2003 IMTA Proceedings - International Military Testing Association

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764 Table 2 Professionalism Scales 3 - Component Solution Item Construct Comp 1 Comp 2 Comp 3 1 Exp .496 2 Exp .341 3 Exp .398 4 Exp .306 5 Exp .367 6 Exp 7 Exp .326 8 Exp .437 9 Resp .329 .364 .344 10 Resp .345 .365 11 Resp 12 Resp 13 Resp 14 Resp .307 15 Resp .329 16 Resp 17 Resp .622 18 Resp .699 19 Resp .371 20 Corp .429 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003 Item Construct Comp 1 Comp 2 Comp 3 21 Corp .347 .313 22 Corp .599 23 Corp .599 24 Corp .481 25 Corp .524 26 Corp .566 27 Corp .359 28 Corp .507 29 Corp 30 Corp .371 31 Corp .486 32 Corp 33 Corp .586 34 Pride .489 35 Pride .302 .405 36 Risk Acc .646 37 Risk Acc .651 38 Risk Acc .776 39 Risk Acc .730 40 Risk Acc .748 41 Risk Acc .729 42 Risk Acc .723 43 Risk Acc .710 Note. Exp = expertise, Resp = responsibility, Corp = corporateness, Pride = national pride, and Risk Acc = risk acceptance. Overall, the results depicted in Tables 1 and 2 show that risk acceptance has the strongest psychometric properties of all our professionalism scales and responsibility the weakest. The conceptual definitions and items representing each of expertise, responsibility and corporateness need to be reviewed and likely require additional items and further psychometric evaluation. Professionalism-Outcome Relations As shown in Table 3, we found many positive (statistically significant) correlations between our professional scales and the other attitudinal outcome measures. For example, professionalism (operationalized as the sum of expertise, responsibility, corporateness, national pride, and risk acceptance) correlated .59 with OCB, .37 with overall satisfaction and .37 with commitment. Risk acceptance had lower, albeit positive and statistically significant correlations with the attitudinal outcome measures. The correlations between national pride and the outcome measures were stronger. Conclusion This paper presents the early stages of our work on measuring professional military attitudes. Some of our scales have sound psychometric properties and all scales correlate with
Table 3 Intercorrelations Among Professionalism and Outcome Measures 1 2 3 4 5 6 7 8 9 10 11 12 1 Professionalism 2 Expertise .70 3 Responsibility .71 .37 4 Corporateness .78 .47 .45 5 Risk Acceptance .20 .28 .16 ns 6 National Pride .75 .28 .32 .48 ns 7 OCB .59 .59 .36 .53 .27 .33 8 Satisfaction .37 .28 .27 .29 .11 .28 .42 9 Sat Army .32 .30 .22 .22 .31 .21 .46 .67 10 Sat Unit .23 .15 .23 .15 ns .18 .23 .80 .28 11 Sat MOC .32 .24 .18 .31 ns .28 .33 .85 .38 .53 12 Commitment .33 .31 .19 .32 .26 .19 .51 .44 .58 .21 .29 Mean 3.52 3.61 3.40 3.52 4.01 3.57 3.69 3.48 3.73 3.33 3.37 3.41 Standard Dev. .35 .45 .44 .41 .71 .59 .40 .83 .92 1.11 1.15 .73 Note. ns = not statistically significant. All coefficients are significant at p < .001. meaningful attitudinal outcome measures. Future research should focus on expanding the professionalism model to include other variables (such as Hall’s [1968] use of professional organization as a major referent) and improving the psychometric quality of existing scales with additional items. References a. Canada’s Army. Canadian Forces Publication B-GL-300-000/FP-000. 1 April 1998. Cotton, C.A. (1979). Military attitudes and values of the army in Canada (Report 79-5). Willowdale, Ontario: Canadian Forces Personnel Applied Research Unit. Duty with Honour. Canadian Forces Publication A-PA-005-000/AP-001. 2003. Huntington, S.P. (1957). Officership as a profession. In Huntington, S.P. The soldier and the state. Cambridge MA: The Belnap Press of Harvard University Press. Hall, R.H. (1968). Professionalization and bureaucratization. American Sociological Review, 33, 92-104. Meyer, J.P., & Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource management Review, 1, 61-98. Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviours, and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviours. Leadership Quarterly, 1, 107-142. Snizek, W.E. (1972). Hall’s professionalism scale: An empirical reassessment. American Sociological Review, 37, 109-114. Van Dyne, L. Graham, J.W., & Dienesch, R.M. (1994). Organisational citizenship behaviour: Construct redefinition, measurement and validation. Academy of Management Journal, 37, 765-802. 765 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
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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
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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
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Table 1. Correlations between Civil
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The latent structure underlying the
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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
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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
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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
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: as a multidimensional construct. Ta
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
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2003 IMTA Proceedings - International Military Testing Association

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