Univariate and multivariate corrections for range restriction were compared using scores of 147,288 Navy applicants on the Armed Services Vocational Aptitude Battery. Composite validities were corrected using the univariate and multivariate formulas. In general, multivariate corrections were more accurate than univariate corrections. This accuracy…

Performed an empirical Monte Carlo study using predictor and criterion data from 84,808 U.S. Air Force enlistees. Compared formula-based, traditional empirical, and equal-weights procedures. Discusses issues for basic research on validation and cross-validation. (SLD)

The use of appropriateness measurement for identifying dishonest respondents on personality tests was studied through analysis of datasets of 48,725 and 1,987 in which respondents were instructed to answer honestly or dishonestly. An item response theory approach to detecting faking classified a higher number of faking respondents than did a…

Effects on computerized adaptive test score of using a paper-and-pencil (P&P) calibration to select items and estimate scores were compared with effects of using computer calibration. Results with 2,999 Navy recruits support the use of item parameters calibrated from either P&P or computer administrations. (SLD)

This book documents the research, development, and implementation efforts that allowed the U.S. Department of Defense to initiate the Computerized Adaptive Testing Armed Services Vocational Aptitude Battery Program for enlistment testing. Traces the history of this program over 30 years. (SLD)

Occupational interest scales and homogeneous scales were developed and compared on a sample of 3,072 Air Force personnel in a double cross-validation design. Results indicated that the occupational scales were slightly superior in correctly classifying satisified personnel v people in general. (Author/JKS)

A two-parameter logistic regression model for personnel selection is proposed. The model was tested with a database of 84,808 military enlistees. The probability of job success was related directly to trait levels, addressing such topics as selection, validity generalization, employee classification, selection bias, and utility-based fair…

This article presents predictive validity data for on-job performance for a set of computerized Graphic and Interactive Processing (GRIP) tests in conjunction with data for both experimental paper-and-pencil and operational tests. Validity coefficients for job element and global criteria are reported for four different jobs. (See also EJ 161 400).…

The reliability of derived measures from 4 cognitive paradigms was studied using 19 Navy enlisted men (aged between 18 and 24 years). The paradigms were: graphemic and phonemic analysis; semantic memory retrieval; lexical decision making; and letter classification. Results indicate that derived scores may have low reliability. (SLD)