I__. - International Military Testing Association

tool wi th which tu begin acquaint i rig young people wi th the
occupational oppor tun i t i es offerred by the mil i ta.ry, that
is, as a gu i de for occupat i anal exp 1 ora t i on i n t o t h e
milli tary working community. Administration to other-Service
and civilian samples is an obvious necessity before any firm
conclusions could be drawn as to the feasibility for use of
t h e AS’S I P i n j ob expl oration, counse 1 i ng, and
classification.
RECOMMENDATIONS FOR FURTHER RESEARCH
A number of research opportun i t i es suggest themse 1 ves at
this point. One would be to compare t t-l e 5 t r e n c~ t h o f
endorsement across the 205 job titles with the endorsement
of similar civilian job titles, the latter being information
al ready avai 1 able i n the research 1 i terature.
.
At the time of data co1 1 ec t i on, gender i nformat ion was al so
collected. This enables a study of differential response
pat terns be twen ma1 es and female Na.vy recrui ts. Al c,o, data
were co1 1 ected wi th an al ternat ive instrument using the sxr~e
items, but 1 isting them within the cateyor ieE. used in the
Mi 1 i tarr Career Gu i de, rather than in an alphabet i cal
1 isting. This makes it possible to study the effects of
presenting items in simple alphabetization versus presenting
them in ways that make possible the influences of categorj
names on response patterns.
Fur thermore, each of the 20sb combi ned-Serv i ces job5 14 a -3
coded using the Ho1 1 and three-letter occupat i onal cod i ng
system (Ho1 1 and, lP85>, Several studi es suggest themselves:
(1) compar i sons between ma1 e and female endorsements across
t l-l e six Ho1 1 and primary codes; (21 assessmen t of i nd i v i dual
response consistency within each Holland primar:v code; and
(3) tracking t h e wsjec t5 and compar i ng perf ormarrce
eval uat i ens in 1 ight of the congruence tte tween i n tere.sts and
actual job .3ssignn1ents i n t h e Na v :Y .
Other possi bi 1 i t i es inc’lude studying t h 8 d i f f e r e n t i a 1
respon5.e pat terns for h i gh and 1 CIW asp i T-EC t i on 1 eve 15 0: i . e , Y
c.f f i cer and en1 i sted jobs), in terms of both ma.1 e-femal c
differences and intra-individual consistency.
Finally, t l-l e much-discussed i mp ac t of forward 3. r e G,
ass i qnmen t on women s job asp i rat i ens can be addr e c-.se d i n k
small VJE%j/ by using the ASVIP. The i rfs trumen t shou 1 d be
administered to another Navy female recruit population a fecz.1
years hence to assess the impact of Operation 0 8 s. e r t !s /-I i e i j
on wome rl ’ 5 job asp i rat i ens.
302
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