Development of improved aptitude area composites for enlisted classification.

Maier, Milton H.; Fuchs, Edmund F.

doi:10.1037/e426162004-001

Cited by 4 publications

(4 citation statements)

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“…Schmidt et al went on to critique the influence of logical positivism on personnel psychology for causing the field to accept the tenet of situation specificity for so long. They argued that applications of cognitive psychology would better enable an (Ghiselli, 1966;Maier & Fuchs, 1969, 1972. The study reported here indicates that one direction for future research may lie in an alternate application of cognitive psychology.…”

Section: Discussionmentioning

confidence: 98%

Individual decision processes in an assessment center.

Russell¹

1985

Journal of Applied Psychology

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Past research has shown that assessment centers have accurately predicted managerial success in a number of organizations. The argument is made that understanding assessor judgments is necessary before it can be determined why assessment centers consistently demonstrate predictive validity. Data on the individual ratings made by 46 assessors working in an assessment center were analyzed. Ten assessors' ratings (each of whom had rated more the 200 assessees) were individually subjected to confirmatory factor analyses (using LISREL) and examined within a lens model framework. Support was found for both a formal and informal method of arriving at an overall assessment rating (OAR). Subgroup analyses indicate tentatively that there is little effect of assessee sex on the way assessors arrive at an OAR. Practical and theoretical implications are discussed.

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Section: Discussionmentioning

confidence: 98%

Individual decision processes in an assessment center.

Russell¹

1985

Journal of Applied Psychology

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“…As part of its continuing research program to develop and improve procedures for selection of enlisted persons and their classification to training courses and jobs, the Army developed procedures for grouping hundreds of its jobs, called Military Occupational Specialties (MOS), into a relatively small number of homogeneous clusters. As a result of this research (Maier & Fuchs, 1969, 1972, nine MOS groups were defined, each associated with a particular composite of subtests on the Army Classification Battery (ACB). The ACB composite for a particular MOS cluster can thus be used as the basis for classifying enlistees to an MOS in that group.…”

Section: Objectives Of Job Familiesmentioning

confidence: 99%

Job families: A review and discussion of their implications for personnel selection.

Pearlman¹

1980

Psychological Bulletin

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Reviews the personnel literature on the development of job families and discusses the implications for personnel selection. Job family development is viewed as essentially a matter of behavior classification in the world of work. Accordingly, the review focuses on the basic taxonomic issues of objective, content, and method in job family construction. The discussion section explores the implications for several related objectives in personnel selection, all of which reflect different aspects of the broader objective of generalizing selection procedure validity. It is concluded that the approaches to developing job families that emphasize either the human attribute requirements or broad content structure of jobs are likely to prove more useful for both theory development and practical application in personnel selection than are approaches based on more molecular analyses of jobs. (4 p ref)

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“…The Army began using aptitude area (AA) composites along with the Army Classification Battery operationally in 1949 (Maier & Fuchs, 1969). In the four decades since then, the test battery (now the ASVAB), the Army's occupational structure, and the AA composites have changed.…”

Section: The Army Compositesmentioning

confidence: 99%