vacancies per trade (Columns) for e
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
Page 439 and 440: should not house permanent cookies
Page 441 and 442: Figure 2. Five process model per in
Page 443 and 444: Results As of October 2003, the TSA
Page 445 and 446: Klion, R., Pfenninger, D., Chiocchi
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STREAMLINING OF THE NAVY ENLISTED A
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and compared with the number found
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March 2002 marked the implementatio
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Due to the limited bandwidth restri
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their tests. However, job seekers o
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they may already have in relation t
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way both in and out of school. A si
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The students were asked about their
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This work was funded by the Human S
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AIR’s past experienced in the IC
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obtain the necessary clearances nec
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As we move forward with integrating
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ENCAPS - Using Non-Cognitive Measur
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cognitive ability. One particularly
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classification of enlisted personne
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Abstract Pilot Selection in the Aus
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Royal Australian Navy (RAN) and Roy
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comprising the ATB pilot index (PI)
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References Bongers, S., and Pei, J.
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The Armed Services Vocational Aptit
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Attachment A Career Exploration Pro
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References Harmon, L. W., Hansen, J
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Watson, 2002; Dawis, 1991), or perh
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7 community interest elements, and
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Figure 3. Illustration of possible
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Vocational Interest Measurement in
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Usability Testing II The second pha
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THE ARMY VOCATIONAL INTEREST CAREER
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soldiers who left the Army for avoi
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the cross-validation sample. Since
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DEVELOPING MEASURES OF OCCUPATIONAL
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For Select21 we conceived of a nove
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1998). For example, nearly all of t
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potential benefit of including such
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OCCUPATIONAL SURVEY SUPPORT OF AIR
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tasks. The structure of jobs within
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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
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Putka, D.J., Kilcullen, R. N., & Wh
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of personality. Second, the same re
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Table 1. Correlations between Civil
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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
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The perceived moral intensity scale
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organization has significant contro
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ADAPTING OCCUPATIONAL ANALYSIS METH
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are not improved for the long term,
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Gateworth, R.D., & Field,H.S. (1998
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Inevitably, new technology will be
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experimentation report. The structu
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esponsibilities involved in this po
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Comparison of Tasks and Knowledge D
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angle of approach to the target may
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Transformational Leadership: Relati
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concentrate their efforts on longer
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levels of analysis (e.g., Klein, Da
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soldiers constituted 39 combat team
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performance domains at the same lev
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performance was significantly stron
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The finding that transformational l
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A third limitation is the relativel
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Devine, D.J., Clayton, L.D., Philip
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Ostroff, C., & Schmitt, N. (1993).
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Table 1: Responses from 10 Subject
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Table 3: Regression for FFM on Tran
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comprehensive guide that the Army c
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FRAMEWORK COMPARISON: 1958; 1973; 1
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Our review of the evolution of the
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DEVELOPING APPROPRIATE METRICS FOR
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METHOD Participants Participants we
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RESULTS Results are broken out belo
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As depicted in Table 3, half of par
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Table 5. Second Choice Rating Forma
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SOFTWARE SUPPORT OF HUMAN PERFORMAN
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SOFTWARE SUPPORT A working model (p
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Figure 3, illustrates the prototype
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framework. Having completed the ver
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HOW MILITARY RESEARCH CAN IMPROVE T
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characteristics” - such as task c
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Team-Coordination Training Another
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Numerous lessons learned have come
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teamwork training: Evaluation resul
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participated in informal class exer
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slightly modified for the second wo
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As a result, we are currently devel
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It was not surprising that decoloni
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a conflict. The end of the cold war
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understanding. Also, when individua
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DEPARTMENT OF DEFENCE (1996). White
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. Screening and monitoring of perso
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The TSES-R is a 13 item scale of po
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Career Intention Prior to Deploymen
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d. The sample is based on peace ope
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comparing self- and subordinate des
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5 4 3 2 1 Figure 1 - Mean Perceptio
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0.9 0.7 0.5 0.3 0.1 -0.1 Figure 2 -
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adding another variable of individu
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REFERENCES Baranski, J.V., & Petrus
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Leadership Competencies: Are We All
Page 739 and 740:
The purpose in establishing compete
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Army - influencing people - by prov
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Table 3 Leadership Competency Compo
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In answer to ‘are we all saying t
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Navy Decisiveness /Risk Management
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Marine Corps Leadership Principles
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
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
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Table 2.3. Scale Reliabilities and
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Figure 3: Model for Regulars *0.57
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REFERENCES Huxley, T. (2000). Defen
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Another important influence on our
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as a multidimensional construct. Ta
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Table 3 Intercorrelations Among Pro
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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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