2003 IMTA Proceedings - International Military Testing Association

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The JOIN system was tested by 300 new recruits, attending Recruit Training Center,
Great Lakes, IL (Michael, Hindelang, & Watson, 2002). Recruits also participated in small
group discussions, and filled out questionnaires regarding the software.
RESULTS AND DISCUSSION
Two sets of analyses are critical in the validation of the current approach. First
Hindelang, Michael and Watson (2002) presented results from a principal component analytic
approach which indicated a convergence of the current Process-Content defined structure with
previous factor analytic representations of Navy jobs. Labels for 7 of the 9 components
(accounting for 92% of the variance) were readily available and intuitive (e.g., Technical
Mechanical Activities, Administrative Activities, Intelligence), while the remaining 2
components (accounting for 8% of the variance) were not.
Second, Michael, Hindelang, and Watson (2002) report findings from the RTC, Great
Lakes test of the JOIN system. In general, recruits found the JOIN system easy to use, intuitive
and appealing. All PC pairs, communities and work styles were responded to with some level of
interest, and there were substantial and reliable individual differences in response patterns. The
(alpha) reliability estimates for each PC job interest element were very good, ranging from .83
(Operate Mechanical Equipment) to .95 (Make Facilities), and .91 overall.
Taken as a whole, results from the described efforts suggest that developing a job interest
measure from job interest elements derived by SME evaluation can be an effective approach for
organizations offering training and careers in some subset of all possible jobs. Future research
will test the predictive validity of the system with respect to training and career success.
The approach described here is efficient with respect to establishing rating descriptions,
and is facile in the creation of new jobs, as well as the modification and merging of existing job
structures. Additionally, as technical requirements for jobs change, job interest elements can be
readily added and subtracted from a job profile, and entirely new job interest elements can be
added to the system based on SME input. The intuitive and simple approach described here
should result in a functional, accurate and easily maintained vocational interest measurement and
matching system, JOIN.
45 th Annual Conference of the International Military Testing Association
Pensacola, Florida, 3-6 November 2003