2003 IMTA Proceedings - International Military Testing Association

Interviews
GFD dichotomous was regressed on the results of both the physiological an
professional interview scores, and on each of these variables separately. For the analysis four
logistic regression methods were used: the Quasi-Newton method, the Simplex procedure, the
Hooke-Jeeves Pattern Move and the Rosenbrock Pattern Search.
There was no fit for the psychological and professional scores together, nor for the
professional interview score apart. A logistic one-variable model containing the psychological
interview score, in contrast, gave a good fit (χ² = 4.34; p = .03715).
CONCLUSIONS AND DISCUSSION
The PCA yielded a five-component structure. The results gave furthermore evidence
for predictive validity with regard to some tests used in the PS-battery and the Academic tests.
The psychological interview score too proved to be promising in a predictive way. All of
these findings will have to be cross-validated.
The GFD12 was chosen because of its statistical and practical qualities. First, criterion
data were available both in a continuous and a dichotomous form. Using the blue and green
cards there was a spread in the values of the variable, ranging from zero to twelve and its
distribution was fluent and approached the bell-curve. Therefore the criterion, operationalised
in this way, could be treated as a continuous variable. A continuous variable offers some
advantages compared to a dichotomised criterion (Hunter & Burke, 1995; Caretta and Ree,
2003). Nevertheless, there were also data available on the criterion in a dichotomised form
(passed or failed in the GFD). These data were very useful in case of violation of assumptions
for linear techniques with regard to the predictors.
Second, the criterion was an initial or intermediate criterion and not an ultimate one.
Dover (1991) remarks that the more distant the criterion is, the lower the validity is. Hilton
and Dolgin are in favour of initial training as a criterion for validity and say that an ultimate
criterion is less cost-effective. Others, like Helmreich (see Hilton & Dolgan, 1991) say job
performance is a more realistic criterion than initial training. No evidence has been found for
predictivity in relation to the PM-battery. One of the reasons could be the censoring of the
population or restriction in range (Caretta & Ree, 2003). Applicants were selected mainly on
the PM-composite score.
There was no direct selection on the basis of the PS-score, the results of the PS-battery
were used only as an indicator by the psychologist during the psychological interview. In the
present study no corrections for range restriction were applied. In order to obtain a better view
on the predictive value, results should be recalculated and corrected for restriction in range.
An important issue in the Belgian context could be the existence of differences
between scores in Flemish and Walloon trainees or applicants, and, of course, the differences
between scores in males and females. Study of gender and ethnic group differences is
important in evaluating measurement instruments. Caretta (1997) explains why.
In the Belgian context there is a shortage of data on female trainees. Research on
differences between Flemish and Walloon trainees is possible, but difficult, because of the
small groups of trainees for both linguistic systems.
Recent evolvements in pilot research indicate that it is important to test for multitasking
capability. Second, personal and non-technical skills will become more important
because of the increasing importance of teamwork in small teams in modern military aviation
(Damitz, Manzey, Kleinmann & Severin, 2003; Hanson, Hedge, Logan, Bruskiewicz,
Borman, & Siem, 1996). In the near future a test for multi-tasking will be added to the
783
45 th Annual Conference of the International Military Testing Association
Pensacola, Florida, 3-6 November 2003