Predictive Validity of the Air Force Officer Qualifying Test for Non-Rated Officer Specialties

The Air Force Officer Qualifying Test (AFOQT) is used to qualify applicants for officer commissioning and aircrew training programs. The current study examined its predictive validity for 14 officer technical training courses for which there are no additional AFOQT minimum qualification requirements beyond those for officer commissioning. Sample sizes ranged from 16 to 2,190 with a mean and median size of 753 and 319 officers. Ninety percent (63 of 70) of the observed correlations between the AFOQT composites and average technical training grades were statistically significant. Meta-analyses were conducted to determine whether the AFOQT validities were generalizable across training specialties. Analyses were done on the observed data, after correction for range restriction, and after correction for both range restriction and criterion unreliability. The pattern of validities was similar for all three meta-analyses. The lower bound of the 95% confidence interval and the 95% credibility interval around the weighted mean validities were greater than zero for all five AFOQT composites supporting its utility for making personnel selection decisions for these jobs. The Verbal composite had the lowest and the Academic Aptitude composite had the highest weighted mean validity. The weighted mean of the validity coefficients across training specialties ranged from .261 to .326 for the observed data, .322 to .387 for the range-restriction corrected data, and .360 to .433 for the fully corrected data. Additional efforts are required to examine the generalizability of the results for a broader range of occupational specialties and to set minimum qualifying scores.     

Development of a Cyber/Information Technology Knowledge Test for Military Enlisted Technical Training Qualification

An Armed Services Vocational Aptitude Battery (ASVAB) Review Panel, with expertise in personnel selection, job classification, psychometrics, and cognitive psychology developed recommendations for changes to the military enlistment test battery. One recommendation was to develop and evaluate a test of cyber/information and communications technology literacy to supplement current ASVAB content. This article summarizes a multiphased Cyber Test development process: (a) a review of information/computer technology literacy definitions and measures, (b) development and pilot testing of a cyber knowledge measure, (c) validation of test scores against final school grades (FSGs) for selected technical training courses, (d) development of an operational reporting metric and subgroup norms, and (e) examination of construct validity. Results indicate the Cyber Test has predictive validity versus technical training school grades and incremental validity comparable to the ASVAB technical knowledge tests when used with the ASVAB Armed Forces Qualification Test (AFQT) verbal/math composite as a baseline.     

Cross Validation of Experimental USAF Pilot Training Performance Models

In a recent study, several experimental computerized tests demonstrated utility for supporting United States Air Force (USAF) pilot candidate selection de- cisions and adding to the predictive validity of the Air Force Officer Qualifying Test (AFOQT), the ability measure currently included in the USAF pilot candidate selection process (Carretta, 1989). Pilot candidates with good hand-eye coordination, who make quick and accurate decisions, and who exhibited a cautious risk-taking style were more likely to complete training successfully. The purpose of this study was to cross validate these results to determine their stability. To perform the cross validation, 885 USAF Undergraduate Pilot Training (UPT) students were assigned randomly to two groups (478 of these students also were used in Carretta, 1989). Pilot candidate selection models were developed independently for each group. The "best fitting" regression weights from each group then were applied to subjects in the other group to determine the stability of the regression solutions. In the model development phase, subjects in both groups who had good hand-eye coordination and who made quick and accurate decisions were more likely to complete pilot training successfully. Although there was some reduc- tion in the validity coefficients in the cross-validation phase, the selection models were related significantly to final training outcome in both groups. These results suggest that the experimental pilot candidate selection models are robust enough to be used as adjuncts to operational USAF pilot candidate selection procedures.     

Meta-Analyzing the Relation between Grades and Salary

Academicians and business people have disagreed about whether grades predict occupational outcomes such as training success, job performance, and salary. Recent meta-analyses have suggested that grades are useful predictors of training success and job performance. Unfortunately, the results of meta-analyses examining the grades–salary relation were limited by methodological problems. These problems included confusing income and salary as the same dependent variable, not conducting moderator analyses, using unorthodox schemes of weighting correlations, and not correcting for research artifacts. The current meta-analysis focused only on studies that reported salary as the dependent variable and found uncorrected correlations of .13 for grades and starting salary, .18 for grades and current salary, and .05 for grades and salary growth. The correlations for grades and starting salary rose to approximately .20 when corrected for relevant artifacts and the corrected grades–current salary correlations rose to the mid- to high .20s. Moderator analyses are also reported.     

Autogenic Feedback Training Exercise and pilot performance: enhanced functioning under search-and-rescue flying conditions

Studies have shown that autonomous mode behavior is one cause of aircraft fatalities due to pilot error. In such cases, the pilot is in a high state of psychological and physiological arousal and tends to focus on one problem, while ignoring more critical information. This study examined the effect of training in physiological self-recognition and regulation, as a means of improving crew cockpit performance. Seventeen pilots were assigned to the treatment and control groups matched for accumulated flight hours. The treatment group contained 4 pilots from HC-130 Hercules aircraft and 4 HH-65 Dolphin helicopter pilots; the control group contained 3 pilots of HC-130s and 6 helicopter pilots. During an initial flight, physiological data were recorded on each crewmember and an instructor pilot rated individual crew performance. Eight crewmembers were then taught to regulate their own physiological response levels using Autogenic-Feedback Training Exercise (AFTE). The remaining participants received no training. During a second flight, treatment participants showed significant improvement in performance (rated by the same instructor pilot as in pretests) while controls did not improve. The results indicate that AFTE management of high states of physiological arousal may improve pilot performance during emergency flying conditions.     

Repeated exposure of flight phobics to flights in virtual reality

The present study examined the effects of repeated exposure of flight phobics to flights in virtual reality (VR). Flight phobics were randomly assigned either to complete one VR test flight followed by four VR exposure flights (VR group; N=15) in one lengthy session or to complete one VR test flight followed by a lengthy relaxation training session (relaxation group; N=15). All participants completed a second VR test flight at the end of the session. Fear reports and physiological fear reactions (heart rate, skin conductance level) during VR exposures were registered, and fear of flying was assessed psychometrically from 3 weeks before to 3 months after exposure. Exposure to VR flights elicited subjective and physiological fear responses in flight phobics, and these responses attenuated within and across VR flights. Fear reduction associated with repeated VR exposure was greater than fear reduction caused by relaxation training. Fear of flying improved in both treatment groups, but several outcome measures indicated greater effects in the VR treated group than in the relaxation group. These findings indicate that exposure in virtual reality may offer a new and promising approach for the treatment of fear of flying.     

Assessing the influence of operational factors on the perceived structure of real-world scenes viewed during low-altitude, high-speed flight

Previous research indicates that pilots of most jet-fighter aircraft attend to similar elements of the natural flight environment when flying at low altitudes. However, some evidence suggests that differences may exist for pilots of certain specific types of aircraft. The present experiment examined the influence of operational factors on the perceived structure of real-world scenes viewed during low-altitude flight. Multidimensional scaling analyses with stimuli consisting of videotape segments of low-altitude flight over a variety of real-world terrains revealed differences in perceived environmental structure for pilots assigned to different types of jet-fighter aircraft. These results provide evidence that perceptual learning evolves differently under different operational conditions and suggests that training programs should be designed to reflect those differences.     

The Prevalence of Flight Anxiety in Norwegian Airline Passengers

Abstract

A study of 315 passengers from eight randomly selected domestic flights in Norway was performed to investigate the prevalence of flight anxiety. There were 31% females and 69% males (mean age 34 and 38 yrs. respectively) with a response rate of 85%. The results showed that the females were most affected: 55% were at least sometimes afraid and 21% always afraid as compared to 45% and 8% in the males. For both sexes, 2% were found to be flight phobics. There was no difference in flight anxiety between the sexes for those with more than 10 flights during the last two years. The flight anxiety had lasted for at leat 10 years for 74% of those affected. “Turbulence” was the item causing most discomfort, followed by “the landing phase” and “ascending”. A comparison was made with a group matched according to age and number of flights (> 10 during the previous two years) where the questionnaires were given at home. The males but not the females, reported significantly more anxiety when responding during flights that at home.     

Age and airline accidents

The issuance of a commercial pilot's license is contingent upon the fulfillment of stated minimum flight time. These requirements imply that total flight time and aircraft flight time can be equated with safety. For this reason, aircraft accidents involving licensed, professional pilots become difficult to explain. This study examined the relationship of pilot experience to accidents by comparing pilots' age and experience in 188 accidents involving corporate/executive pilots. The more severe accidents were expected to involve younger, less experienced pilots. The data in this study, however, refute this expectation. The age, aircraft time, or total time difference between groups was not significant. More research, both in the field and under controlled conditions, may bring in the psychological concept of cognitive dissonance.     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

飞行员风险知觉的影响因素及加工机制

风险知觉作为风险管理的核心成分,显著影响飞行安全。本文首先综述了飞行员风险知觉的影响因素,发现飞行环境、飞行员特征和组织文化等均会对飞行员的风险知觉产生影响。其次,借鉴汽车驾驶员危险知觉模型,比较飞行员与汽车驾驶员的差异性,并结合影响飞行员风险知觉的因素提出飞行员的风险知觉是一个包括风险识别、风险评价和行为倾向的三阶段加工过程,且采用串行和并行相结合的方式进行加工。最后,就飞行员风险知觉加工机制和影响因素研究的不足提出建议。     

Vigilance decrement during a simulated general aviation flight

This study examined pilots' vigilance during an extended general aviation flight as measured by their capacity to exercise control over the aircraft during a planned flight. Thirty‐one qualified pilots flew a flight simulator from Wagga Wagga to Bankstown, Sydney, a distance of 207 nautical miles. The flight comprised five separate legs, although three legs were subjected to analysis. On the basis of attentional resource theory, it was hypothesised that task performance would differ based on the requirement for memory retrieval. Consistent with the hypothesis, the results revealed a deterioration in those tasks for which there was a substantial requirement for memory retrieval. Further analysis revealed that the deterioration in performance was best predicted by pilots' perception of the workload associated with the flight and their perception of their ability to exercise control over aircraft during normal conditions. The implications are discussed in terms of system design and training. Copyright © 2010 John Wiley & Sons, Ltd.     

Large sample validations of three general predictors of pilot training success

This article addresses one of the perennial problems of pilot selection research: obtaining an adequate sample size for reliable statistical analysis of predictive validity. Results from three studies involving the same computerized tests of instrument comprehension and psychomotor ability were combined in a meta-analysis to determine whether the validities of these tests generalized across three contexts. These were Royal Air Force and Turkish Air Force fixed-wing pilot training and British Army Air Corps rotary-wing pilot training. In this article, we discuss the adequacy of samples for estimating the validity of the tests, and the persistence of predictive validity to later stages of training as shown by British Army Air Corps data. Reference is also made to data from a fourth independent study of Qantas pilot training.     

Dimensionality and Validity of a Structured Telephone Reference Check Procedure

A structured telephone reference check (STRC) was developed to assess three job-relevant personality/interpersonal dimensions (Conscientiousness, Agreeableness, customer focus) for a family of entry-level, customer-contact jobs within a service organization. The procedure was designed to be brief (a 10–15 minute telephone call with each referee) and easy to administer by untrained recruitment staff. Confirmatory factor analyses on referee ratings for 223 applicants indicated that referees were able to adequately discriminate between dimensions of applicants' past performance. A predictive, criterion-related validation study on those applicants who were hired demonstrated that the STRC predicted supervisory ratings of job performance (   r = .25, p < .01,  uncorrected; .36 corrected for range restriction and criterion unreliability). No evidence was found that referees with shorter working relationships with applicants provided less valid ratings.     

Norwegian airline passengers are not more afraid of flying after the terror act of September 11. The flight anxiety,however, is significantly attributed to acts of terrorism

The aim of this paper is to study: (1) the prevalence of flight anxiety among Norwegian airline passengers; (2) situations that may be of concern during flights and situations not related to flying; (3) whether passengers feel more afraid after the terror act of September 11, 2001; and (4) whether passengers were more afraid in 2002 than in 1986.A questionnaire was distributed during domestic flights in Norway in 1986 and 2002. To asses flight anxiety, a six point scale was used, from 0 = not afraid at all, to 5 = always very afraid, and sometimes avoid flying because of that. A 10‐cm visual analogue scale (VAS) was used to measure the degree of anxiety. There were 50.8% who were not afraid at all. There were 12 women (5.2%) and one man (0.4%) with flight phobia. However, 22 (4.5%) had cancelled flights because of anxiety during the last two years. Situations that caused most concern during flights were turbulence and fear of terrorism and highjacking. After September 11, 48% were not more afraid, 38% a little more, 10% moderately, 3% rather much and 2% very much. The passengers, however, were not more afraid of flying in 2002 than in 1986. About 3% of Norwegian airline passengers have a flight phobia. Women are significantly more concerned than men. The impact of the terror act September 11, 2001 was rather moderate. The level of flight anxiety among Norwegian airline passengers was not significantly different in 2002 and 1986.     

Prediction of job satisfactoriness for workers with severe handicaps from aptitudes,personality, and training ratings

The predictive validity of General Aptitude Test Battery and Sixteen Personality Factor Questionnaire scores were compared to standard training ratings made by vocational instructors against the criterion of work performance measured by the Minnesota Satisfactoriness Scales for a sample of 106 employees with severe handicaps. The psychometric test variables were not correlated with the criterion; however, the training ratings were consistently predictive of the job satisfactoriness scores. These results suggest that the employment potential of job applicants with disabilities can be assessed more accurately using situational training ratings, as opposed to standardized psychometric test scores.     

Personality characteristics of fighter pilots and ground personnel

The training of fighter plane pilots is expensive, yet instruments are rarely used to screen potential pilots prior to flight training. Hence, a measure that can differentiate fighter pilots from other military personnel is needed. This study was an investigation of personality traits that are contributing factors for becoming a pilot in the Air Force, which could serve as screening tools. One hundred and twelve males were recruited from the Air Force university in Taiwan. Follow-up was conducted 2 years later with 73 students who became pilots and 39 who became ground personnel. A further 53 male military personnel of the same age served as controls. Structural equation modeling was used to show that pilots were more extraverted and less neurotic than the ground personnel, and more extraverted than the controls. Paternal overprotection had an indirect association with becoming a pilot through the mediation of the personality traits of extraversion and neuroticism. Mental health was not associated with becoming a pilot. The optimal cut-off point of 4/5 on a scale of extraversion resulted in a high sensitivity (96%) for differentiating between fighter pilots and controls. Independent of psychosocial stressors (mental health), extraversion is associated with the biological mechanisms of an individual, and plays a unique role in the process of becoming a pilot. Therefore, an extraversion index can be used for screening potential military pilots prior to flight training, as a means of reducing costs and managing human resources.     

A Research Note on the Incremental Validity of Job Knowledge and Integrity Tests for Predicting Maximal Performance

In a sample of industrial job applicants, relationships among scores on an integrity test, a job knowledge measure, and maximal performance as assessed by a work sample measure were investigated. The observed correlation between the personality-based integrity test and maximal performance was .27, indicating that integrity tests can be predictive of maximal performance. Furthermore, integrity test scores correlated .14 with job knowledge and job knowledge scores had a validity of .36 for maximal performance. Theoretical implications for the maximal/typical performance distinction are discussed.     

失业人员求职行为的影响因素及作用机制 ——基于沈阳市的一项研究

对失业人员求职行为影响因素的研究是开展失业人员求职培训的重要依据。本研究对272名失业人员的求职行为的影响因素及作用机制进行了研究。多元回归分析的结果表明,（1）环境变量对求职行为没有显著的预测作用,而经济压力和知觉到的就业机会对求职意向有显著的预测作用。（2）求职自我效能感和就业承诺对求职行为起到了显著的预测作用。求职自我效能感和就业承诺越高,求职行为的频率越高。（3）求职意向对求职行为有显著的正向预测作用。（4）求职意向在求职自我效能感、就业承诺对求职行为的作用过程中中介作用显著;在知觉到的就业机会、经济压力和社会支持对求职行为的作用过程中中介作用不显著