Armed Services Applicant Profile (ASAP): Development and Validation of Operational Forms

Trent, Thomas; Quenette, Mary A.

doi:10.21236/ada247533

Cited by 5 publications

(19 citation statements)

References 24 publications

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“…Table 8 shows first-term attrition rates over an 11 year period from data assembled by the GAO (75). These data are consistent with other studies (25,60,70,172,252) indicating that attrition rates are lowest in the Air Force with mixed results for other services, depending on the year examined. This may suggest that over the long term, attrition rates are similar among the Army, Navy, and Marines.…”

Section: F Other Risk Factors (1) Military Occupational Specialtysupporting

confidence: 91%

“…White racial/ethnic group is associated with higher attrition when compared to Blacks, Hispanics, and other racial/ethnic minorities in most studies (25,42,43,60,67,73,91,114,133,150,167,220,244,245,247,252,268) but not all (8,19,36,63,64,70,111,114,236). The differences among some studies may be attributed to gender.…”

Section: (4) Race or Ethnic Groupmentioning

confidence: 88%

“…Women are more liltely to leave the service eariy than are men (20,36,60,67,70,92,133,150,220,244,247,252,268), Female attrition rates are 1.1 to 1.8 times higher than male rates depending on the study and service (20,36,60, 67,133,150,220.228,244,252,268).. Several factors about female attrition are significant. Women are typically separated for family and administrative reasons, primarily pregnancy, while men more often have attrition for adverse reasons such as alcohol/drugs, infractions, and failure to meet minimum behavioral or performance criteria (20,68,70,72,92,220,228,244).…”

Section: ) Gendermentioning

confidence: 98%

“…Where lower attrition rates are found among Blacks, this appears to be largely accounted for by lower attrition among Black women. Attrition among Black and White men is about the same (63,70,220,252). There is lower attrition among Black women than White women even after controlling for educational level and AFQT category (70).…”

Section: (4) Race or Ethnic Groupmentioning

confidence: 99%

“…Quesfionnaires that include items related to prior employment, work history, or work orientation have been shown to have criterion-related validity for attrition (73,81,252,261). Unfortunately, none of these studies provide the validity coefficients for the employment questions by themselves.…”

Section: (4) Prior Job Historymentioning

confidence: 99%

See 4 more Smart Citations

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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Section: F Other Risk Factors (1) Military Occupational Specialtysupporting

confidence: 91%

Section: (4) Race or Ethnic Groupmentioning

confidence: 88%

Section: ) Gendermentioning

confidence: 98%

Section: (4) Race or Ethnic Groupmentioning

confidence: 99%

Section: (4) Prior Job Historymentioning

confidence: 99%

See 3 more Smart Citations

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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The Lackland Behavioral Questionnaire: The use of biographical data and statistical prediction rules for public safety screening.

Garb

Wood

Baker

2018

Psychological Assessment

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Screening for public safety positions (e.g., police officers, fire fighters, military service members) is a difficult and challenging task. Notably, the military has been widely criticized because of the general lack of an empirically based system or program for mental health screening. The purpose of the present study is to describe the use of statistical prediction rules for this task. Prediction rules were derived and validated using U.S. Air Force (USAF) recruits in basic military training (N = 50,322). Items from the Lackland Behavioral Questionnaire were used as predictors. General attrition (discharge for any reason before completing term of service) and disciplinary offenses (including criminal charges) were used as outcomes. For trainees in the top 2% or 1% of the general attrition prediction rule, 63% and 68% were discharged before they completed their first 4 years. The base rate was 25%. Similarly, for trainees in the top 2% or 1% of the disciplinary offenses prediction rule, 35% and 39% had a significant disciplinary offense over the following 4 years. The base rate was 15.5%. The results suggest that we may be able to use biographical data inventories and statistical prediction rules to identify a small percentage of trainees in public safety fields with significant mental health or behavioral histories who are at elevated risk for general attrition and disciplinary offenses. (PsycINFO Database Record

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The Efficacy of Biographical Inventory Data in Predicting Early Attrition in Naval Aviation Officer Candidate Training.

Street¹,

Dolgin²

1992

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Public reportng burden for this collection of intormation is estimated to average i hour per response. including the time for reviewing instructions, searching existing ?Data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send commen ts regardina this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington Headcquarters Services, Directorate for infor,'ation Operations and Reports, Q215 Jefferson

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Armed Services Applicant Profile (ASAP): Development and Validation of Operational Forms

Cited by 5 publications

References 24 publications

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

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

The Lackland Behavioral Questionnaire: The use of biographical data and statistical prediction rules for public safety screening.

The Efficacy of Biographical Inventory Data in Predicting Early Attrition in Naval Aviation Officer Candidate Training.

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