2003 IMTA Proceedings - International Military Testing Association

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28 Concetiousness .09 (08%) .11 (10%) .02 (01%) Table 3: Total standardized effects on “affective commitment.” Percentage of accounted variance are put in brackets. Discussion Generally it can be said that the personality factors extraversion and especially neuroticism have an indirect as well as a direct influence on affective commitment. It is however interesting to note that these effects on affective commitment are different with regards to the sub-samples. Whereas the influence of the variable neuroticism in the sub-samples “younger” and “older” was as expected moderately high, the direct effects based on the personality traits are missing. As to the findings in general: There is a big influence from the context factors in terms of commitment. These effects could be established in the sub-samples. The job characteristic received a bigger weight in the sub- sample ”older” than in the other. The results have to be taken cautiously. On the one hand it is only a cross-sectional analysis. This means the consistency of the established effects cannot be tested and there can be no talk of causality. On the other hand the sub-samples are too small. Therefore artefacts cannot be ruled out. The results serve the purpose of first points of reference. Further studies are planned and will be analysed more minutely, for example with reference to distinctive features such as rank or function in the analyse. It can be assumed that the use of a personality test in the selection process for professional officers modestly serves its purpose to clarify commitment as well as intention to quit. How one can continue to justify the use of these tests can only be established with further studies and if economic considerations allow it. References Baillod, J. (1992). Fluktuation bei Computerfachleuten. Bern: Lang. Barrick, M.R., & Mount, M.K. (1991). The big five personality dimensions and job performance: A meta- analysis. Personnel Psychology, 44, 1-26. Day, D.V., & Silverman, S.B. (1989). Personality and job performance: Evidence of incremental validity. Per- sonnel Psychology, 42, 25-36 Day, D.V., Bedeian, A.G., & Conte, J.M. (1998). Personality as Predictor of work-Related Outcomes: Test of a Mediated Latent Structural Model. Journal of Applied Social Psychology, 28, 2068-2088. Dick, R. van, Schnitger, Chr., Schwartzmann-Buchelt, C., & Wagner, U. (2001). Der Job Diagnostic Survey im Bildungsbereich. Zeitschrift für Arbeits- und Organisationspsychologie, 45, 74-92. Hackman, J.R., &, Oldham, G.R. (1975). Development of the Job Diagnostic Survey. Journal of applied Psy- chology, 60, 159-170. Judge, T.A., Locke, E.A., Durham, C.C., & Kluger, A.N. (1998). Dispositional effects on Job and Life Satisfac- tion: The Role of Core Evaluations. Journal of Applied Psychology, 83, 17-34. 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
Judge, T.A., Bono, J.E., & Locke, E.A. (2000) Personality and Job Satisfaction: The Mediating Role of Job Characteristics. Journal of Applied Psychology, 85, 237-249. Judge, T.A., Heller, D., & Mount, M.K. (2002). Five-factor model of personality and job satisfaction: A meta- analysis. Journal of Applied Psychology, 87 (3), 530-541. Lum, L., Kervin, J., Clark, K., Reid, F., & Sirola, W. (1998). Explaining nursing turnover intent: Job satisfaction, pay satisfaction, or organizational commitment?. Journal-of-Organizational-Behavior, 19, 305- 320. Maier, G.W., & Woschée, R.-M. (2002). Die affektive Bindung an das Unternehmen. Zeitschrift für Arbeits- und Organisationspsychologie, 46, 126-136. Michaels, Ch.-E., & Spector, P.-E. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand und Meglino model. Journal-of-Applied-Psychology, 67, 53-59. Naquin, S.-S., & Holton, E.-F. (2002). The effects of personality, affectivity, and work commitment on motivation to improve work through learning. Human-Resource-Development-Quarterly, 13 (4), 357-376. Seibert, S.E. & Kraimer, M.L. (2001). The Five-Factor Model of Personality and Career Success. Journal of Vo- cational Behavior, 58, 1-21. Schallberger, U., & Venetz, M. (1999). Kurzversion des MRS-Inventars von Ostendorf (1990). Zur Erfassung der fünf „grossen“ Persönlichkeitsfaktoren. Bericht aus der Abteilung Angewandte Psychologie, Psy- chologisches Institut der Universität Zürich. Schmidt, F.L. & Hunter, J.E. (1998). The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implication of 85 Years of Research Findings. Psychological Bulletin, 124, 262-274. Tanoff, G.F. (1999). Job satisfaction and personality: The utility of the Five-Factor Model of personality. Dissertation-Abstracts-International:-Section-B:-The-Sciences-and-Engineering.Vol 60(4-B): 1904. Tett, R.P., Jackson, D.N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A metaanalytic review. Personnel Psychology, 44, 703-742. You, T.-J. (1996). The role of ethic origins in the discriminant approach to employee turnover. Dissertation- Abstracts-International-Section-A: Humanities-and-Social-Sciences, 56, 4469. 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003 29
Page 1 and 2: 45 th Annual Conference of the Inte
Page 3 and 4: ii A11. Krouse, S.L., and Irvine, J
Page 5 and 6: iv OCCUPATIONAL ANALYSIS APPLIED FO
Page 7 and 8: vi ANALYTICS C09a. Heffner, T.S.; T
Page 9 and 10: viii NATIONAL DEFENCE FORCE (S.A.N.
Page 11 and 12: x Minutes International Military Te
Page 13 and 14: xii BY-LAWS OF THE INTERNATIONAL MI
Page 15 and 16: xiv coordinating Primary Member. An
Page 17 and 18: USABILITY TESTING: LESSONS LEARNED
Page 19 and 20: the operational environment and, of
Page 21 and 22: Pill, J. (1970) “The Delphi Metho
Page 23 and 24: Types of definition There are diffe
Page 25 and 26: they may discuss components of it.
Page 27 and 28: It seems that in the absence of uni
Page 29 and 30: Do we assess what we want to assess
Page 31 and 32: Construct and criterion related val
Page 33 and 34: Results Due to the lack of a normal
Page 35 and 36: during ACABO. The question was ther
Page 37 and 38: Scholz, G. S., H. (1993). Das nomol
Page 39 and 40: There are not many studies with the
Page 41 and 42: 6 Neuroticism 4.53 .56 .71 -.25 -.1
Page 43: -.37** Neuroticism -.38** Extravers
Page 47 and 48: y members of the occupational field
Page 49 and 50: performance value to lowest through
Page 51 and 52: comparing the two products; perhaps
Page 53: TP Questionnaire AFSC _____________
Page 56 and 57: 40 Attachment 4 Respondent Comments
Page 58: 42 References Institute for Job and
Page 61 and 62: • Austria also has committed itse
Page 63 and 64: INTERNATIONAL OPERATIONS FORCES ENT
Page 65 and 66: JOB-SPECIFIC PERSONALITY ATTRIBUTES
Page 67 and 68: Canadian Forces. Results indicated
Page 69 and 70: Table 1. The NCOPI Dimensions and G
Page 71 and 72: Table 2. Correlations Between Perso
Page 73 and 74: To examine the relationship between
Page 75 and 76: correlates of psychological well-be
Page 77 and 78: Thomas, J. L., Dickson, M. W., & Bl
Page 79 and 80: more counterproductive behaviors, a
Page 81 and 82: dimension (e.g., maintain mechanica
Page 83 and 84: judged by trained raters). The resu
Page 85 and 86: Lightfoot, M.A., Alley, W.E., Schul
Page 87 and 88: abnormal positions such as spins an
Page 89 and 90: Description of OZ -----------------
Page 91 and 92: -----------------------------------
Page 93 and 94: -----------------------------------
Page 95 and 96:
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. &
Page 113 and 114:
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
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Roberts, J. S., Donoghue, J. R., &
Page 347 and 348:
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.
Page 409 and 410:
References Anderson, N., Born, M.,
Page 411 and 412:
Noe, R.A., Steffy, B.D., & Barber,
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Wanous, J.P. (1992). Organizational
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We also have under way a predictive
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For the validation analyses, a fina
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NLSI IMPLEMENTATION TO A WEB-BASED
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work at the sentence level. This am
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The semantic module: MRS and LKB Th
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Next the program has to deal with
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Conclusion Communication abilities
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Exam Center to work with the projec
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exam. Gateway was able to provide t
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questions is monitored statisticall
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3. Computerized testing has been sh
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3. Most publishers have chosen not
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should not house permanent cookies
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Figure 2. Five process model per in
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Results As of October 2003, the TSA
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Klion, R., Pfenninger, D., Chiocchi
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STREAMLINING OF THE NAVY ENLISTED A
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and compared with the number found
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March 2002 marked the implementatio
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Due to the limited bandwidth restri
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their tests. However, job seekers o
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they may already have in relation t
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way both in and out of school. A si
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The students were asked about their
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This work was funded by the Human S
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AIR’s past experienced in the IC
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obtain the necessary clearances nec
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As we move forward with integrating
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ENCAPS - Using Non-Cognitive Measur
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cognitive ability. One particularly
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classification of enlisted personne
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Abstract Pilot Selection in the Aus
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Royal Australian Navy (RAN) and Roy
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comprising the ATB pilot index (PI)
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References Bongers, S., and Pei, J.
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The Armed Services Vocational Aptit
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Attachment A Career Exploration Pro
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References Harmon, L. W., Hansen, J
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Watson, 2002; Dawis, 1991), or perh
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7 community interest elements, and
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Figure 3. Illustration of possible
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Vocational Interest Measurement in
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Usability Testing II The second pha
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THE ARMY VOCATIONAL INTEREST CAREER
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soldiers who left the Army for avoi
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the cross-validation sample. Since
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DEVELOPING MEASURES OF OCCUPATIONAL
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For Select21 we conceived of a nove
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1998). For example, nearly all of t
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potential benefit of including such
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OCCUPATIONAL SURVEY SUPPORT OF AIR
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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
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
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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
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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
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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
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Analysis of the 18-item Scale DISCU
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Lim, B. (2001). The Structure and N
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NSmen’s training cycle last for t
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To test the robustness of the hypot
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Table 2.3. Scale Reliabilities and
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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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