Development of Experimental Army Enlisted Personnel Selection and Classification Tests and Job Performance Criteria

Knapp, Deirdre J.; Sager, Christopher E.; Tremble, Trueman R.

doi:10.1037/e644582007-001

Cited by 15 publications

(32 citation statements)

References 71 publications

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“…Army researchers have examined the predictive impact of non-cognitive measures for Soldiers in their first term of enlistment and noncommissioned officers (NCOs) (Knapp, McCloy, Heffner, 2004;Knapp & Tremble, 2007). The non-cognitive measures predicted both job performance and attitudinal criteria such as job satisfaction, attrition cognitions, career intentions for Soldiers during their first term of enlistment (Knapp & Tremble, 2007), as well as attrition in training (Putka & Le, 2005).…”

Section: Non-cognitive Predictorsmentioning

confidence: 99%

“…The non-cognitive measures predicted both job performance and attitudinal criteria such as job satisfaction, attrition cognitions, career intentions for Soldiers during their first term of enlistment (Knapp & Tremble, 2007), as well as attrition in training (Putka & Le, 2005). For the NCOs, the non-cognitive measures predicted job performance and one-year promotion attainment .…”

Section: Non-cognitive Predictorsmentioning

confidence: 99%

“…The BCT-JKT was adapted for this research based on the Army-Wide Job Knowledge Test developed by ARI to serve as a criterion measure for previous research (Campbell, Keenan, Moriarty, & Knapp, 2004;Knapp & Tremble, 2007). The test blueprint used to develop the Army-Wide Job Knowledge Test and the resulting items are based on a thorough job analysis and Subject Matter Expert (SME) input.…”

Section: Basic Combat Training-job Knowledge Test (Bct-jkt)mentioning

confidence: 99%

“…The twelve dimensions are listed in Table 5. These ratings scales were developed by ARI in previous projects for use with mid-level and first-term Soldiers Knapp & Tremble, 2007) with the exception of the Basic Rifle Marksmanship item which was written specifically for this project. The measure employs a seven point response scale with accompanying behavioral anchors representing low (1 & 2), medium (3, 4, & 5), and high levels of performance (6 & 7) as well as an "NA" response.…”

Section: Basic Combat Training-job Knowledge Test (Bct-jkt)mentioning

confidence: 99%

“…The 36-item attitudes measure, adapted from previous Army research ( Knapp & Tremble, 2007), assesses seven constructs about feelings towards the Army and Army environments (see Table 3). The commitment scales were adapted from Meyer and Allen's (1997) three-component theory of organizational commitment.…”

Section: Assessment Of Individual Motivation (Aim)mentioning

confidence: 99%

See 4 more Smart Citations

Selection for Accelerated Basic Combat Training

Hoffman¹,

Muraca²,

Heffner³

et al. 2008

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Section: Non-cognitive Predictorsmentioning

confidence: 99%

Section: Non-cognitive Predictorsmentioning

confidence: 99%

Section: Basic Combat Training-job Knowledge Test (Bct-jkt)mentioning

confidence: 99%

Section: Basic Combat Training-job Knowledge Test (Bct-jkt)mentioning

confidence: 99%

Section: Assessment Of Individual Motivation (Aim)mentioning

confidence: 99%

See 3 more Smart Citations

Selection for Accelerated Basic Combat Training

Hoffman¹,

Muraca²,

Heffner³

et al. 2008

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Reconsidering vocational interests for personnel selection: The validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions.

Iddekinge¹,

Putka²,

Campbell³

2011

Journal of Applied Psychology

130

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Although vocational interests have a long history in vocational psychology, they have received extremely limited attention within the recent personnel selection literature. We reconsider some widely held beliefs concerning the (low) validity of interests for predicting criteria important to selection researchers, and we review theory and empirical evidence that challenge such beliefs. We then describe the development and validation of an interests-based selection measure. Results of a large validation study (N = 418) reveal that interests predicted a diverse set of criteria—including measures of job knowledge, job performance, and continuance intentions—with corrected, cross-validated Rs that ranged from .25 to .46 across the criteria (mean R = .31). Interests also provided incremental validity beyond measures of general cognitive aptitude and facets of the Big Five personality dimensions in relation to each criterion. Furthermore, with a couple exceptions, the interest scales were associated with small to medium subgroup differences, which in most cases favored women and racial minorities. Taken as a whole, these results appear to call into question the prevailing thought that vocational interests have limited usefulness for selection.

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Taking the Measure of Work Interests: Past, Present, and Future

Ingerick

Rumsey²

2014

Military Psychology

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Development of Experimental Army Enlisted Personnel Selection and Classification Tests and Job Performance Criteria

Cited by 15 publications

References 71 publications

Selection for Accelerated Basic Combat Training

Selection for Accelerated Basic Combat Training

Reconsidering vocational interests for personnel selection: The validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions.

Taking the Measure of Work Interests: Past, Present, and Future

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