| Extending Synthetic Validation Methodology to Assess Occupational Similarities Within Job Sets and to Select Classification Tests |
DEC 91 |
84 pages |
| Authors:
Deborah L. Whetzel; Rodney L. Rosse; Norman G. Peterson; AMERICAN INSTITUTES FOR RESEARCH WASHINGTON DC
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 | The primary objective of this project was to extend and evaluate the synthetic validation methodology for developing job sets and identifying appropriate test for classifying individuals into job sets and/or within a set. This effort supports the research and development work for the Job Sets for Efficiency in Recruiting and Training (JSERT) concept. The objective of the project was accomplished in two ways: (1) by using a paper-and-pencil job analysis ... |
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| Test of a Probabilistic Sampling Critical Task Selection Model for Performance Testing |
JAN 88 |
31 pages |
| Authors:
Steven E. Lammlein; Norman G. Peterson; Rodney L. Rosse; PERSONNEL DECISIONS RESEARCH INST MINNEAPOLIS MN
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| The Navy Job Performance Measurement Program is an outcome of the Navy Performance-Based Personnel Classification Subproject. Both efforts constitute significant contributions to the Joint-Service Job Performance Measurement/Enlistment Standards Project. The Joint-Service Project has been mandated by Congress to link enlistment standards to job performance, which can be considered a landmark research thrust of the armed services. This study tested a probabilistic sampling model for assessing the performance of Navy radiomen ... |
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| Development and Validation of a Recruiter Selection Battery |
SEP 1981 |
22 pages |
| Authors:
Walter C. Borman; Rodney L. Rosse; Jody L. Toquam; Norman M. Abrahams; PERSONNEL DECISIONS RESEARCH INST MINNEAPOLIS MN
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| At a time when the military forces are largely dependent on the quantity and quality of volunteers, the criticality of the role played by recruiters in meeting manpower supply requirements cannot be overemphasized. This report describes the development and validation of a battery of primarily paper-and-pencil instruments to identify those individuals most likely to become successful recruiters. Instruments contained in this battery include self- description inventories, biographical data, and vocational ... |
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| Peer Ratings: Scoring Strategy Development and Reliability Demonstration on Air Force Basic Trainees. |
SEP 1980 |
71 pages |
| Authors:
Walter C. Borman; Rodney L. Rosse; PERSONNEL DECISIONS RESEARCH INST MINNEAPOLIS MN
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| Peer ratings were obtained from over 27,000 Basic Trainees. An effective method was developed for scoring them by algebraically summing the positive and negative ratings. A modification of the Spearman-Brown prophecy formula was used to determine interrater reliability coefficients which were adjusted to the mean number of trainees in the flights. The peer ratings yielded uniformly high interrater reliability coefficients which indicated substantial agreement among raters. It was concluded that ... |
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| Reenlistment Motivations of First-Term Enlisted Men and Women |
FEB 1980 |
145 pages |
| Authors:
Stephan J. Motowidlo; Marvin D. Dunnette; Rodney L. Rosse; PERSONNEL DECISIONS RESEARCH INST MINNEAPOLIS MN
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| The purpose of this research was to identify attitudes and motives underlying reenlistment decisions of first-tour soldiers. The research focused on determining what changes in reenlistment options and incentives might succeed in retaining effective soldiers for a second tour of service. Accordingly, a questionnaire was developed to tap reenlistment motives and attitudes, and then it was administered to 4,671 soldiers stationed in the U.S. and Europe. In addition, supervisory ratings ... |
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| An Inventory Battery to Predict Navy and Marine Corps Recruiter Performance: Development and Validation. |
MAY 1979 |
130 pages |
| Authors:
Walter C. Borman; Jody L. Toquam; Rodney L. Rosse; PERSONNEL DECISIONS RESEARCH INST MINNEAPOLIS MN
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| 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 ... |
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| Dimensions of the Army Recruiter and Guidance Counselor Job. |
MAR 1977 |
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| Authors:
Walter C. Borman; Jody L. Toquam; Rodney L. Rosse; PERSONNEL DECISIONS RESEARCH INST MINNEAPOLIS MINN
|
 | This research used multidimensional scaling (MDS) and a clustering technique described by Ward and Hook to discover the underlying dimensionality of tasks associated with the Army recruiter and guidance counselor jobs. Within the project a recruiter/guidance counselor task list was developed and 101 USAREC personnel familiar with these two jobs sorted the tasks into dimensions according to the tasks' perceived similarity with respect to job function. These sorting solutions yielded ... |
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