Personnel Selection: Looking Toward the Future--Remembering the Past

Hough, Leaetta M.; Oswald, Frederick L.

doi:10.1146/annurev.psych.51.1.631

Cited by 256 publications

(226 citation statements)

References 234 publications

(169 reference statements)

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“…Moreover, given the different requirements for success in traditional versus cross-cultural training (see Bhagat & Prien, 1996), it seems likely that the predictors may differ. As asserted by Hough and Oswald (2000), "validities of domestic selection instruments may not generalize to international sites, because different predictor and criterion constructs may be relevant, or, if the constructs are the same, the behavioral indicators may differ" (p. 649).…”

Section: Importance Of Cross-cultural Trainingmentioning

confidence: 99%

Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview.

Lievens¹,

Harris²,

Keer³

et al. 2003

Journal of Applied Psychology

212

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This study examined the validity of a broad set of predictors for selecting European managers for a cross-cultural training program in Japan. The selection procedure assessed cognitive ability, personality, and dimensions measured by assessment center exercises and a behavior description interview. Results show that the factor Openness was significantly related to cross-cultural training performance, whereas cognitive ability was significantly correlated with language acquisition. The dimensions of adaptability, teamwork, and communication as measured by a group discussion exercise provided incremental variance in both criteria, beyond cognitive ability and personality. In general, these results are consistent with the literature on domestic selection, although there are some important differences.

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Section: Importance Of Cross-cultural Trainingmentioning

confidence: 99%

Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview.

Lievens¹,

Harris²,

Keer³

et al. 2003

Journal of Applied Psychology

212

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“…12-HF-01Q9A-04 individual who has had many job changes in the past may be likely to leave the military to change jobs; an individual who has had many arrests and traffic violations may be a discipline problem in the military and is likely to be discharged. The reasons individuals leave service is generally complex and multifactorial and biographical questions sample this multifactorial space (110,161,252) (…”

Section: A Biographical Questionnairesmentioning

confidence: 99%

“…In subgrouping, the factorial structure of the questionnaire is established, a profile is determined for each individual based on this factorial structure, then cluster analysis is used to identify subgroups with similar characteristics (182). Although one study showed that rational scaling and the factor analytic techniques have higher predictive ability, other studies have shown similar criterion-related validity for all techniques (110).…”

Section: ) Concerns With the Use Of Biographical Questionnairesmentioning

confidence: 99%

A Review of the Literature on Attrition from the Military Services: Risk Factors for Attrition and Strategies to Reduce Attrition

Knapik¹,

Jones²,

Hauret³

et al. 2004

PsycEXTRA Dataset

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REPORT DOCUMENTATION PAGE Public reporting burden for this collection of information is estimated to average 1 hour per response, including ttie time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. ABSTRACT (Maximum 200 words)Attrition is the failure of an enlisted service member to be retained in service v/ithin the first term of enlistment. This paper emphasizes health/fitness-related aspects of attrition but also covers demographic and psychosocial factors. Overall 3-year military attrition steadily rose fi-om 26% in 1985 to 31% in 1995. Demographic and psychosocial risk factors for attrition include lower educational attaiiunent, female gender, White ethnicity, lower Armed Forces Qualification Test scores, lower moral character (less conformance to laws, rules and regulations), moral waivers, pre-service job instability, and less time in the Delayed Entry Program. The age-attrition relationship appears to be bimodal with higher attrition when youngest, decreasing in 19-23 year olds, and rising again after that. Attrition for mental health reasons is associated with pre-service physical/sexual abuse, previous mental health counseliag, previous treatment with medication, previous psychiatric hospitalization, low motivation, pessimism toward training, depression, lack of self-reliance, and referral to a mental health facility. Attrition is also higher among those waivered for hearing problems, skin disorders, back disorders, and prior knee injuries. Other health-related risk factors include pre-service injury, injuries during basic training, a history of prior cigarette smoking, low physical activity prior to service, greater body weight, higher body mass index and lower physical fitness. Strategies to reduce attrition include prescreening by biographical questionnaires, compensatory screening, individual behavioral health counseling, and realistic job previews. Senior leadership initiatives have a powerful effect on attrition. Attrition also appears to be reduced by increasing physical fitness prior to basic training, the Physical Training and Rehabilitation Program, and the Pre-Initial Entry Training Program (for National Guard). ."""""""""""""""""""." -lnitial Entry Training Program,,,,,,,,,,,,,,,,,,,,,,,,,,..... For the purposes of this paper, attrition was defined as the failure of an enlisted service member to be retained in service during their contracted first term of enlistment. This manuscript reviews a wide range of factors influencing attrition but the primary interest is in health-related factors. SUBJECT TERMS PATTERN OF ATTRITION OVER TIME AND REASONS FOR ATTRITION.Overall 3-year military attrition steadily rose from 26% in 1985 to 31% in 1995. About 1/3 of attrition occurred in the first 6 months of service, about V2 within the first year, and the remainder in the subsequent 2 year period. Separations within the first 6 months of service were associated with performance proble...

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“…We believe it is a crucial issue that the selection procedures used in a given culture are matched with the definition of performance adopted by that culture (see also Hough and Oswald, 2000). Let us illustrate this assertion with a couple of examples.…”

Section: Importance Of Matching the Predictor To The Criterionmentioning

confidence: 98%

Current Status and Future Directions

1995

School-Based Prevention Programs for Children and Adolescents

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Personnel Selection: Looking Toward the Future--Remembering the Past

Cited by 256 publications

References 234 publications

Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview.

Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview.

A Review of the Literature on Attrition from the Military Services: Risk Factors for Attrition and Strategies to Reduce Attrition

Current Status and Future Directions

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