Author: Michelle M. ZazanisPublisher:
ISBN:
Category : Motivation (Psychology)
Languages : en
Pages : 86
Book Description
Predicting Performance Ratings Using Motivational Antecedents
Author: Michelle M. ZazanisPublisher:
ISBN:
Category : Motivation (Psychology)
Languages : en
Pages : 86
Book Description
Predicting Performance Ratings Using Motivational Antecedents
Author: Michelle M. ZazanisPublisher:
ISBN: 9781423563778
Category : Motivation (Psychology)
Languages : en
Pages : 77
Book Description
This research examined the role of motivation in predicting peer and trainer ratings of student performance and contrasted the relative importance of various antecedents for peer and trainer ratings. Ability, experience, and self- report personality and belief measures were collected from 239 enlisted male Army soldiers attending training for special Forces. At the conclusion of the first phase of the training, performance ratings were obtained from peers and trainers. LISREL8 was used to test a path model predicting performance ratings. Results showed observer ratings of effort and self-reported task sell-efficacy played a role in predicting ratings of task-specific performance. Self-report measures of mastery beliefs, achievement orientation, and locus of control were not significant contributors to the performance rating models, while the soldier's prior experience had both direct effects on performance as well as indirect effects through self-efficacy and effort. The lack of importance of the personality measures is discussed with respect to the high level of variation among the students on level of prior experience. Finally, analyses indicated that peer raters included more information about interpersonal skills in their rating of overall performance than did trainers. Utilization of these findings with regard to performance evaluation systems is discussed.
Predicting Performance Ratings Using Motivational Antecedents
Author: Publisher:
ISBN:
Category :
Languages : en
Pages : 0
Book Description
This research examined the role of motivation in predicting peer and trainer ratings of student performance and contrasted the relative importance of various antecedents for peer and trainer ratings. Ability, experience, and self-report personality and belief measures were collected from 239 enlisted male Army soldiers attending training for special Forces. At the conclusion of the first phase of the training, performance ratings were obtained from peers and trainers. LISREL8 was used to test a path model predicting performance ratings. Results showed observer ratings of effort and self-reported task sell-efficacy played a role in predicting ratings of task-specific performance. Self-report measures of mastery beliefs, achievement orientation, and locus of control were not significant contributors to the performance rating models, while the soldier's prior experience had both direct effects on performance as well as indirect effects through self-efficacy and effort. The lack of importance of the personality measures is discussed with respect to the high level of variation among the students on level of prior experience. Finally, analyses indicated that peer raters included more information about interpersonal skills in their rating of overall performance than did trainers. Utilization of these findings with regard to performance evaluation systems is discussed.
List of U.S. Army Research Institute Research and Technical Publications
Author: U.S. Army Research Institute for the Behavioral and Social SciencesPublisher:
ISBN:
Category : Military research
Languages : en
Pages : 246
Book Description
Technical Report
Author: Prescreening Methods for Special Forces Assessment and Selection
Author: Publisher:
ISBN:
Category : Employee screening
Languages : en
Pages : 46
Book Description
"The Special Operations Proponency Office (SOPO) at the U.S. Army John F. Kennedy Warfare Warfare Center and School (USAJFKSWCS) requested help from the U.S. Army Special Operations Command Psychological Application Directorate (PAD) and the U.S. Army Research Institute (ARI) in identifying prescreening tools that could be used to identify which soldiers have the greatest chance for success in the Special Forces (SF) selection and tralning pipeline. This information would allow SOPO to minimize recruitment of soldiers with little chance of completing Special Forces Assessment and Selection (SFAS), and allow slots to be filled by soldiers who have a greater probability of success."-- Stinet.
Self-assessment Based Mini-after Action Review (SAMAAR) Methodology
Author: Angelo MirabellaPublisher:
ISBN:
Category : Artillerymen
Languages : en
Pages : 78
Book Description
"This research was conducted as a pilot effort in proparation for anticipated future research applications of the self assessment based mini-AAR (SAMAAR) approach. The approach combines the Army's Socratic based after action review with the Delphi technique. Delphi elicits independent judgments from experts before bringing them together to solve problems as a group. In the SAMAAR approach, trainees, at the end of an excerise day or shift fill out rating forms to assess the units training progress and then convine with their completed forms to participate in a mini-AAR. The mini-AAR is preliminary training review carried out by small groups prior to an end of exercise after action review. SAMAAR was developmentally applied to Division Artillery Staff training at Fort Hood. The approach was judged by training participants to be a feasible and timely way to support training feedback."--DTIC.
Expectancy Theory Predictions of Salesmen's Performance and Determinants of the Motivational Antecedents
Author: Richard L. OliverThe Blackwell Handbook of Personnel Selection
Author: Arne EversPublisher: John Wiley & Sons
ISBN: 1405144661
Category : Business & Economics
Languages : en
Pages : 552
Book Description
The Blackwell Handbook of Personnel Selection provides astate-of-the-art review of theory, research, and professionalpractice in the field of selection and assessment. Reviews research and practical developments in all of the mainselection methods, including interviews, psychometric tests,assessment centres, and work sample tests. Considers selection from the organization’s and theapplicant’s perspective, and covers the use of new technologyin selection and adverse impact issues. Each section includes contributions from internationallyeminent authors based in North America and Europe.
Author: