I__. - International Military Testing Association

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MEASURE Table 1 HOI, Gordon, and BMT Performance MEASURE GRADUATED DISCHARGED F T-TEST HOI (N=158,671) (N=12,0111 MEAN 3.1702 5.0417 SD 2.804 4.868 GORDON SOCIAL ASCENDANCY 11=2760) MEAN 57.0000 SD 32.318 RESPONSIBILITY MEAN 57.0000 SD 32.430 EMOTIONAL STABILITY MEAN 46.1513 SD 32.300 (N=O20) 26.2413 20.780 22.5359 26.703 14.5707 23.829 SOCIAL GREGARIOUS MEAN 51.1224 25.8902 SD 31.755 28.861 *(I( p < -01 **w p ( .OOl 3.01*** il. la*** 1.18** 26.63*ww 1.47rur 32.c91** !.B5rr* 31.64r** 1.21*** 22.39rrw Table 2 HOI, Gordon, and Character of Separation -.-- .- HONORABLE LTH’ ELS F HOI (N=21,641) iN=6081 (N=15,603) MEAN 3.42s 3.66* 5.56 SD 3.04 3.08 4.64 GORDON (N=3331 SOCIAL ASCENDANCY MEAN 52.04w SD 33.24 RESPONSIBILITY MEAN 54.02s SD 32.66 EMOTIONAL STABILITY MEAN 43.67* SD 32.54 (N= 1045) 20.63 31.70 25.76 28.98 17.45 26.08 1462.15*** 61.06*** 112.69*** 112.56*** SOCIAL GREGARIOUS MEAN 45.38~ 28.56 37,7o*rr * SD 32.81 ____- _ _--. 30.13 .__,____ .__._..._. --_--significantly different from ELS, p < .OOl it** p < .OOOI _.-...- 1 These results are not reported for the Gordon because only 14 recruits hew taken the Gordon and received a Less than Honorable Discharde. ELS = Entry Level Separation LTH = Less Than Honorable 394
-.- -. -.-- -. The Minnelrota Multiphreic Inventory (~~11. Table 5 ahowo the mean8 and standard deviation8 for the validity and clinical scale8 of thr hMP1 by gender and BMT performance. For maleis, average differences across all rcales were statistically significant (p.( .OOll and T profiles were clinically meaningful. For females, there were no significant differencea on one of the validity indexes, L, or on scale 8, mania. All other measured indices were significant at the .Ol level. Table 4 shows the means and standard deviations for the validity and clinical scalee of the Ml&!1 by gender and character of separation. For malee only Scales 8, L, and K did not significantly distinguish between ELS and honorable discharge ( p. < 0011. For females, there were no significant differences among Table 3 MMPI and BMT Performance SCALE GRADUATED DISCHARGED T GRADUATED DISCHARGED T _, (N=7341 (N=6881 (N= 102) (N=I 181 L MEAN 4.35 3.62 SD 2.31 2.50 F MEAN 10.20 17.24 SD 7.00 9.49 K MEAN SD 11.63 4.07 9.93 3.97 HS MEAN 9.86 15.62 SD 6*80 7.52 D MEAN 24.15 31.20 SD 7.61 7.74 Hy MEAN 21.79 27.08 SD 5.98 6.58 Pd MEAN 23.43 27.37 SD 6.11 6.05 Mf MEAN 24.96 27.18 SD 5.11 5.02 Pa MEAN 13.36 17.34 SD 5.28 5.65 Pt MEAN 22.52 31.39 SD 11.76 10.45 SC MEAN 23.48 35.15 SD 13.55 14.38 Ma MEAN 21.32 22.42 SD 4.72 5.40 5.9a** 4.06 3.56 2.29 2.23 15.83** 9.08 15.64 6.06 9.23 7.24** 11.92 5.01 10.15 4.39 15.11** 11.21 17.44 6.78 7.82 17.31** 35.46 32.99 6.16 7.99 15.83** 24.20 29.42 5.68 6.67 12.25** 24.28 27.31 5.88 6.41 8.27** 34.94 5.15 36.92 4.53 13.69** 13.11 16.34 5.07 4.98 15.07** 24.03 31.75 11.45 10.63 15.72** 24.33 33.76 12.41 15.20 4.09** 21.24 21.46 4.65 4.50 1.64 6.30** 2.76* 6.33** 7.88** 6.28** 3.66** 3.01* 4.75** 5.16** 5.06** Si MEAN 32.78 41.95 13.33** 32.74 42.61 5.71** SD * p < .Ol 13.29 ** p < .OOl 12.64 12.20 13.44- - - - 395 0.36
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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
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afterwards. The purpose of the curr
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consuming the carbohydrate. This st
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REFERENCES Banderet, L. E., Lieberm
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Virtually all life experiences are
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verified can reduce faking (Schrade
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Glennon, J. R., Albright, L. E., &
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to develop materials to the best le
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considerable time preparing for the
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REFERENCES Laabz., G. ~1.) &‘< Be
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Similarly, a number of vocational i
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tool wi th which tu begin acquaint
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PREDICTING PERFORMANCE WITR BIODATA
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analysis. For biodata items in whic
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Table 6 presents the results of the
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surveyed job incumbent is requested
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overall predictive efficiency, (i.e
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anged from 62% (908X0) to 89% (112X
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THE SURVEY INSTRUMENT The SKT Task
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C. Clusterine of Factor Profiles vs
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DJSCUSSION unit weighting at the E-
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The ODCSPER directed that a Physica
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Factor 1, For purposes of this pape
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Discussion Certain characteristics
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Instruments -.~--..-~---.- --... ._
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Overall, the results replicate the
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REFERENCES Hanson, M.A., Hallam, G.
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Sub jects---Twen ty medical researc
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In the second study, the response r
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SUBJECTIVE STATES QUESTIONNAIRE: PE
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each item on the SSQ was read to th
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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
Page 399 and 400: Table 3 Proportion of Criterion Var
Page 401 and 402: some ASVAB and Project A predictors
Page 403 and 404: the higher-scoring examinees will a
Page 405 and 406: Table 2 Correlation Coefficients of
Page 407 and 408: -~ . -______ -__--..- REFERENCES La
Page 409 and 410: REFERENCES Lawshe, C. H. (1975). A
Page 411: ubjects in each analysis may differ
Page 415 and 416: the scales based on character of se
Page 417 and 418: school diploma graduates (10,6%, 14
Page 419 and 420: criterion.(-.09). Variabk? Table 2
Page 421 and 422: Laurence, J. H., & Gribben, M. A. (
Page 423 and 424: Subjects were al lowed to use the a
Page 425 and 426: -- I
Page 427 and 428: -~-- -___- - Subjects Sixteen soldi
Page 429 and 430: The effects of both altitude exposu
Page 431 and 432: ___ .- _- .~- __--_.--~~ .--. --.-
Page 433 and 434: factors from both enemy and friendl
Page 435 and 436: Using those systems tasks which are
Page 437 and 438: 'L'KADLNC; OE'k' PEKFOKMANCE, TKAlN
Page 439 and 440: PPOPORTI ON OF PEOPLE 04 .T.# - 90
Page 441 and 442: which is a check oE logical necessi
Page 443 and 444: FINAL REPORT, COMPUTER ASSISTED GUI
Page 445 and 446: ___-. ----- ..~._ ~. ----~--..---.-
Page 447 and 448: As a further measure of the effecti
Page 449 and 450: 5. Training is essential to the suc
Page 451 and 452: Post Selection Board Analysis Post-
Page 453 and 454: -- higher. The second approach was
Page 455 and 456: Figure 1. Lowest Break in Vertical
Page 457 and 458: THE USE OF INCENTIVES IN LIGHT INFA
Page 459 and 460: %5 (+ 40- ‘-J 3 o- Lt) 2 o- 1 3-
Page 461 and 462: 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.-
Page 503 and 504:
i I I Scholarship: Quality of learn
Page 505 and 506:
--- -_ ------__ -_-._-_--.-_.--- -_
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I were dcrivcd lo optimally prcdicl
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2. While the academically oriented
Page 511 and 512:
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
Page 583 and 584:
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)
Page 597 and 598:
Deborah L. McCormick Chief,of Naval
Page 599 and 600:
COL Terry J. Procluk Director of Pe
Page 601 and 602:
Paul P. Stanley.11 USAFOMC/OMD Rand
Page 603 and 604:
Abrahams, N. M., 486 Albert, W, G.,
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