2003 IMTA Proceedings - International Military Testing Association

More documents

Recommendations

Info

540 INTRODUCTION SCORING BOTH JUDGMENT AND PERSONALITY IN A SITUATIONAL JUDGMENT TEST 45 Gordon W. Waugh, Ph.D. and Teresa L. Russell, Ph.D. Human Resources Research Organization Alexandria, VA, USA gwaugh@humrro.org Although personality measures are good predictors of performance in a research setting (Tett, Jackson, & Rothstein, 1991), there are problems with their use in operational settings. (Knapp, Waters, & Heggestad, 2002). There is substantial research showing that personality tests can be faked (Hough, Eaton, Dunnette, Kamp, & McCloy, 1990; Ones, Viswesvaran, & Korbin, 1995). Several recent studies show that they probably are faked when used for personnel selection (Hough, 1996, 1997, 1998; Rosse, Stechler, Miller, & Levin, 1998). Faking changes the rank-order of applicants and results in the selection of individuals with lower-than-expected performance scores (Mueller-Hanson, Heggestad, & Thornton, 2003; Zickar, 2000). Thus, there is much interest in developing a faking-resistant personality measure. This presentation describes the development of a situational judgment test (SJT) for selection into the U.S. Army. A situational judgment test item consists of a description of a problem situation followed by several possible actions. An examinee answers the item by judging the effectiveness of the actions. In some SJTs, the examinee indicates the best and worst actions. In other SJTs, including this SJT, the examinee rates the effectiveness of each action. A criterion SJT was simultaneously developed which targeted soldiers who had been in the Army between 18 and 36 months. It was developed in the same manner as the predictor SJT described in this paper, with two exceptions: it includes only military scenarios and it does not use trait scoring. The criterion SJT, along with other criterion measures, will be used to collect validity data on other predictor measures. The predictor and criterion SJTs were developed for Select21, a project sponsored by the U.S. Army Research Institute for the Behavioral and Social Sciences. The objective of Select21 is to develop and validate selection measures that will help the Army select, classify, and retain enlisted Soldiers with the characteristics needed to succeed in the future Army. The SJT format has two characteristics that might make it possible to developing fakingresistant personality tests. First, in contrast to traditional personality tests, SJT examinees are not asked to divulge anything about themselves. Rather, examinees are asked to analyze each situation and evaluate the effectiveness of each action. Thus, the SJT would be a subtle measure 45 In D. J. Knapp (Chair), Selecting Soldiers for the Future Force: The Army’s Select21 Project. Symposium conducted at the 2003 International Military Testing Association (IMTA) Conference, Pensacola, FL. The views, opinions, and/or findings contained in this paper are those of the authors and should not be construed as an official U.S. Department of the Army position, policy, or decision. 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
of personality. Second, the same responses would be used to generate both an effectiveness score and personality scores. Examinees who try to maximize their personality scores would risk lowering their effectiveness scores. That is, examinees cannot ignore the effectiveness of any actions when answering test items. Thus, an SJT that produces both an effectiveness score and personality scale scores might be able to eliminate—or considerably reduce—faking. Several personality traits were identified that are relevant to performing well as a Soldier in the U.S. Army (Sager & Russell, 2003). We had developed a situational judgment test in recent previous research for the Army (Knapp et al., 2002). The SJT score correlated significantly not only with performance measures but also with several personality scales. Unfortunately, attempts to develop scales based on item scores were unsuccessful. This was not surprising considering that SJTs tend to be heterogeneous even at the item level. Thus, in the current approach, we are developing personality scales based on the scores for individual actions. This effort has two notable aspects. First, we generated parallel civilian situations from military situations. Second, the test simultaneously measures both the respondent’s judgment and several of the respondent’s personality traits. We developed descriptions of military situations that a Soldier might experience during the first few months in the Army. For each situation, we developed response options comprising actions that Soldiers might take in those situations. We feared, however, that a test consisting of military situations might not be appropriate for civilian applicants. Many applicants might not understand the situations, and those that had some military knowledge might have an unfair advantage on the test. Therefore, we developed a parallel civilian situation for most military situations. The remainder of this paper provides more detailed descriptions of the development of civilian items and trait scales. The results of a recent pilot test will also be discussed. DEVELOPMENT OF THE MILITARY AND CIVILIAN SJTS To develop the military SJT, we asked new Soldiers and the NCOs (Non-Commissioned Officers) who train them to write descriptions of problem situations relevant to new Soldiers (during the first few months in the Army). These could be actual situations they had observed or hypothetical situations. Other Soldiers and NCOs wrote descriptions of actions that Soldiers might take in these situations. We edited and dropped actions until there were no more than about nine actions per situation. We asked Soldiers and NCOs to write each situation targeted to one of the specific predictor constructs we wanted the SJT to measure. At this point, we asked NCOs and Soldiers to write parallel civilian situations based on the military situations. After editing these situations, we picked the best parallel civilian situation for each military situation. Then we asked NCOs and Soldiers to write actions for the civilian situations. We edited these actions and reduced the number of actions per situation to about nine. We developed an initial scoring key using 10 NCOs (drill instructors and other trainers of new Soldiers). Then we gave the draft test items (military and civilian items) to Soldiers in training. Each item was answered by about 12 Soldiers. Based on these two data collections, some options were dropped and a few others were edited or added. An option was dropped if the NCOs disagreed substantially on an option’s effectiveness. Typically, options with standard deviations above 2.00 (on a 7-point scale) were dropped. In contrast, options were also dropped if there was 541 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
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 and 44:
-.37** Neuroticism -.38** Extravers
Page 45 and 46:
Judge, T.A., Bono, J.E., & Locke, E
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
Page 97 and 98:
Fig. 4b: Heading performance of the
Page 99 and 100:
Fig. 5b: Heading performance of the
Page 101 and 102:
Fig. 6a: Altitude performance of th
Page 103 and 104:
Discussion The most important concl
Page 105 and 106:
12. Hoffman, R. R., Ford, K. M., an
Page 107 and 108:
PERCEPTUAL DRIFT RELATED TO SPATIAL
Page 109 and 110:
indicated by the negative values. T
Page 111 and 112:
Dizio, P., Li, W., Lackner, J.R. &
Page 113 and 114:
Psychologically, the victim of perc
Page 115 and 116:
Individualized colored filters seem
Page 117 and 118:
e remembered, however, that Irlen o
Page 119 and 120:
Neurofeedback Training for Two Dime
Page 121 and 122:
conserved. We can determine both Co
Page 123 and 124:
sophisticated equipment and technol
Page 125 and 126:
Figure 1: Changes in Concentration
Page 127 and 128:
WHAT TODAY’S SOLDIERS TELL US ABO
Page 129 and 130:
troubleshoot interconnectivity prob
Page 131 and 132:
What advantages do Soldiers rate as
Page 133 and 134:
This new training process viewed th
Page 135 and 136:
collection and analysis. Also inclu
Page 137 and 138:
CONCLUSION Figure 4: Sample Distrib
Page 139 and 140:
RACE AND GENDER AS FACTORS IN FLIGH
Page 141 and 142:
egression equation. The process was
Page 143 and 144:
DISCUSSION These studies found that
Page 145 and 146:
Validation of an Unmanned Aerial Ve
Page 147 and 148:
direction, and stick movement produ
Page 149 and 150:
References Biggerstaff, S., Blower,
Page 151 and 152:
Table 2. Correlations and descripti
Page 153 and 154:
Figure 1. Stick, rudder, and thrott
Page 155 and 156:
Figure 3. Scatterplot of index scor
Page 157 and 158:
The application of new information
Page 159 and 160:
Communication. Recent research has
Page 161 and 162:
of situation in which Soldiers woul
Page 163 and 164:
An analysis of variance was perform
Page 165 and 166:
Hevel, J. R. (2002). The Objective
Page 167 and 168:
affective (or attitudinal) componen
Page 169 and 170:
e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
Page 171 and 172:
REFERENCES Allen, N. J., & Meyer, J
Page 173 and 174:
Rumsey, M.G. (1995). The best they
Page 175 and 176:
(1999) found that among members in
Page 177 and 178:
Results Satisfaction with the Milit
Page 179 and 180:
Spouse/significant other support to
Page 181 and 182:
quality of life in the Air Force, a
Page 183 and 184:
BRITISH ARMY LEAVERS SURVEY: AN INV
Page 185 and 186:
would be better, and that there wou
Page 187 and 188:
ABSTRACT PREDICTORS OF U.S. ARMY CA
Page 189 and 190:
Survey items were then aggregated i
Page 191 and 192:
expects them to be committed, they
Page 193 and 194:
THE IMPORTANCE OF A FAMILY-FRIENDLY
Page 195 and 196:
multiple life roles (Kahn, Wolfe, Q
Page 197 and 198:
consequently feel they are unable t
Page 199 and 200:
perceptions of the usability of wor
Page 201 and 202:
family-friendly work environment pe
Page 203 and 204:
Previous studies have found that on
Page 205 and 206:
For both employees with high family
Page 207 and 208:
Figure 3 Interaction between FFWE,
Page 209 and 210:
differently in the military compare
Page 211 and 212:
Castro, C. A., Adler, A. B., & Bien
Page 213 and 214:
Kossek, E. E., & Lobel, S. (1996).
Page 215 and 216:
Tracking U.S. Navy Reserve Career D
Page 217 and 218:
menus, a commander or career counse
Page 219 and 220:
Respondents were divided in their r
Page 221 and 222:
Duties and Functions of a Recruitin
Page 223 and 224:
The in-house coaching provided to s
Page 225 and 226:
Metrics of Unprofessional, Gender-R
Page 227 and 228:
Regardless of paygrade, both women
Page 229 and 230:
military installation. However, wom
Page 231 and 232:
Table 6 Frequency of Reporting Beha
Page 233 and 234:
action was taken against the offend
Page 235 and 236:
Workplace Reprisals: A Model of Ret
Page 237 and 238:
INCIDENCE OF RETALIATION Studies de
Page 239 and 240:
Far less is known about the consequ
Page 241 and 242:
METHOD Participants and Procedure T
Page 243 and 244:
Subjective Appraisal The subjective
Page 245 and 246:
RESULTS Exploratory Model The range
Page 247 and 248:
More frequent occurrences of UGRB,
Page 249 and 250:
organizational commitment and psych
Page 251 and 252:
Fitzgerald, L.F., Drasgow, F., Huli
Page 253 and 254:
UNDERSTANDING RESPONSES TO SEXUAL H
Page 255 and 256:
sample population was selected thro
Page 257 and 258:
Finally individuals were identified
Page 259 and 260:
less likely to indicate they had ex
Page 261 and 262:
● Non-Reporters < Reporters Figur
Page 263 and 264:
eport (Other). Items endorsed in bo
Page 265 and 266:
policy and procedure relevant to ha
Page 267 and 268:
Justice Versus Gender Socialization
Page 269 and 270:
Table of Contents Table of Contents
Page 271 and 272:
1.1 Purpose 1.0 Introduction This p
Page 273 and 274:
The Department of National Defence
Page 275 and 276:
2.1 Stakeholder Brainstorming The f
Page 277 and 278:
2.2 Stakeholder Influence and Impor
Page 279 and 280:
Figure 3 graphically represents sta
Page 281 and 282:
The SIS is a ‘research process ma
Page 283 and 284:
3.2.1 The SIS Online As already men
Page 285 and 286:
stakeholder groups. Furthermore, th
Page 287 and 288:
INTRODUCTION DESIGNING A NEW HR SYS
Page 289 and 290:
homogeneity of work activities with
Page 291 and 292:
empirical information from the work
Page 293 and 294:
eviewed by NIMA management and othe
Page 295 and 296:
Observations made as a result of a
Page 297 and 298:
45 th 3. Generating the specific qu
Page 299 and 300:
Strategies for Increased Reporting
Page 301 and 302:
of information technology systems.
Page 303 and 304:
Guide for Reporting Counterintellig
Page 305 and 306:
CHARACTERIZING INFORMATION SYSTEMS
Page 307 and 308:
In about 60% of these recorded even
Page 309 and 310:
following example, however, a cadet
Page 311 and 312:
The most significant event of this
Page 313 and 314:
Ten Technological, Social, and Econ
Page 315 and 316:
can provide motivation and opportun
Page 317 and 318:
Requirement Inspection of MASS ques
Page 319 and 320:
Finally, third level questions woul
Page 321 and 322:
OCCUPATIONAL ANALYSIS APPLIED FOR T
Page 323 and 324:
CLASSIFICATION OF DUTIES INTO NEW S
Page 325 and 326:
CONCLUSIONS The procedure described
Page 327 and 328:
For each of the 27 items, the respo
Page 329 and 330:
Table 1: Misclassification rates fo
Page 331 and 332:
y examining all of the possible cos
Page 333 and 334:
PREDICTING ATTRITION OF ARMY RECRUI
Page 335 and 336:
1 1 P( vi = jθ = t) = − , 1+ exp
Page 337 and 338:
It can be seen that for this AIM sc
Page 339 and 340:
A NEW APPROACH TO CONSTRUCTING AND
Page 341 and 342:
stimulus t, and is considered a pos
Page 343 and 344:
items involving stimuli on dimensio
Page 345 and 346:
Roberts, J. S., Donoghue, J. R., &
Page 347 and 348:
viewed as a combination of two to t
Page 349 and 350:
e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
Page 351 and 352:
REFERENCES Allen, N. J., & Meyer, J
Page 353 and 354:
impossible for people to hide their
Page 355 and 356:
Nederhof .52 ( 2003) 13 items 16 .7
Page 357 and 358:
The relationship between behaviour
Page 359 and 360:
However, possibilities are seen to
Page 361 and 362:
Article structure This paper descri
Page 363 and 364:
Figure 1. Simplified version of the
Page 365 and 366:
- My home front is proud of me. - M
Page 367 and 368:
Organizational aspects Appreciation
Page 369 and 370:
PRACTICAL APPLICATION OF THE DUTCH
Page 371 and 372:
efore reporting the results. b) Alt
Page 373 and 374:
LITERATURE Avenarius, M.J.H. (1994)
Page 375 and 376:
In particular it was identified tha
Page 377 and 378:
number of items to decrease the len
Page 379 and 380:
A randomly selected sample of 1,500
Page 381 and 382:
• When total wellbeing scores wer
Page 383 and 384:
significantly better recruits for a
Page 385 and 386:
• Non-zero Payoff: The number of
Page 387 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 and 396:
Vacancies per trade (Columns) for e
Page 397 and 398:
From Attraction to Rejection: A Qua
Page 399 and 400:
Saks, & Summers, 1991). Bretz and J
Page 401 and 402:
suggest that applicants ‘rule out
Page 403 and 404:
information he/she had received, (c
Page 405 and 406:
is not uncommon that applicants nee
Page 407 and 408:
the primary motive for withdrawal.
Page 409 and 410:
References Anderson, N., Born, M.,
Page 411 and 412:
Noe, R.A., Steffy, B.D., & Barber,
Page 413 and 414:
Wanous, J.P. (1992). Organizational
Page 415 and 416:
We also have under way a predictive
Page 417 and 418:
For the validation analyses, a fina
Page 419 and 420:
NLSI IMPLEMENTATION TO A WEB-BASED
Page 421 and 422:
work at the sentence level. This am
Page 423 and 424:
The semantic module: MRS and LKB Th
Page 425 and 426:
Next the program has to deal with
Page 427 and 428:
Conclusion Communication abilities
Page 429 and 430:
Exam Center to work with the projec
Page 431 and 432:
exam. Gateway was able to provide t
Page 433 and 434:
questions is monitored statisticall
Page 435 and 436:
3. Computerized testing has been sh
Page 437 and 438:
3. Most publishers have chosen not
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 and 462:
The students were asked about their
Page 463 and 464:
This work was funded by the Human S
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
Page 515 and 516: OCCUPATIONAL SURVEY SUPPORT OF AIR
Page 517 and 518: 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
Page 525 and 526: now exist. Therefore, we had to der
Page 527 and 528: perhaps deserves note. This is the
Page 529 and 530: Sager, C. E., Russell, T. L., Campb
Page 531 and 532: The primary goal of selection/class
Page 533 and 534: Knowledges, Skills, and Attributes
Page 535 and 536: of anticipated future conditions ap
Page 537 and 538: REFERENCES Campbell, J. P., & Knapp
Page 539 and 540: SMEs to think of Soldiers they supe
Page 541 and 542: on a rating, while others use the H
Page 543 and 544: fairly easy to identify first-level
Page 545 and 546: eviewers considered the currency of
Page 547 and 548: DEVELOPING OPERATIONAL PERSONALITY
Page 549 and 550: In this paper, we focus on two meas
Page 551 and 552: Here, we score only those statement
Page 553 and 554: understanding how applicants might
Page 555: Putka, D.J., Kilcullen, R. N., & Wh
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
Page 565 and 566: ASSESSING PERSON-ENVIRONMENT (P-E)
Page 567 and 568: To develop the ADI, we first identi
Page 569 and 570: Army to provide it, and a second wh
Page 571 and 572: APPENDIX Example Item from the Work
Page 573 and 574: To achieve wide-scale implementatio
Page 575 and 576: team leadership; concern for Soldie
Page 577 and 578: 1 ST WATCH: ASSESSMENT OF COPING ST
Page 579 and 580: assess individuals’ personal valu
Page 581 and 582: eported being most likely to use th
Page 583 and 584: 1 st WATCH: THE NAVY FIT SCALE Mart
Page 585 and 586: Surveys RTC Grad Survey. This quest
Page 587 and 588: Hypothesis 3 stated that recruits w
Page 589 and 590: USING RESULTS FROM ATTITUDE AND OPI
Page 591 and 592: Using Survey and Interview Data: An
Page 593 and 594: Conclusions and Recommendations Thi
Page 595 and 596: Table 2 Percent of officers and enl
Page 597 and 598: UTILIZING SURVEY RESULTS OF THE NAV
Page 599 and 600: assessed by the survey. This notion
Page 601 and 602: original sample providing them with
Page 603 and 604: THE U.S. ARMY'S PERSONNEL REPLACEME
Page 605 and 606: This policy was so strictly adhered
Page 607 and 608:
The Army has over 180,000 soldiers
Page 609 and 610:
Since 1990 a lot of work has been d
Page 611 and 612:
Results The internal consistency of
Page 613 and 614:
A F II Coordinat or F III Scout F I
Page 615 and 616:
Abstract Mental Health Literacy in
Page 617 and 618:
of self-treatments and of professio
Page 619 and 620:
the number of items to decrease the
Page 621 and 622:
• Gender - 87.6% males, 12.4% fem
Page 623 and 624:
ADF 60 , and community drug use rat
Page 625 and 626:
The survey was re-administered in t
Page 627 and 628:
The perceived moral intensity scale
Page 629 and 630:
organization has significant contro
Page 631 and 632:
ADAPTING OCCUPATIONAL ANALYSIS METH
Page 633 and 634:
are not improved for the long term,
Page 635 and 636:
Gateworth, R.D., & Field,H.S. (1998
Page 637 and 638:
Inevitably, new technology will be
Page 639 and 640:
experimentation report. The structu
Page 641 and 642:
esponsibilities involved in this po
Page 643 and 644:
Comparison of Tasks and Knowledge D
Page 645 and 646:
angle of approach to the target may
Page 647 and 648:
Transformational Leadership: Relati
Page 649 and 650:
concentrate their efforts on longer
Page 651 and 652:
levels of analysis (e.g., Klein, Da
Page 653 and 654:
soldiers constituted 39 combat team
Page 655 and 656:
performance domains at the same lev
Page 657 and 658:
performance was significantly stron
Page 659 and 660:
The finding that transformational l
Page 661 and 662:
A third limitation is the relativel
Page 663 and 664:
Devine, D.J., Clayton, L.D., Philip
Page 665 and 666:
Ostroff, C., & Schmitt, N. (1993).
Page 667 and 668:
Table 1: Responses from 10 Subject
Page 669 and 670:
Table 3: Regression for FFM on Tran
Page 671 and 672:
comprehensive guide that the Army c
Page 673 and 674:
FRAMEWORK COMPARISON: 1958; 1973; 1
Page 675 and 676:
Our review of the evolution of the
Page 677 and 678:
DEVELOPING APPROPRIATE METRICS FOR
Page 679 and 680:
METHOD Participants Participants we
Page 681 and 682:
RESULTS Results are broken out belo
Page 683 and 684:
As depicted in Table 3, half of par
Page 685 and 686:
Table 5. Second Choice Rating Forma
Page 687 and 688:
SOFTWARE SUPPORT OF HUMAN PERFORMAN
Page 689 and 690:
SOFTWARE SUPPORT A working model (p
Page 691 and 692:
Figure 3, illustrates the prototype
Page 693 and 694:
framework. Having completed the ver
Page 695 and 696:
HOW MILITARY RESEARCH CAN IMPROVE T
Page 697 and 698:
characteristics” - such as task c
Page 699 and 700:
Team-Coordination Training Another
Page 701 and 702:
Numerous lessons learned have come
Page 703 and 704:
teamwork training: Evaluation resul
Page 705 and 706:
participated in informal class exer
Page 707 and 708:
slightly modified for the second wo
Page 709 and 710:
As a result, we are currently devel
Page 711 and 712:
It was not surprising that decoloni
Page 713 and 714:
a conflict. The end of the cold war
Page 715 and 716:
understanding. Also, when individua
Page 717 and 718:
DEPARTMENT OF DEFENCE (1996). White
Page 719 and 720:
. Screening and monitoring of perso
Page 721 and 722:
The TSES-R is a 13 item scale of po
Page 723 and 724:
Career Intention Prior to Deploymen
Page 725 and 726:
d. The sample is based on peace ope
Page 727 and 728:
comparing self- and subordinate des
Page 729 and 730:
5 4 3 2 1 Figure 1 - Mean Perceptio
Page 731 and 732:
0.9 0.7 0.5 0.3 0.1 -0.1 Figure 2 -
Page 733 and 734:
adding another variable of individu
Page 735 and 736:
REFERENCES Baranski, J.V., & Petrus
Page 737 and 738:
Leadership Competencies: Are We All
Page 739 and 740:
The purpose in establishing compete
Page 741 and 742:
Army - influencing people - by prov
Page 743 and 744:
Table 3 Leadership Competency Compo
Page 745 and 746:
In answer to ‘are we all saying t
Page 747 and 748:
Navy Decisiveness /Risk Management
Page 749 and 750:
Marine Corps Leadership Principles
Page 751 and 752:
All potential military recruits mus
Page 753 and 754:
successful completion of basic lang
Page 755 and 756:
investigate whether it or a similar
Page 757 and 758:
• NEXT STEPS As a first priority,
Page 759 and 760:
INTRODUCTION This study investigate
Page 761 and 762:
Table 2. Summary Goodness of Fit in
Page 763 and 764:
Analysis of the 18-item Scale DISCU
Page 765 and 766:
Lim, B. (2001). The Structure and N
Page 767 and 768:
NSmen’s training cycle last for t
Page 769 and 770:
To test the robustness of the hypot
Page 771 and 772:
Table 2.3. Scale Reliabilities and
Page 773 and 774:
Figure 3: Model for Regulars *0.57
Page 775 and 776:
REFERENCES Huxley, T. (2000). Defen
Page 777 and 778:
Another important influence on our
Page 779 and 780:
as a multidimensional construct. Ta
Page 781 and 782:
Table 3 Intercorrelations Among Pro
Page 783 and 784:
METHOD PARTICIPANTS The DEOCS had b
Page 785 and 786:
There is a link between test constr
Page 787 and 788:
Truhon, S. A. (1999). Updating the
Page 789 and 790:
attitudes and behaviors observed an
Page 791 and 792:
effective way to re-build survivors
Page 793 and 794:
Reference List Bunker, K.A. (1997).
Page 795 and 796:
VALIDATION OF THE BELGIAN MILITARY
Page 797 and 798:
instructions, in order to make obse
Page 799 and 800:
Interviews GFD dichotomous was regr
Page 801 and 802:
784 INDEX OF AUTHORS Acromite, M. 7
Page 803:
786 INDEX OF AUTHORS Waugh, G.W. 54
show all

2003 IMTA Proceedings - International Military Testing Association

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?