Author: Walter C. BormanPublisher:
ISBN:
Category :
Languages : en
Pages : 25
Book Description
An Inventory Battery to Predict Performance in Navy Officer Recruiting: Development and Validation
Author: Walter C. BormanAn Inventory Battery to Predict Performance in Navy Officer Recruiting: Development and Validation
Author: Walter C. BormanAn Inventory Battery to Predict Navy and Marine Corps Recruiter Performance: Development and Validation
Author: Publisher:
ISBN:
Category :
Languages : en
Pages : 130
Book Description
The objective of this study was to develop paper-and-pencil predictors of Navy and Marine recruiter performance and evaluate their validity. Accordingly, several measures of personality, vocational interests, and background were prepared (or selected) and administered to a geographically representative sample totaling 329 Navy and 118 Marine Corps recruiters. Scores on the predictor battery's items and scales were correlated with performance scores developed from supervisory, peer, and self ratings and from production data (i.e., numbers of recruits enlisted). Estimated cross-validities for predictor composites were significantly different from zero for four of the five performance criteria in the Navy sample. They range from .17 to .31. Corresponding validity estimates for the Marine Corps sample ranged from .22 to .38 (p less than .01 for three criteria, p less than .05 for two criteria). Recommendations from the study included: (1) examine the predictive validity of the predictor composites developed in this project; (2) assess the potential fakability of the predictor composites; and (3) develop additional paper-and- pencil measures of constructs that this study suggests are valid indicators of Navy and Marine Corps recruiter success.
Research Report
Author: Overview of ARI Recruiting Research
Author: Walter C. BormanThe Soldier Salesperson
Author: Michael E. BenedictTechnical Report
Author: An Inventory Battery to Rredict Navy and Marine Corps Recruiter Rerformance: Development and Validation
Author: Publisher:
ISBN:
Category :
Languages : en
Pages : 130
Book Description
The objective of this study was to develop paper-and-pencil predictors of Navy and Marine recruiter performance and evaluate their validity. Accordingly, several measures of personality, vocational interests, and background were prepared (or selected) and administered to a geographically representative sample totaling 329 Navy and 118 Marine Corps recruiters. Scores on the predictor battery's items and scales were correlated with performance scores developed from supervisory, peer, and self ratings and from production data (i.e., numbers of recruits enlisted). Estimated cross-validities for predictor composites were significantly different from zero for four of the five performance criteria in the Navy sample. They range from .17 to .31. Corresponding validity estimates for the Marine Corps sample ranged from .22 to .38 (p less than .01 for three criteria, p less than .05 for two criteria). Recommendations from the study included: (1) examine the predictive validity of the predictor composites developed in this project; (2) assess the potential fakability of the predictor composites; and (3) develop additional paper-and-pencil measures of constructs that this study suggests are valid indicators of Navy and Marine Corps recruiter success.
Prediction of Job Performance
Author: Robert VinebergPublisher:
ISBN:
Category : Job evaluation
Languages : en
Pages : 242
Book Description
Literature pertaining to prediction of enlisted military job performance, 1952-1980, was reviewed. The review excluded studies in which training performance or reenlistment is the criterion. Aptitude was the most frequently used predictor and supervisor ratings the most frequent criterion. Relationships among classes of criteria and between predictors and criteria were examined. Major classes of criteria were job proficiency, job performance, and suitability to military service. The following conclusions are supported by the review: (1) For the great majority of jobs, job knowledge tests appear to provide the most practical method of objective measurement; (2) Because job sample tests are very expensive to construct and administer, their use is not practical unless the job is extremely costly or critical; and (3) Use of supervisors' ratings as the only measure of job performance should be restricted to jobs for which motivation, social skill, and response to situational requirements are the only attributes worth measuring. Two promising approaches to improved prediction are the selective use of miniaturized training and assessment centers and the use of self-paced training performance as a predictor. The review includes abstracts of the studies that were reviewed.
Author: Lisa M. Penney