I__. - International Military Testing Association

ubjects in each analysis may differ a8 not all subject8 had data on all
variablea.
In8 trumente .
Inetrumente include the HOI, a SO-item, true-false aelf reported history
of legal, antisocial, school, family, and alcohol problem8 with a weighted total
score range of 0 to 30. Higher scores indicate greater endoreement of problems
prior to rrervice, The Gordon ir an 18-item questionnaire in which subjectr murt
choose which is most and least like them. Four scores were obtained: Social
Aacendoncy, Responsibility, Emotional Stability, and Gregariousnees. Scores were
entered as percentiles, ranging from 1 to 00. The MMPI, a measure of
psychopathology, ha8 nine clinical and three validity scales, with raw score8
ranging from one to 58.
Procedure.
The (HOI) wa8 given on the second day of training to all United States
Air Force baeic trainees to identify high risk recruits. The Gordon wa8 given on
the 6-0th day of training, during Phase II testing of identified high risk
recruits. Any recruit referred to a credentialed provider based on phase 11
results was given the MMPI (currently the MMPI-21 prior to a clinical evaluation
by a peychologist or psychiatrist. Only after an evaluation by a p8yChOlOgiSt
was a recruit recommended for discharge or for return to duty.
Analyses include analysis of variance, pooled variance t-test, Pearson
correlation, multiple regression, Cronbach coefficient alpha and the
Wherry-Gaylord estimation of reliability of composites.
RESULTS
History Opinion Inventory.
Reliability as measured by the Wherry-Gaylord procedure for weighted
composite8 was .84. Internal consistency among all the item8 was .57, using
Cronbach’s coefficient alpha. The substantially lower reliability using
Cronbach’s alpha demonstrate that the instrument is multidimensional and the
Wherry-Gaylord is the more appropriate index of reliability.
Table 1 8hOW8 that recruit8 who graduated from BACP had significantly
lower 8core8 on the HOI. than those who were discharged. A correlation analyals,
corrected for unreliability, showed the HOI accounted for 312 lr=.31) of the
predictive efficiency for BMT graduation/discharge.
Character of separation was divided into three groupa: honorable, less
than honorable, and entry level separation. Significant difference8 on the HOI
were found among the types of separation with the entry ievel separation (ELS!
group accounting for the significant difference, a8 seen in Table 2.
A correlation analysis, corrected for unreliability, showed the HOI
accounted for 36% of the predictive efficiency for character of eeparation.
The Qordon Personal Profile Inventory.
Means of the Cfordon rubrcales were significantly different for graduate8
v8 discharges from BMT. Table 1 depicts these result8. As shown in Table 2,
honorable discharge8 had significantly different average scorss on the four
subaca’lea compared to ELS. There wa8 a nonsignificant trend for le88 than
honorable discharge average score8 to be lower than honorable and higher than ELS
fez- all eubrcales, Due to the small number of recruits who have So far taken the
Gordon and received leae than honorable diahcarge (N=I4) 1 these results were not
reported in the t.abie.
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