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446 employers’ may need to be inventive about where they place advertisements, e.g. on mobile phone alerts; sports websites, school events etc. They may need to ‘attract’ the applicants they seek to their selection web sites, rather than being able to assume that good applicants will find their own way. The extent to which this target group used technologies other than desktop computers etc. was of interest. It alerts us to the fact that employers need to consider the way they present their information and questions, as the visible space on a desk top tends to be much greater than on a phone. These differences in media choice seem to add support for a move to adaptable interfaces, whereby the interface changes according to responses to a set of questions relating to media being used, demographic determinants, qualifications or, simply, personal preferences. In relation to motivational issues, and in support of previous studies (Foulis et al, 2002; Price et al, 2003), participants seemed motivated to use the Internet for the purposes of at least some job search activities. Interestingly, once more, their concerns reflected some of those expressed by employers. That is, the students raised problems relating to standardisation and the ability of other applicants to ‘cheat’. This suggests that employers need to offer some assurances about their procedures; that they are fair and they understand applicant concerns. To enhance motivation, it appears that employers need to retain elements of choice when it comes to modern technology and traditional approaches. A clear theme running throughout the various sets of results is that applicants want a choice of how to respond to various selection activities. These choices appear to depend on a preference for new technology over traditional methods, but also vary according to what they are asked to do. For example, the desire to go to the organisation for ability testing but a preference for Internet facilities when completing application forms. These preferences contrast with the preferences of Foulis et al’s students who stated they were happy to complete tests online. The implications of these findings are that employers should not be too hasty to eradicate traditional approaches. Indeed, Freeserve, the Internet company which adopted e-recruitment techniques, continues to use paper-based advertising to complement web applications (The Sunday Times, 2003, July 13). Comparison across the graduate groups used in previous studies and the non-graduate groups in this study illustrate differences in the range of issues that are volunteered, preferences and experience. Such differences illustrate the worth in considering different applicant groups separately. The researchers expect the design of the prototype website to be enhanced by having elicited views from the target users directly. For example, the research has elicited positive feedback about the utility of some of the features, and constructive feedback about how the specific examples of these features on the prototype are limited. It is argued that not only is it egalitarian to consider the applicant alongside the employer, but that it also makes pragmatic sense if the technology is going to support, rather than lead, future recruitment and selection systems. The work psychologist would appear one of the professions suitably positioned to help facilitate understanding and draw implications in this area. ACKNOWLEDGEMENTS 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
This work was funded by the Human Sciences Domain of the UK Ministry of Defence Scientific Research Programme. REFERENCES Booth, P. (1989) An introduction to human-computer interaction. Hove: Lawrence Erlbaum Foulis, S. & Bozionelos, N. (2002). The use of the internet in graduate recruitment: The perspective of the graduates. Selection & Development Review. Vol. 18, No.4, p12-15. Park (2002) Graduate in the eyes of the employers, 2002. London: Park HR and The Guardian. Park (1999) Graduate in the eyes of the employers, 1999. London: Park HR and The Guardian. Price, R. E. & Patterson, F. (2003) Online application forms: Psychological impact on applicants and implications for recruiters. Selection & Development Review. Vol. 19, No. 2, p12-19 Norman, D. A. (1988) The design of everyday things. London: MIT Press Reed Executive PLC (2002) In R. E. Price & F. Patterson, F. (2003) Online application forms: Psychological impact on applicants and implications for recruiters. Selection & Development Review Vol. 19, No. 2, p12-19. The Sunday Times. July 13, 2003. Appointments, p7. Weston, K. J., Edgar, E., Dukalskis, L. & Zarola, A. (2002) Internet-supported Tri-Service recruit selection: An exciting future. QinetiQ Report: QINETIQ/CHS/CAP/CR020199/1.0 447 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
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Roberts, J. S., Donoghue, J. R., &
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viewed as a combination of two to t
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e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
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REFERENCES Allen, N. J., & Meyer, J
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impossible for people to hide their
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Nederhof .52 ( 2003) 13 items 16 .7
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The relationship between behaviour
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However, possibilities are seen to
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Article structure This paper descri
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Figure 1. Simplified version of the
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- My home front is proud of me. - M
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Organizational aspects Appreciation
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PRACTICAL APPLICATION OF THE DUTCH
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efore reporting the results. b) Alt
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LITERATURE Avenarius, M.J.H. (1994)
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In particular it was identified tha
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number of items to decrease the len
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A randomly selected sample of 1,500
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• When total wellbeing scores wer
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significantly better recruits for a
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• Non-zero Payoff: The number of
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The ordinates indicate the average
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In next- rather busy - graph the av
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vacancies. In fact, the problem of
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• Lescrève, F., The Selection of
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Vacancies per trade (Columns) for e
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From Attraction to Rejection: A Qua
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Saks, & Summers, 1991). Bretz and J
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suggest that applicants ‘rule out
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information he/she had received, (c
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is not uncommon that applicants nee
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the primary motive for withdrawal.
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References Anderson, N., Born, M.,
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
Page 447 and 448: STREAMLINING OF THE NAVY ENLISTED A
Page 449 and 450: and compared with the number found
Page 451 and 452: March 2002 marked the implementatio
Page 453 and 454: Due to the limited bandwidth restri
Page 455 and 456: their tests. However, job seekers o
Page 457 and 458: they may already have in relation t
Page 459 and 460: way both in and out of school. A si
Page 461: The students were asked about their
Page 465 and 466: AIR’s past experienced in the IC
Page 467 and 468: obtain the necessary clearances nec
Page 469 and 470: As we move forward with integrating
Page 471 and 472: ENCAPS - Using Non-Cognitive Measur
Page 473 and 474: cognitive ability. One particularly
Page 475 and 476: classification of enlisted personne
Page 477 and 478: Abstract Pilot Selection in the Aus
Page 479 and 480: Royal Australian Navy (RAN) and Roy
Page 481 and 482: comprising the ATB pilot index (PI)
Page 483 and 484: References Bongers, S., and Pei, J.
Page 485 and 486: The Armed Services Vocational Aptit
Page 487 and 488: Attachment A Career Exploration Pro
Page 489 and 490: References Harmon, L. W., Hansen, J
Page 491 and 492: Watson, 2002; Dawis, 1991), or perh
Page 493 and 494: 7 community interest elements, and
Page 495 and 496: Figure 3. Illustration of possible
Page 497 and 498: Vocational Interest Measurement in
Page 499 and 500: Usability Testing II The second pha
Page 501 and 502: THE ARMY VOCATIONAL INTEREST CAREER
Page 503 and 504: soldiers who left the Army for avoi
Page 505 and 506: the cross-validation sample. Since
Page 507 and 508: DEVELOPING MEASURES OF OCCUPATIONAL
Page 509 and 510: For Select21 we conceived of a nove
Page 511 and 512: 1998). For example, nearly all of t
Page 513 and 514:
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
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perhaps deserves note. This is the
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Sager, C. E., Russell, T. L., Campb
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The primary goal of selection/class
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Knowledges, Skills, and Attributes
Page 535 and 536:
of anticipated future conditions ap
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REFERENCES Campbell, J. P., & Knapp
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SMEs to think of Soldiers they supe
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on a rating, while others use the H
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fairly easy to identify first-level
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eviewers considered the currency of
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DEVELOPING OPERATIONAL PERSONALITY
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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
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)
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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
Page 661 and 662:
A third limitation is the relativel
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Devine, D.J., Clayton, L.D., Philip
Page 665 and 666:
Ostroff, C., & Schmitt, N. (1993).
Page 667 and 668:
Table 1: Responses from 10 Subject
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Table 3: Regression for FFM on Tran
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comprehensive guide that the Army c
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FRAMEWORK COMPARISON: 1958; 1973; 1
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Our review of the evolution of the
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DEVELOPING APPROPRIATE METRICS FOR
Page 679 and 680:
METHOD Participants Participants we
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RESULTS Results are broken out belo
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As depicted in Table 3, half of par
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Table 5. Second Choice Rating Forma
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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
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
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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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