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2003 IMTA Proceedings - International Military Testing Association

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There are many ways to score a situational judgment test and a few ways for examinees<br />

to respond to items. Many of these ways have been compared with respect to judgment scores<br />

but not with respect to the types of trait scores developed during this research effort. In<br />

particular, ranking and rating should be compared.<br />

The high correlations between the civilian and military test forms are reassuring. On the<br />

one hand, one could argue that civilian forms do not have to be developed because the military<br />

forms measure essentially the same thing. On the other hand, a few potentially good Soldiers<br />

might be screened out because they knew little about the military—things they would learn soon<br />

after joining the military. In that case, one could argue that civilian forms should be used.<br />

REFERENCES<br />

Hough, L. M. (1996). Personality measurement and personnel selection: Implementation issues.<br />

Paper presented at the 11 th annual meeting of the Society of Industrial and Organizational<br />

Psychology, San Diego, CA.<br />

Hough, L. M. (1997). Issues and evidence: Use of personality variables for predicting job<br />

performance. Paper presented at the 12 th annual meeting of the Society of Industrial and<br />

Organizational Psychology, St. Louis, MO.<br />

Hough, L. M. (1998). Effects of intentional distortion in personality measurement and evaluation<br />

of suggested palliatives. Human Performance, 11, 209-244.<br />

Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990). Criterionrelated<br />

validities of personality constructs and the effect of response distortion on those<br />

validities. Journal of Applied Psychology, 75, 581-595.<br />

Knapp, D. J., Burnfield, J. L., Sager, C. E., Waugh, G. W., Campbell, J. P., Reeve, C. L.,<br />

Campbell, R. C., White, L. A., & Heffner, T. S. (2002). Development of predictor and<br />

criterion measures for the NCO21 research program (Technical Report 1128).<br />

Alexandria, VA: U.S. Army Research Institute for the Behavioral and Social Sciences.<br />

Knapp, D. J., Waters, B. K., & Heggestad, E. D. (Eds.) (2002). Investigations related to the<br />

implementation of the Assessment of Individual Motivation (AIM) (Study Note 2002-02).<br />

Alexandria, VA: U.S. Army Research Institute for the Behavioral and Social Sciences.<br />

Mueller-Hanson, R., Heggestad, E. D., & Thornton, G. C., III (<strong>2003</strong>). Faking and selection:<br />

Considering the use of personality from a select-in and a select-out perspective. Journal<br />

of Applied Psychology, 88, 348-355.<br />

Ones, D. S., Viswesvaran, C., & Reiss, A. D. (1996). Role of social desirability in personality<br />

testing for personnel selection: The red herring. Journal of Applied Psychology, 81, 660-<br />

679.<br />

Rosse, J. G., Stecher, M. D., Miller, J. L., & Levin, R. (1998). The impact of response distortion<br />

on pre-employment personality testing and hiring decisions. Journal of Applied<br />

Psychology, 83, 634-644.<br />

547<br />

45 th Annual Conference of the <strong>International</strong> <strong>Military</strong> <strong>Testing</strong> <strong>Association</strong><br />

Pensacola, Florida, 3-6 November <strong>2003</strong>

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