I__. - International Military Testing Association

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--,..--c__ ____ _____....__.____ - .-._ _.._ _-__--.l-- _--.. -- . ..-- ~. ..-.. .-- --- --- --~----- ._~ _.... ~- _.._.~ _. ORGANIZATION 1990 REPRESENTATIVE DIRECTOR OF PERSONNEL PSYCHOLOGY AND SOCIOLOGY: Director of Personnel Psychology and Sociology National Defense Headquarters Ottawa, Ontario KlA OK2 Canada Canadian Forces A/V 842-0244 COM: (613) 992-0244 CANADIAN FORCES PERSONNEL APPLIED RESEARCH UNIT: Canadian Forces Personnel Applied Research Unit 4900 Yonge St., Suite 600 Willowdale, Ontario M2N2Z4 Canada Canadian Forces COM: (416) 224-4964 FEDERAL NINISTRY OF DEFENSE: COL Terry J. Prociuk CDR Frederick F.P. Wilson FEDERAL REPUBLIC OF GERMANY Federal Ministry of Defense, P II 4 Postfach ‘1328 5300 Bonn 1 Federal Republic of Germany Federal Ministry of Defense COM: 49-228-128543 FEDERAL REPUBLIC OF GERMANY AIR FORCE: Federal Republic of Germany Air Force Wehrbereichsverwaltung II V-4-Psychology Angelegenheiten Hans-Blocher-Alee 16 3000 Hannover 05 11-531-26 08126 03 564 Martin L. Rauch Wolfgang Weber .-. .
ORGANIZATION 1990 REPRESENTATIVE ROYAL NETHERLANDS ARMY: Royal Netherlands Army DPKL/AFD GW Postbus 90701 2509 LS The Haque The Netherlands COM: 31-71-6135450 MOD SCIENCE 3 (AIR): MOD Science 3 (AIR) Lacon House Theobalds Road London, WCIX 8RY England U.S. AIR FORCE THE NETHERLANDS L THE UNITED KINGDOM COL Dr. Ger J.C. Roozendaal Eugene F. Burke (Represented in 1990 by COL John Birkbeck MOD A ED 4 Court Road Eltham London SE9 5NR United Kingdom) UNITED STATES OF AMERICA U.S. AIR FORCE HUMAN RESOURCES LABORATORY (AFHRL): U.S. Air Force Human Resources Laboratory (AFHRL/PR) Brooks AFB, TX 78235-5601 USA (A/V 240-3011 COM: (512) 536-3611) U.S. Air Force Human Resources Laboratory (AFHRLICC) Brooks AFB, TX 78235-5000 USA 565 Dr. Lloyd D. Burtch COL Harold G. Jensen
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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
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Validity of Grade Point Average: Do
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elationships. The highest correlati
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College Selectivity Versus Educatio
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Introduction Flight Psychological S
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1) Demonstration Phase The control
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published in the “Wehtpsychologis
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Introduction Leadership in Aptitude
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A further objective was to produce
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his group, to insist on a short che
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ehavior will be invalid. This condi
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In the fire fighting system prevent
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. . . -.-- -.-I to their decision-m
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In the Federal Armed Forces, this c
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Evaluation of the counseling nroced
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TABLE 2. Ranking, Weighting, and Sc
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. EJectronlcs KnowledQg (Table A-3)
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3. Further test the TAE approach on
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* PC.05 * * pc.01. *** pc.001. Corr
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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
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____ _.... ___----- .._._ - ___.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
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Comuarison with “Honest” Sample
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Conclusions The final experimental
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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
Page 531 and 532: Empirical Scorinq Key Prescreening
Page 533 and 534: The base rate for applicants who re
Page 535 and 536: installations were visited to obtai
Page 537 and 538: Obstacles in Maintainina an Effecti
Page 539 and 540: Installation security managers also
Page 541 and 542: The goal for the CVAL system was to
Page 543 and 544: Based on the feedback received from
Page 545 and 546: (1) The keynote in interpreting the
Page 547 and 548: NAVY ': HANDS-ON AND KNOWLEDGE TEST
Page 549 and 550: The general knowledge test consiste
Page 551 and 552: I Table 4 Correlations Between Writ
Page 553 and 554: 1 Interrater Reliability as an Indi
Page 555 and 556: might influence task performance. T
Page 557 and 558: Figure 2 shows temporal effects at
Page 559 and 560: ARMY: JOB PERFORMANCE MEASURES FOR
Page 561 and 562: for MOS-specific tasks, as the perc
Page 563 and 564: Table 3 shows the intercorrelations
Page 565 and 566: The USAF Occupational Measurement S
Page 567 and 568: In addition to SKTs and PFEs, USAFO
Page 569 and 570: only for the first job, as well as
Page 571 and 572: The Examirler is a sopilisticated c
Page 573 and 574: The Examiner Multiple Choice Multip
Page 575 and 576: Paner and Pencil Testing The Examin
Page 577 and 578: The Exanliwr is ii sopllis[ic;l(etj
Page 579 and 580: (c) The Coast Guard will host the 1
Page 581: ORGANIZATION ROYAL WSTRALIAR AIR FO
Page 585 and 586: ORGANIZATION NAVAL HILITARY PERSONN
Page 587 and 588: C. Non-Member Participants. 1. Non-
Page 589 and 590: committee members shall serve in th
Page 591 and 592: CDR Mary Adams Naval Education and
Page 593 and 594: Jack R. Dempsey Human Resources Res
Page 595 and 596: 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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