2003 IMTA Proceedings - International Military Testing Association

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560 • Enthusiasm and support for a competency testing program remains high within the Army and within the NCO corps. REFERENCES Campbell, R.C. (1994) The Army skill qualification test (SQT) program: A synopsis (Interim Report IR-PRD-94-05) Alexandria, VA: Human Resources Research Organization. Department of the Army (2003). Army Leadership Be, Know, Do (Field Manual 22-100). Washington, DC: Author. Department of the Army (2003). Battle Focused Training (Field Manual 7-1). Washington, DC: Author. Department of the Army (2003). Noncommissioned Officer’s Guide (Field Manual FM 7-22.7). Washington, DC: Author. Department of the Army (2003). The Soldier’s Guide (Draft) (Field Manual 7-21.13). FT Bliss, TX: Author. Department of the Army (2003). Soldier’s Manual of Common Task (Soldier Training Publication 21-1). Washington, DC: Author. Department of the Army (2003). Soldier’s Manual of Common Task (Soldier Training Publication 21-24 SMCT). Washington, DC: Author. Department of the Army (2003). Training the Force (Field Manual 7.0). Washington, DC: Author. Knapp, D. J., Burnfield, J. L., Sager, C. E., Waugh, G. W., Campbell, J. P., Reeve, C. L., Campbell, R. C., White, L. A., & Heffner, T. S. (2002). Development of Predictor and Criterion Measures for the NCO21 Research Program (Technical Report 1128). Alexandria, VA: U. S. Army Research Institute for the Behavioral and Social Sciences. Knapp, D. J., McCloy, R., & Heffner. T. S. (2003). Validation of Measures Designed to Maximize 21st-Century Army NCO Performance (Contractor Report). Alexandria, VA: Human Resources Research Organization. 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
1 ST WATCH: ASSESSMENT OF COPING STRATEGIES EMPLOYED BY NEW SAILORS Marian E. Lane, M.S. Jacqueline A. Mottern, Ph.D. Michael A. White, Ph.D. Marta E. Brown, M.S. Erica M. Boyce U.S. Navy Personnel Research, Studies, and Technology, PERS-13 Millington, TN 38055-1300 marian.lane@persnet.navy.mil This paper examines the relationship between coping strategies and the success of new Sailors during the first term of enlistment. Surveys were administered to Navy recruits (N = 47,708) upon entry into Recruit Training Command, graduation from Recruit Training Command, graduation from “A”/Apprentice School, and/or exit from the Navy. These surveys included demographic items; a 32-item stress coping scale adapted from the Ways of Coping Checklist (WCCL; Vitaliano, Russo, Carr, Maiuro, & Becker, 1985) designed to assess coping strategies employed by people when faced with stressful situations; and a 24-item reasons-forjoining scale designed to assess the influence of various factors on the decision to join the Navy. Data were analyzed to determine the reliability and factor structure of the stress coping scale, as well as to examine possible relationships between type of coping strategy utilized and other factors, including outcomes and demographic characteristics. Results indicate that recruits who successfully completed training were more likely to utilize different types of coping strategies than recruits who exited the Navy prior to the completion of training. Coping strategies were significantly related to type of education credential and weakly related to reasons for joining the Navy. Results also indicate gender differences in the frequency of use of various types of coping strategies, but these differences were not related to attrition rates within gender. The results suggest that an assessment of coping strategies may be useful in recruiting and selection purposes, as well as in preparation for and during military training. BACKGROUND Overall, the 1 st Watch project is based on the idea that increasing the Navy’s knowledge base regarding what factors contribute to Sailors’ success during the first term of enlistment, as well as subsequent terms for those who chose to make the Navy a permanent career decision, will assist in retaining qualified Sailors for the Navy. The 1 st Watch project began an investigation into factors related to outcomes such as performance, satisfaction, morale, and stress at various points during this first term. This paper focuses on the latter of these outcomes – stress – and the ways new recruits handle the potentially stressful situations they inevitably encounter. 561 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.,
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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
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 and 556: Putka, D.J., Kilcullen, R. N., & Wh
Page 557 and 558: 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
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: team leadership; concern for Soldie
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
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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
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
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In answer to ‘are we all saying t
Page 747 and 748:
Navy Decisiveness /Risk Management
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Marine Corps Leadership Principles
Page 751 and 752:
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
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
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REFERENCES Huxley, T. (2000). Defen
Page 777 and 778:
Another important influence on our
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as a multidimensional construct. Ta
Page 781 and 782:
Table 3 Intercorrelations Among Pro
Page 783 and 784:
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
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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