Presents two strategies for estimating the value of performance by considering the changes in the numbers and performance levels of system units which lead to increased aggregate performance. U.S. Army commanders (N=100) completed questionnaires. Results showed the new strategies provide more appropriate and acceptable values of performance…

Drug use item responses from the military's Educational and Biographical Information Survey were examined for 10,188 military personnel to determine the criterion-related validity of pre-employment drug use information. Employment suitability rates were found to vary with drug use patterns such that the earlier one began using drugs, the greater…

Soldiers responded to a desirability and instrumentality scale for 16 potential outcomes obtainable from outstanding performance. Scores were factor analysed and composites formed to reflect each dimension. The 11-item set was a better predictor than the 16-item set. (Author)

Examined managers' perceptions of subordinates' performance, causes (attributions) of subordinates' performance, and the leader behaviors they employed toward subordinates from the standpoint of cross-situational consistency versus cross-situational specificity. Empirical results for 377 Navy managers provided strong support for cross-situational…

This study investigates the relative importance of various job characteristics to a select group of Army officers. Additionally, the study seeks to see if a need structure posited by Maslow exists among military officers. (Author/RK)

Evaluated validity of self-assessment among 357 men being screened for military course. Following tests, class exercises, and field simulations, obtained ratings from commanders, peers, and subjects themselves on dimensions related to success in training course. Told only experimental group their reports would be compared to those from other…

Twelve studies are reviewed which tested the effectiveness of LEADER MATCH, a new leadership training method based on Fiedler's Contingency Model. The performance evaluations of 423 trained leaders were compared to those of 484 controls. All studies yielded statistically significant results supporting LEADER MATCH training. (Editor/SJL)

Studied interviewer reliability, validity, and strategy for information integration. Candidates (N=412) for selection to a military division were interviewed and assessed. Results indicated that interviewers functioned in a similar fashion. Analyses of individual interviewers indicated higher reliability and individual differences among…

Attacks the turnover/retention problem by looking primarily at the stayer rather than the leaver in hopes of finding factors influencing career decisions over which management has some control. (Author/RK)

Demonstrated that measures of predictor constructs had predictably different patterns of correlations with different criteria. In study of Navy recruiters (N=267), individual personality scales had significantly different relationships with three different rating criteria. In study with Army enlisted soldiers (N=8,642), cognitive ability and…

Validated aptitude tests used to help make personnel decisions about military recruits against hands-on tests of job performance in radio repairers and automotive mechanics. Data were filled with errors, reducing accuracy of validity coefficients. Discusses how validity coefficients can be made more accurate by exercising quality control during…

Variables from five domains--demography, social background, service history, satisfaction, and performance--were used in a discriminant analysis approach to distinguishing three groups of naval personnel. Potential usefulness of this method, including implications for better understanding and control of manpower turnover were discussed. (Editor)