I__. - International Military Testing Association

criterion.(-.09).
Variabk?
Table 2
ASP-l Incremcntnl Validity - DoD Sample’
Zcro- Incremental
order Multiple Change
I” r,’ R R2 F P
Srepc
1. HS Diploma -.14 -.I9 .14 .021 565.0 .OOO
2. 2 Years College -.03 -.04 .17 .030 272.9 .ooo
3. Employed -.09 .19 .O36 152.5 .ooo
4. AFQT Pcrccntile -.06 -.07 .20 .039 92.8 .ooo
5. MisdemcanorlFclony .04 .20 440 25.3 .ooo
6. No Credential .I3 .17 .20 44 1 23.1 .ooo
7. GED .09 .lO .20 .041 13.8 .ooo
8. Age 17 .05 .07 .20 .042 9.2 .002
9. ASP-l -.25 -.27 .27 ,073 912.0 .ooo
‘DOD Accessions, Model Construction Group, B = 26,991.
bAIl predictor variables arc indicator variables (dummy O/I coded)
cxccpt ASP-l and AFQT scores.
“All correlations are significant at .05 Icvcl.’
dCorrclations (validities) corrected for restriction of rang (univariatc
correction; Thorndike, 1982)
‘Order of entry of variables in steps 1-8 was dctcrmincd by prior stcpwisc
proccdurc. ASP-l was forced into the equation last.
Conclusions and Implementation Issues
In the research mode, the use of the Adaptability Screening Profile for enlistment
screening demonstrated incremental validity in addition to operational screens and other
potential measures to minimize attrition and to improve the match between the demands of
military service and the background and temperament of individuals. The utility of employing
the ASP will vary as a function of the selection ratio* and the stability of the ASP in
operational mode (see Trent, et al. 1990 for a more complete discussion of ASP utility).
The research results support the contention of the American Council on Education that
alternatives to the existing three-tier educational quota system are technically feasible. On
.the other hand, educational attainment has a proven track record of good predictive validity
and is in fact one of the most reliable of the biographical measures. From a technical
perspective, type of education credential should be included in an array of adaptability
indicators that samples the “whole person.” The approach of the ASP research program has
been to operationalize constructs related to individuals’ adaptability to institutions in general
and the likelihood of persistence in military trainin, (7 and occupations in particular. The
biodata score resulting from the ASP is an economical method of capturing personal
background data. In addition, a new research effort is underway at the Navy Personnel
‘The proportion of qualified recrl& needed to meet manpower goals to the foul numlxr of’
military applicants.
401
.