We present initial structural validity evidence for a serious game designed for personnel selection and classification for cybersecurity roles in the US Air Force (USAF).Based on literature review and input from USAF cybersecurity subject-matterexperts, we targeted six constructs for assessment. We describe the development process used to build a game to assess individual differences in these constructs, while also being engaging and motivating for players. We attend to the challenge of avoiding an overall game performance factor that dominates variance of multiple constructs scored from the same gameplay episodes and report steps taken to enhance discriminant validity of the scores. We apply factor analysis and item response theory models to develop scores that are reliable, show discriminant validity, and show modest education/gender group differences.
The role of ability and prior job knowledge on the acquisition of subsequent job knowledge was examined for 41 976 participants m technical training Comparisons were made for samples of men and women and for Whftes Blacks and Hispamcs. Ability and prior job knowledge were measured prior to entering job training and subsequent fob KStee was CSSSn^iT P Ä bÜ ? ining-?, eStmctUral e^uationmodelmat ™«sed^db^SS^y^^iZ £?"Äf 9-°l u 0th ^b l i lty and P no , r J? b knowledge. In all groups, the relative causal impact of ability waTXeater than tiiat of prior job knowledge. It should be noted, however, that the relative causal effect of ability andK fobkSSee varied by group being greater for women and Blacks. Contrary to expectations, prior job knowledKd SfTno causal role regarding the acquisition of subsequent job knowledge for women. The R square for predictinf subset Kb knowledge was about equal for men and women, but less for Blacks than for Whites or Hispanics SUDSequent J0b
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