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Table 3 Detection of Response Distortion Among Instructional Groups Dsino the validitv Scale Percent Percent Percent Response validity False Alarms Percent of Coached-W Coached-NW Scale Cut score (in the Honest All Fakers Respondents Respondents (at or above) sample) Detected Detected Detectet (n=233) (n=213\ In=2481 (n-100) 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 100.0 97.4 91.8 75.5 62.7 49.4 40.3 28.3 19.7 13.7 9.9 6.C 3.0 ’ “7 1.3 0.4 0.0 0.0 0.0 0.0 0.0 0.0 0.0 100.0 99.1 97.2 100.0 93.1 89.5 93.0 77.4 89.7 66.9 85.0 53.6 79.4 46.3 74.2 34.6 66.7 23.7 59.2 16.0 51.6 11.6 43.2 9.6 37.1 6.8 29.6 4.8 27.7 4.0 23.5 2.8 21.6 2.8 16.4 2.8 13.1 2.0 10.3 0.8 8.9 0.4 1.9 0.0 1.4 0.0 100.0 100.0 99.0 97.0 93.0 86.0 81.0 72.0 . . 65.0 55.0 46.0 39.0 3 2 . 0 . 24.0 22.0 19.0 15.0 8.0 7.0 5.0 5.0 2.0 2.0 Note. Coached-W = Coached w a warning about fake detection items in the test. Coached-NW = Coached without a warning about fake detection items in the test. Except as noted, samples were aggregated from two experiments. 'Sample was obtained from the current experiment only. DISCUSSION The results in this paper serve to corroborate earlier findings by Hanson et al. (1989), while adding new information on the effects of coaching. First, we found that the inclusion of warning statements about lie detection items seems to suppress response distortion to almost honest condition levels. The use of warning statements may be helpful to deter intentional distortion in future administrations of the ASP. Secondly, the Validity scale was found to be reasonably effective in detecting response distortion. High Validity scale scores were shown to correctly identify a substantial percentage of fakers, without misclassifying honest respondents. In addition to these findings, our results suggest that coaching instructions designed to simulate “real-life” coaching by recruiters may be no more effective in eliciting response distortion than general instructions to “fake good”. Outside guidance on distorting ASP responses may serve to motivate applicants to fake. However, it is questionable as to whether such guidance would make a significant difference in the ASP scores of applicants who would otherwise be motivated to dissemble. Finally, future research will examine how positive response distortion affects the validity of the ASP for predicting attrition. We pfan to investigate the feasibility of using the Validity scale to adjust ASP scores for faking. Such an adjustment might enhance the validity of the ASP in predicting attrition, as well as other important Army criteria. 332
REFERENCES Hanson, M.A., Hallam, G.L., & Hough, L.M. (1969, November). Detection of resoonse distortion in the AdaDtabilitv Screenino Profile [ASPA. Paper presented at the 31st Annual Conference of the Military Testing Association, San Antonio, TX. Hough, L.M. (1987, August). Overcomina obiections to use of temDerament variables in selection: Demonstrating their usefulness. Paper presented at the American Psychological Association Convention, New York, NY. Trent. T., Atwater, D.C., & Abraham% N.M. (1986, April). Experimental assessment of item response distortion. In Proceedinas of the Tenth Psvcholoav in the DOD Svmposium. Colorado Springs, CO: U.S. Air Force Academy. . Walker, C.B. (1985). The fakabilitv of the Armv’s Militarv Aoolicant Profile fMAP1. Paper presented at the Association of Human Resources Management and Organizational Behavior proceedings, Denver, CO. 333 - --- .
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32nd ANNUAL CONFERENCE OF THE MILIT
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32nd Annual Conferenae of the Milit
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Registration (Continued) RMC M, McK
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TABLE OF CONTENTS 1990 CONFERENCE C
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305. 306. 307. 308. 309 * 310. 311.
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418. Not Presented. 419. HANSON, Ma
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502. Not Presented. 503. COLLINS, D
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804A. 804B. ao4c. 804D. 805. DOYLE,
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'I'li~; CANADIAN RESERVES: CURRENT
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of ‘;llC 1; e f-;
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easons, followed by social reasons
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Training to support these programs
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USAREC commanders in the field take
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lost; but asking for more quality,
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Background ETHNIC PARTKCIPATION IN
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Tahte 1 The Ten Largest Ethnic Grou
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or 25.6% of foreign horns, :Jero ac
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1990 ARMY CAREER SATISFACTION SURVE
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clashes, etc.). It may be that the
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espondents were so concerned about
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The Use of Artificial Neural Networ
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where: A = (A,, . . . . A,) , B = (
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In attempting to relate ASP score t
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Hispanics in Navy’s Blue-Collar C
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34.81 33.60 34.00 12.60 12.54 12.28
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Work-g;rouD comoosition. The averag
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1 . INTRODKTICi? DESCRIPTORS OF JOB
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c:- TORc OF JOB SPEr:aON RAm ON JOS
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2.1.5.4. Pcrcelitage of Persons Rxe
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----- DESCRIPTORS OF JOE SPECIALIZA
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coum? I 1.1 TIME SPECIALI7,TION, CO
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DESCRIPTORS OF JOR SPECIEJ,IZATIaN
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I ? 3 4 5 n 96 96 96 96 67 49 19 II
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ADDRESSING THE ISSUES OF “QUANTIT
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abilities for test development (Stu
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atings for the incumbents given in
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Psycholoqical Bulletin, 70(61, 534-
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quantitative comparison of the sort
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administrative occupations. The lea
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SUMMARY This exploratory study was
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--- These job descriptions were pri
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Table 2 below illustrates the degre
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However, the degree of agreement ob
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Tosunmmrize, informationgeneratedfr
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Change IIf If 1: 1; 0 tl t2 t3 t4 t
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Recammenaations Werecxararrendthat~
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The ORDB was designed and continues
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qualified resources to support cont
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acquisition. ASD/ALH made extensive
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A Suite of Advanced Interpretive As
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CORCAS - The CORCAS report characte
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Discussion The advanced analysis as
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From a technical point of view, the
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y attending schools, to meet the re
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Literature ------. .-- -.~---.. --
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organizational distribution of the
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in training cost savings, a reduced
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APPLICATION OF THE JOB ABILITY ASSE
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As already shown, rater reliability
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0 a 103 -t \~~.1~--l---1.1-~L-I I
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Table 1 Military Assignments in the
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Preference scores overall sample (N
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Region School’)North Center South
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Aptitude-Oriented Manpower Replacem
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The Psychologist’s Method of Prop
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Table 5: Study on Job Characteristi
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equired for an occupation (Ruck, 19
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For the weapon system design TDS ap
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knowledge-based model (equation 3)
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EVALUATION MODEL The evaluation sys
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and various other sources, we becam
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.--_-.-- .---- ----- -...- -._--_.-
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tally significant. Hotelling's T2 w
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able ancillary information which co
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and a contractor (Westinghouse) was
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‘A’ and what knowledge a typica
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Develop job oriented electricity th
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year career. Instead, CODAP provide
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2E 24 20 I@ 12 8 4 Figure 4 Mean Li
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using event history analysis, which
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increased student-instructor intera
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Exercise Performance Group II (inst
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etween CBT and research on teaching
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in baseline classes and 39 platoons
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--. ..____ s platoons. Team Chiefs,
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._ 50 - BASELINE TRAINING z . WEEK
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The scenario must be short, concise
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I PEACiTIME TAIKI I ,......_.,,....
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have involved complicated procedure
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I'd like to start with an brief ove
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~-~___-. -- ---- Brooks et al (1987
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BATTLE-TASIUBATTLEBOARD TRAINING AP
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4. Situational Awareness and the Mi
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examples then chaining the stages s
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I L THE PERSONNEL APPLIED RESEARCH
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Typically a commander's awareness o
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Table 1 Situational Awareness Items
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answers that precisely indicated th
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2. Identifying The Problem 2.1. Scr
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3.1.2. Problem Area: Handling Compl
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Analyzing User Interactions With In
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lesson templates. Intelligent lesso
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iteration of the evaluation study.
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MILITARY TWTING ASSOCIATION iYH) An
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DATA INPUT Two methods are provided
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10 WE 1ASI YlslRUc70n IS PROMPlED 1
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The linear model indicates that the
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Cost-Effectiveness of Home Study us
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- ---.. Eouinment, Procedure and Da
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Figure 1 shows the total course con
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(1) Determine criticality of the ob
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(4) Length of the material tested.
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(e) Average the total responses and
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-- ---. ----- --- --.._ _ .I-. I he
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On the POMS, two-way ANOVAs for rep
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Journal of Clinical Pharmacology, 2
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. Stressors An anal.ysis was made o
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. The Test After a short demonstrat
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then by the principle of transitivi
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the order they were obtained. FoLLo
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a regression equation can be create
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--__-. -. _ the Army’s near-term
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however, would be to determine whet
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Development of a New Language Aptit
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e preferable to group languages int
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Implementation of Content Validity
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Air Force enlisted specialties. The
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clear reference support and accepta
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Barbara Jezior U.S. Army Natick Res
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Figure 2’s scatterplot shows the
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---.---- ---._. -.. \ ASVAB, Descri
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tests in a paper-and-pencil mode; t
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Corps MOSS will include: Motor Tran
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ASSESSMENT OF APTITUDE REQUIREMENTS
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I AFI’ITUDE ASSESSMENT TOOLS FOR
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Currently. most personnel psycholog
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Sample METHOD The sample consisted
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Table 1 Correlation Matrix of Predi
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performance criteria. Classificatio
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Variables Criteria. Two measures of
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Psychometric Properties of NOAE! Pr
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predicts MARS III training success,
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One-hundred and eighty of the most
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Table 2 presents the intercorrelati
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lower) than those of soldiers who r
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For each administration, the tests
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Table IV cont. EM-46 13 Paygrade 1
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Discussion This study failed to sho
Page 297 and 298: afterwards. The purpose of the curr
Page 299 and 300: consuming the carbohydrate. This st
Page 301 and 302: REFERENCES Banderet, L. E., Lieberm
Page 303 and 304: Virtually all life experiences are
Page 305 and 306: verified can reduce faking (Schrade
Page 307 and 308: Glennon, J. R., Albright, L. E., &
Page 309 and 310: to develop materials to the best le
Page 311 and 312: considerable time preparing for the
Page 313 and 314: REFERENCES Laabz., G. ~1.) &‘< Be
Page 315 and 316: Similarly, a number of vocational i
Page 318 and 319: tool wi th which tu begin acquaint
Page 320 and 321: PREDICTING PERFORMANCE WITR BIODATA
Page 322: analysis. For biodata items in whic
Page 325 and 326: Table 6 presents the results of the
Page 327 and 328: surveyed job incumbent is requested
Page 329 and 330: overall predictive efficiency, (i.e
Page 331 and 332: anged from 62% (908X0) to 89% (112X
Page 333 and 334: THE SURVEY INSTRUMENT The SKT Task
Page 335 and 336: C. Clusterine of Factor Profiles vs
Page 337 and 338: DJSCUSSION unit weighting at the E-
Page 339 and 340: The ODCSPER directed that a Physica
Page 341 and 342: Factor 1, For purposes of this pape
Page 343 and 344: Discussion Certain characteristics
Page 345 and 346: Instruments -.~--..-~---.- --... ._
Page 347: Overall, the results replicate the
Page 351 and 352: Sub jects---Twen ty medical researc
Page 353 and 354: In the second study, the response r
Page 355 and 356: SUBJECTIVE STATES QUESTIONNAIRE: PE
Page 357 and 358: each item on the SSQ was read to th
Page 359 and 360: I4 BI k3 ; 2 BASELINE WALK 1 FIG. 2
Page 361 and 362: Validity of Grade Point Average: Do
Page 363 and 364: elationships. The highest correlati
Page 365 and 366: College Selectivity Versus Educatio
Page 367 and 368: Introduction Flight Psychological S
Page 369 and 370: 1) Demonstration Phase The control
Page 371 and 372: published in the “Wehtpsychologis
Page 373 and 374: Introduction Leadership in Aptitude
Page 375 and 376: A further objective was to produce
Page 377 and 378: his group, to insist on a short che
Page 379 and 380: ehavior will be invalid. This condi
Page 381 and 382: In the fire fighting system prevent
Page 383 and 384: . . . -.-- -.-I to their decision-m
Page 385 and 386: In the Federal Armed Forces, this c
Page 387 and 388: Evaluation of the counseling nroced
Page 389 and 390: TABLE 2. Ranking, Weighting, and Sc
Page 391 and 392: . EJectronlcs KnowledQg (Table A-3)
Page 393 and 394: 3. Further test the TAE approach on
Page 395 and 396: * PC.05 * * pc.01. *** pc.001. Corr
Page 397 and 398: Table 1 Subjects MOS Enlisted Job N
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Table 3 Proportion of Criterion Var
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some ASVAB and Project A predictors
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the higher-scoring examinees will a
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Table 2 Correlation Coefficients of
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-~ . -______ -__--..- REFERENCES La
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REFERENCES Lawshe, C. H. (1975). A
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ubjects in each analysis may differ
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-.- -. -.-- -. The Minnelrota Multi
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the scales based on character of se
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school diploma graduates (10,6%, 14
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criterion.(-.09). Variabk? Table 2
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Laurence, J. H., & Gribben, M. A. (
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Subjects were al lowed to use the a
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-- I
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-~-- -___- - Subjects Sixteen soldi
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The effects of both altitude exposu
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___ .- _- .~- __--_.--~~ .--. --.-
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factors from both enemy and friendl
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Using those systems tasks which are
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'L'KADLNC; OE'k' PEKFOKMANCE, TKAlN
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PPOPORTI ON OF PEOPLE 04 .T.# - 90
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which is a check oE logical necessi
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FINAL REPORT, COMPUTER ASSISTED GUI
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___-. ----- ..~._ ~. ----~--..---.-
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As a further measure of the effecti
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5. Training is essential to the suc
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Post Selection Board Analysis Post-
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-- higher. The second approach was
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Figure 1. Lowest Break in Vertical
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THE USE OF INCENTIVES IN LIGHT INFA
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%5 (+ 40- ‘-J 3 o- Lt) 2 o- 1 3-
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otation, and 6) general job motivat
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COHESION IN CONTEXT Guy L. Siebold
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een used in prior research and thus
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-_._____ __ _.._^.._ _.. _.^ _-- wa
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EVALUATION OF THE ARMY’S FINANCE
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The three critical issues were form
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. operational capability was valida
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(c) Take-home package observations
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Figure 1. . INHIBITORS OF INITIATIV
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STARTING A TQM PROGRAM IN AN R&D OR
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are used to examine the processes a
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Management must listen, but also le
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32nd Conference of the Miiitarv Tes
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e. Ceployability research On severa
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--- --- We estimate that 25% of all
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e. Furthermore, I have been c:omman
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Acceptance of Change An Empirical T
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supervisor-subordinate relations, m
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I_- __-- ____-._ -.- -- -.. .-.----
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TWEEDDALE, J. W. (Chair), Chief of
Page 501 and 502:
____ _.... ___----- .._._ - ___.I.-
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i I I Scholarship: Quality of learn
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--- -_ ------__ -_-._-_--.-_.--- -_
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I were dcrivcd lo optimally prcdicl
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2. While the academically oriented
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Accordingly, the NROTC selection in
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the behavioral statements for guidi
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- .__ the new interview is criterio
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iors, these items are more likely t
Page 519 and 520:
Comuarison with “Honest” Sample
Page 521 and 522:
Conclusions The final experimental
Page 523 and 524:
THE INVESTIGATIVE INTERVIEW> A REVI
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7B---.-- -- rapport with the subjec
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staff concluded that inclusion of t
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Backaround Each of the military ser
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Empirical Scorinq Key Prescreening
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The base rate for applicants who re
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installations were visited to obtai
Page 537 and 538:
Obstacles in Maintainina an Effecti
Page 539 and 540:
Installation security managers also
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The goal for the CVAL system was to
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Based on the feedback received from
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(1) The keynote in interpreting the
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NAVY ': HANDS-ON AND KNOWLEDGE TEST
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The general knowledge test consiste
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I Table 4 Correlations Between Writ
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1 Interrater Reliability as an Indi
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might influence task performance. T
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Figure 2 shows temporal effects at
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ARMY: JOB PERFORMANCE MEASURES FOR
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for MOS-specific tasks, as the perc
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Table 3 shows the intercorrelations
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The USAF Occupational Measurement S
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In addition to SKTs and PFEs, USAFO
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only for the first job, as well as
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The Examirler is a sopilisticated c
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The Examiner Multiple Choice Multip
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Paner and Pencil Testing The Examin
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The Exanliwr is ii sopllis[ic;l(etj
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(c) The Coast Guard will host the 1
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ORGANIZATION ROYAL WSTRALIAR AIR FO
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ORGANIZATION 1990 REPRESENTATIVE RO
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ORGANIZATION NAVAL HILITARY PERSONN
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C. Non-Member Participants. 1. Non-
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committee members shall serve in th
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CDR Mary Adams Naval Education and
Page 593 and 594:
Jack R. Dempsey Human Resources Res
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c _.. -. _ ..-___ Mr. G. J. (Jeff)
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Deborah L. McCormick Chief,of Naval
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COL Terry J. Procluk Director of Pe
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Paul P. Stanley.11 USAFOMC/OMD Rand
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Abrahams, N. M., 486 Albert, W, G.,
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