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Milpsy_chapter3_003 - Military Psychology Personnel...

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Military Psychology: Personnel Selection, & Classification Dr. Steven J. Kass Dr. (Major) Alan Ogle
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Military Psychology Personnel Selection Selection Errors 1. False Negative – Rejecting candidate who would have been successful 2. False Positive - Accepting candidate who fails on job (more costly)
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Selection Errors Performance Reject Accept Test Cutoff Satisfactory Unsatisfactory True Positive True Negative False Positives False Negative
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Selection Techniques Civilian Assessment Centers Application Forms Biographical Inventories Interviews References Work Samples Aptitude Tests (preferred by military) Military Aptitude Tests ASVAB: Armed Services Vocational Aptitude Battery AFQT: Armed Forces Qualification Test
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Military Selection Tests Reliability Reliability – consistency/stability of test Test-retest – correlation between test scores taken at 2 different points in time (Coefficient of Stability) Internal Consistency – homogeneity of test items (Coefficient Alpha or KR-20)
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Validity – Does the test measure what it is intended to measure Criterion-Related – correlation between test and criterion performance measure Concurrent – use currently available performance measure Predictive – collect performance measure later in time Construct – correlation between test and measures of similar constructs Convergent – highly correlated with like measures Divergent (discriminant) – uncorrelated with unlike measures Content – SME opinion of test content (job analysis) Face – Test-takers opinion of test content Military Selection Tests Validity
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Selection Criterion-Related Validity Performance Reject Accept Test Cutoff r = .80 Satisfactory
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