Aggressiveness and Perceived Marital Quality: The Moderating Role of a Family-Supportive Work Climate

In this article, we examined the impact of language (i.e., native English speakers vs. non-native English speakers) on two aspects of information processing associated with multinational coalition operations in a simulated precrisis, command and control (C2) headquarters (HQ). First, we examined the impact of language on situation awareness (SA) and confidence in the participants' SA responses. Second, we examined the participants' responses to questions about various aspects of language, information sharing, decision-making, identity, and cultural issues that exist within a multinational coalition operation C2 HQ. The primary findings from this work revealed that there was very little impact of language on SA and confidence and that both language groups overwhelmingly shared the same views on information sharing, decision-making, and organizational/cultural issues.     

A study of pre-assessment centre candidate short-listing

A trial was made of a brief short-listing procedure, the aim of which was to identify applicants who were unlikely to be successful at a military assessment centre and whose attendance might therefore not be cost effective. Assessments of overall suitability, based on short interviews at a number of locations, correlated 0***.45 (n = 65) with assessment centre outcome. A subsequent headquarters reassessment, which included some further information, correlated 0***.53 with the outcome. It was found that variables relating to educational achievement, responsibility, and physical pursuits were particularly powerful in predicting the outcome, which is in agreement with known training demands. Problems involved in operating such a short-listing procedure are discussed.     

Predictors of Morale in U.S. Peacekeepers1

In this prospective study, we examined pre‐ and postmission predictors of morale in U.S. military peacekeepers deployed to Kosovo. After controlling for demographic and military characteristics, current general life stressors, unit cohesion, and reports of patriotism and nationalism were predictive of predeployment morale. We also found that positive military experiences, general overseas military stressors, and postdeployment unit cohesion were significant predictors of postdeployment morale after controlling for demographic and military characteristics and predeployment morale, cohesion, and patriotism/nationalism. The results suggest the need to broaden our understanding of the factors that may assist and motivate soldiers during demanding peacekeeping operations and the factors that may mitigate the impact of stressful demands and associated mission‐related strain.     

A Qualitative Study of Performance Leadership and Management in Elite Sport

This paper is an investigation of performance leadership and management in elite sport. Thirteen national performance directors of Olympic sports were interviewed with regard to best practice. Four main areas were identified: vision, operations, people, and culture. The main vision issues were vision development, influences on the vision, and sharing the vision. The main operations issues were financial management, strategic competition and training planning, athlete selection for competition, and upholding rules and regulations. The main people issues were staff management, lines of communication, and feedback mechanisms. The main culture issues were establishing role awareness, and organizational and team atmosphere.     

Work Stressors,Depressive Symptoms,and Hazardous Drinking Among Navy Members Across Deployment

Few studies have attempted to examine how changes in work stressors from predeployment to postdeployment and reintegration may be associated with changes in mental health symptoms and hazardous drinking. The present study examined associations between work stressors, depressive symptoms, and hazardous drinking, and whether depressive symptoms mediated the association between work stressors and hazardous alcohol use or vice versa across deployment (predeployment, postdeployment, and 6-month reintegration). Participants were 101 U.S. Navy members (72 men; mean age = 28.34 years; SD = 5.99 years) assigned to an Arleigh Burke-class destroyer that experienced an 8-month deployment after recent wars in the Middle East. They completed measures that assessed work stressors, depressive symptoms, and alcohol use at each time point (i.e., predeployment, postdeployment, and 6-month reintegration). Using a parallel process latent growth modeling approach, we found a significant indirect effect at postdeployment such that an increase in work stressors contributed to increases in hazardous drinking via increases in depressive symptoms. Specifically, increases in work stressors significantly predicted increases in depressive symptoms, which in turn significantly predicted increases in hazardous drinking from pre- to postdeployment. Our findings garner support for affect regulation models and indicate that work stressors and changes in work stressors and depressive symptoms may be key to hazardous alcohol use among U.S. Navy members experiencing high pace of deployment. Taken together, our results help identify targets for alcohol prevention efforts among current military members.     

The Calibration of Situation Awareness and Confidence Within a Multinational Operational Net Assessment

Individuals from 5 countries participated in an experiment to examine the effect of an operational net assessment (ONA) multinational information sharing (MNIS) procedure on coalition conflict resolution within a hypothetical precrisis situation. This article reports the findings for the effect of an ONA MNIS on situation awareness (SA) and the calibration of SA and confidence. In general, the findings revealed that the ONA MNIS procedure used in this experiment facilitated shared SA among the coalition teams. Although the participants were generally well calibrated, there was a trend toward overconfidence in their SA responses. These findings are discussed within the context of current and future multinational coalition environments.     

The integration of emotions in memories: Cognitive‐emotional distinctiveness and posttraumatic stress disorder

The current study examined cognitive‐emotional distinctiveness (CED), the extent to which emotions are linked with event information, in memories associated with PTSD. Participants either with PTSD (n = 68) or without PTSD (n = 40) completed a modified multidimensional scaling technique to measure CED for their most negative and most positive events. The results revealed that participants in the PTSD group evidenced significantly lower levels of CED. This group difference remained significant when we limited the analysis to traumatic events that led to a PTSD diagnosis (n = 33) in comparison to control participants who nominated a traumatic event that did not result in PTSD (n = 32). Replicating previous findings, CED levels were higher in memories of negative events, in comparison to positive events. These results provide empirical evidence that memories associated with PTSD do contain special organizational features with respect to the links between emotions and memory. Implications for understanding and treating PTSD are discussed. Copyright © 2010 John Wiley & Sons, Ltd.     

Development and Validation of a Military Training Mental Toughness Inventory

Three studies were conducted to develop and validate a mental toughness instrument for use in military training environments. Study 1 (n = 435) focused on item generation and testing the structural integrity of the Military Training Mental Toughness Inventory (MTMTI). The measure assessed ability to maintain optimal performance under pressure from a range of different stressors experienced by recruits during infantry basic training. Study 2 (n = 104) examined the concurrent validity, predictive validity, and test–retest reliability of the measure. Study 3 (n = 106) confirmed the predictive validity of the measure with a sample of more specialized infantry recruits. Overall, the military training mental toughness inventory demonstrated sound psychometric properties and structural validity. Furthermore, it was found to possess good test–retest reliability, concurrent validity, and predicted performance in 2 different training contexts with 2 separate samples.     

利他动机对中小学教师知识共享的影响——组织认同和组织支持感的调节作用

为探讨利他动机、组织认同和组织支持感对知识共享的影响,选取北京市不同学区的20所中小学校的教师进行问卷调查,使用利他行为问卷、组织认同问卷、组织支持感问卷和知识共享问卷获得有效数据1342份。结果发现：（1）中小学教师的利他动机对其知识共享具有显著的正向预测作用;（2）组织认同在中小学教师利他动机与知识共享之间起到调节作用;（3）组织支持感对中小学教师利他动机与组织认同对知识共享的交互效应具有高阶调节作用。本研究检验了个体因素（利他动机）与组织因素（组织认同、组织支持感）变量对知识共享的共同作用,对提升中小学教师知识共享具有一定的指导作用。     

The Impact of Coping Strategies on the Operations in the Jungle Course of the Brazilian Army

The aim of this study is to investigate which coping strategies can predict success or failure in the Brazilian Army’s Jungle Operations Course. To achieve this, the sample included 36 military volunteers (18 who quit and 18 who completed the course) from a total of 63 candidates (57.14%), all male career officers and sergeants of the Brazilian Army. Results indicate that completers (n = 18) show significantly higher scores in 2 of the 8 different coping strategy factors—self-control and positive reappraisal—than those in the quitters group (n = 18). In general, emotion-focused strategies were prominent in relation to problem-focused ones. The findings of this study suggest that coping strategies focused on emotion, especially self-control and positive reappraisal, can influence individuals’ performance in situations of intensive military training, which possibly makes them more resilient, preparing them for a more successful training.     

The Importance of Career Insecurity for Turnover Intentions in the Dutch Military

The effects of two dimensions of job insecurity (job loss insecurity and career insecurity) on turnover intentions were tested in a sample from the Dutch armed forces (N = 3,580) after a major downsizing operation was announced. Results suggested that especially perceptions of career insecurity increased turnover intentions. Next to this direct effect, career insecurity was also associated with lowered affective organizational commitment which in turn increased turnover intentions as well. Our results imply that, at least during downsizing operations, a multidimensional conceptualization of job insecurity helps to predict important organizational outcomes in the military. Both perceptions of the risk of losing one’s job and perceptions of possible future career opportunities are important for employee retention.     

The General Factor of Personality (GFP) Relates to Other Ratings of Character and Integrity: Two validity studies in personnel selection and training of the Dutch armed forces

In two studies, we tested whether scores on the general factor of personality (GFP) are associated with other ratings of character and integrity. In Study 1, a total of 3,670 applicants for a military job filled out personality surveys and went through a selection interview. GFPs extracted from two different personality surveys showed meaningful relationships with the job suitability judgments based on the interviews. In Study 2, supervisors rated the integrity of participants (N = 167) who followed a 4‐month military training at the Royal Dutch Military Police. GFPs extracted from three different surveys were correlated with integrity. The findings imply that the GFP is associated with behavioral outcomes, and that the GFP is potentially relevant for personnel selection and appraisal.     

Cultural Differences in the Motivation to Seek Performance Feedback: A Comparative Policy-Capturing Study

We examined differences in the motivation to directly seek performance feedback between Canadian (n?=?72) and Chinese (n?=?64) participants using a policy-capturing methodology. Results generally support the premise that the motivation to seek performance feedback varies as a function of national culture. Compared to Canadians, image-defense motivation was more predictive of (a) the importance placed on feedback source, and (b) whether feedback is sought in public, for feedback-seeking decisions among Chinese participants. Ego-defense motivation was more predictive of the importance placed on feedback valence for feedback-seeking decisions among Canadian participants than among those from China. We discuss the implications of the study findings and consider future research directions.     

The future of genetics in public health

During the 1980s, we have witnessed an erosion in federal and state funding for the coordination of genetic services in state health departments. As this decade begins, the federal budget for the support of the national genetics program is less than half of the total available in 1980. In addition, priorities in state maternal and child health programs have changed, and genetic services have often received lower rankings aside of programs to improve prenatal care and to address problems such as teenage pregnancy. Clearly we are at a critical point for the future of genetics programs in the public health arena. Fortunately, despite the problems with funding and priority setting, important coalitions have been built during the past decade and continued advances in medical genetics have made it difficult for public health officials to ignore the potential impact of genetic services. Council of Regional Networks for Genetic Services (CORN) and the regional genetic services networks have provided opportunities for interaction and coordination between genetic services providers and public health officials that had not been available to any significant extent. The full potential of these coalitions has yet to be realized, but efforts in data collection, development of national guidelines and standards, and information sharing and networking have already had an influence on state genetic services programs. Continuing research on the genetics of chronic diseases and the influence of discoveries in molecular genetics will undoubtedly broaden the current scope of state public health programs in genetics, which all too often have been limited to newborn screening and administration of grants for genetic services. The regional and national genetic services programs should be strengthened and appropriate training programs should be developed in Schools of Public Health to provide the expertise and leadership that will be needed to guide the future of genetics in public health.     

Don't hate me because I'm beautiful: Anti-attractiveness bias in organizational evaluation and decision making

Within organizational judgment and decision making contexts, biases based on an evaluated person's attractiveness are among the most salient and frequently investigated. An enormous amount of research indicates favoritism for attractive people compared to unattractive ones. The current research demonstrates that the nature of this bias depends on whether one is evaluating a member of the same sex or the opposite sex. Experiment 1 (n = 2639) investigated selection of scholarship applicants and demonstrated that a pro-attractiveness bias held only for selection of opposite-sex scholarship applicants; no such bias was observed for highly attractive same-sex applicants. Experiment 2 (n = 622) investigated evaluations of prospective job candidates and demonstrated again that pro-attractiveness bias was observed only for opposite-sex candidates; participants discriminated against highly attractive same-sex candidates. Moreover, this bias was not observed among highly attractive participants; it held only for moderately attractive participants, those for whom highly attractive same-sex individuals can pose especially potent social threats. Findings suggest that attractiveness biases in organizational decision making are rooted partly in the social threats and opportunities afforded by attractive people.     

Effectiveness of a mental training program for novice scuba divers

Abstract

The purpose of the study was to assess the effects of a mental training program on state anxiety, respiration rate and performance of novice scuba divers. Forty-four participants enrolled in novice open water diving courses served as participants. An intervention group (n = 15), in addition to scuba training, received an audiotaped mental training program designed to reduce anxiety and improve diving performance. A placebo-control group (n = 15) followed the same procedures except that their audiotape contained general information about scuba diving. A control group (n = 14) received only scuba training. The intervention group reported lower pre-dive scores for cognitive anxiety, higher pre-dive scores for self-confidence, performed better on bail-out and mask removal tasks, and showed lower respiration rate than either control group. Respiration rate and somatic anxiety scores significantly predicted bail-out performance. Respiration rate also predicted mask removal performance. These results suggest that novice divers may benefit from mental training as part of their pre-dive instruction.     

Recruiting Effectiveness of the ASVAB Career Exploration Program

To assess the recruiting effectiveness of the Department of Defense's Armed Services Vocational Aptitude Battery (ASVAB) Career Exploration Program, a variety of sources, including historical databases, surveys, and interviews, were used. Despite downsizing and reductions in recruiting resources over the course of the evaluation period, there is evidence that a higher percentage of program participants subsequently enlist than the U.S. youth population as a whole. The overwhelming majority of a sample of recruiters rated the program as an important lead source as well as an effective recruiting tool. Data indicate that 16% to 25% of annual enlistments started as ASVAB program leads. The program influences young people's consideration of the military as a career and creates a positive impression of the military, regardless of whether a participant decides to enlist. Although there is evidence that the ASVAB program enhances recruiting, obstacles to its effectiveness include recruiter training deficiencies.     

The Impact of Participating in Suicide Research Online

The impact of participation in online mixed‐methods suicide research was investigated. Participants, who described feeling suicidal, completed an 18‐item questionnaire before and after taking part (n = 103), and answered open‐ended questions about participation (n = 97). Overall, participation reduced negative experiences and had no effect on positive experiences. Feelings of calm increased, but participants felt less supported. Some participants did experience distress, but some also reported this distress to be manageable. Anonymously sharing experiences of suicidality was viewed as important, had therapeutic benefits, and engendered hopes for recovery. The findings suggest a need to ensure vulnerable participants in online studies are well supported while protecting their anonymity.     

Organizational Citizenship Behavior,Job Attitudes,and the Psychological Contract

Previous research has shown a positive relationship between job satisfaction and various dimensions of organizational citizenship behavior. These studies, however, have focused almost exclusively on civilian sector organizations. While insight gained from these studies is instructive, it remains to be seen if these relationships also exist in the context of military organizations. The relationships between job satisfaction as well as cynicism (as moderated by psychological contracts) with organizational citizenship behavior (OCB) are explored. Data were collected from military officers (n = 151) attending a 10-month professional military education school. As an improvement over other similar studies, control measures were incorporated to address potential confounds associated with self-reported attitudes. Results showed job satisfaction was a strong predictor of OCB, cynicism was negatively related to the altruism dimension of OCB, and the relationship between cynicism and the altruism dimension of organizational citizenship behavior was moderated such that the relationship was stronger when there were high levels of perceived psychological contract support than when there were low levels of support.