Nontraditional careers for women: A prototypical example

A nationwide survey of a stratified sample of 461 Army ROTC college cadets and 470 of their non-ROTC schoolmates was conducted in order to investigate sex and racial differences in military-related perceptions and attitudes. This article focuses on survey findings dealing with sex differences in respondents' military socialization, knowledge of ROTC and the Army, attitudes toward ROTC and the Army, and behavioral intentions with respect to a military career. Female cadets had (1) fewer military socializing influences, (2) less accurate knowledge about ROTC and the Army, (3) more favorable attitudes toward ROTC and the Army, and (4) less favorable intentions regarding military service than male cadets. Findings 2, 3, and 4 were also obtained in the noncadet schoolmate group; however, in this group, there were no significant sex differences in military socializing influences. A model based on these findings is developed as a starting point for attempts to account for the higher attrition rates of women in the military.     

Role of Group Affiliation and Gender on Attitudes Toward Women in the Military

The current study examined attitudes of West Point cadets (N = 218), Reserve Officer Training Corps (ROTC) cadets (N = 509), and non-military-affiliated students from civilian colleges (N = 598) toward a variety of roles that women may serve in the military. Respondents were queried whether a woman “should” or “should not” serve in the following military jobs: jet fighter pilot, truck mechanic, nurse in a combat zone, typist in the Pentagon, commander of a military installation, hand-to-hand combat soldier, jet transport pilot, air defense gunner, and crew member on a combat ship. A metric based on a sum of approval across all jobs indicated that women were significantly more approving than men; civilian college students were more approving than ROTC cadets; and West Point cadets showed the lowest overall approval.     

Attitudes of male and female cadets toward military sex integration

Two studies examine the attitudes of male and female Army ROTC cadets toward the movement of women into nontraditional and leadership positions in the military. As expected, female cadets reacted more favorably toward women than did male cadets. The time spent in sexually integrated school year ROTC units did not appear to influence opinions, while experience of the integrated summer training camp produced more negative attitudes on the part of men. The results suggest that the ROTC socialization process is ineffective in overcoming traditional sex-role biases against women in the military and that alternative structural changes may be needed to facilitate sexual integration.     

Career commitment processes in the young adult years: An illustration from the ROTC/Army career path

This paper presents and tests a model of career commitment in the young adult years. Data for the study were collected from nationwide stratified random samples of approximately 1000 high school seniors, 1600 college students, and 600 ROTC-graduate Army officers. It was found that the model could predict membership in ROTC and the strength of the individual's commitment to a military career and that hypotheses that had been made about the career commitment process were generally confirmed. Many of the specific findings, differences in the demographic, aptitude, and sociopsychological profile of participants and nonparticipants in a career path, the widening of these differences with the passage of time, the importance of early exposure to the career eventually chosen, the relationship between initial motivation in exploring a career path and subsequent commitment to the career, and the changes in the nature of influential factors as an individual matures, may be generalizable to other types of careers.     

“Drive On”: The Relationship Between Psychological Variables and Effective Squad Leadership

The U.S. Reserve Officer Training Program (ROTC) conducts systematic assessments of cadets’ leadership abilities during field training exercises (FTX) to assess their leadership abilities. While cadets in ROTC programs learn specific tactical operation procedures to augment FTX performances, much less is known about the relationship between psychological variables and squad leadership performance. To this end, 220 cadets completed self-efficacy, psychological flexibility, and grit questionnaires, which were then compared to FTX performance scores. Results underscored that only self-efficacy was significantly related to cadets’ squad leadership ability. Furthermore, prior service in the U.S. Army had no effect on the performance score one attained, highlighting an interesting paradox. Therefore, while self-efficacy can be cultivated through prior experiences, it seems more prudent to educate ROTC cadets on how to apply psychological skills to bolster self-efficacy in preparation for upcoming challenging leadership experiences.     

Character strengths: a study of Argentinean soldiers

The primary objective of this research was to study the differences in positive traits between military and civilian college students and between cadets in their first and final years at a military academy. Second, the research aimed to study the relations between positive traits and the academic and military performance of cadets in their first and final years, according to the classification of positive traits by Peterson and Seligman (2004). To accomplish these objectives, a sample of university students from a military educational institution and a sample of civilian university students were studied. The instruments used were a 24-item self-report measure of positive traits, a measure of social desirability, and objective scores of academic and military performance. The results generally showed that when age and career stage were held constant, the scores of the military students were higher than the scores of the civilian students across various strengths. Military students reported higher levels of the character strength of spirituality than did civilian students. The relationships between strengths and performance differed for students in their first and final years at the military academy. In particular, cadets with the higher levels of academic or military performance in their last year, i.e., the cadets best adapted to the academy, reported higher levels of the character strength of persistence when compared to low-performing cadets in the same year of study.     

Predictors of Support for Women in Military Roles: Military Status,Gender, and Political Ideology

The repeal of combat restrictions by gender raises the importance of understanding factors related to the acceptance of women serving in the full range of military jobs. Previous research shows military affiliated cadets, especially males, are substantially less approving of women serving in military jobs, especially those involving exposure to direct combat or command positions, than are other college students. The current study extends these findings by considering political ideology in addition to gender and military affiliation, as related to attitudes toward women’s roles in the military overall and in combat roles in particular. Survey data from Service Academy cadets (n = 3,116), Reserve Officer Training Corps (ROTC) cadets (n = 1,367), and nonmilitary affiliated college students (n = 2,648), provided measures of whether a woman should or should not be allowed to serve in 9 different military job areas. In addition to overall approval, a scale for combat jobs was created from a subset of 4 of the jobs. Regression analysis indicated that once gender, political party, political position (left/right), and attitudes toward mothers in the workforce overall were controlled, type of college did not add to the prediction of acceptance of women in various military roles. In general, nonmilitary affiliated respondents, women, and those identifying as Democrat offered higher approval scores. Our findings suggest more aggressive programs, designed to educate and socialize these future leaders about women’s roles in the military, may require development.     

Profiles of career adaptivity and their relations with adaptability,adapting, and adaptation

Career adaptivity is the first factor in a chain of putative effects posited in the career construction theory (CCT): Adaptivity → Adaptability → Adapting → Adaptation. Hitherto, research on adaptivity has chiefly used variable-centered strategies to investigate the independent effects of adaptivity-related traits on adaptability, adapting, and adaptation averaged over all individuals constituting a sample. The present research, comprising two studies, seeks to extend this work by using person-centered analytic strategies to identify distinct profiles of adaptivity based on combinations of the Big-Five personality dimensions. We also examine the associations of profile membership with adaptability, adapting, and adaptation from the CCT perspective. Latent profile analyses revealed that a comparable 3-profile solution, comprising so-called “adaptive ready”, “ordinary”, and “rigid” adaptivity profiles, fit best in both studies using distinct measures of the Big-Five. Furthermore, across both studies, the latent subgroups were found to differ on levels of adaptability measured using two distinct instruments. Adaptability was highest in the “adaptive ready” subgroup followed by the “ordinary” and “rigid” subgroups, respectively. Finally, Study 2 showed that the adaptivity profiles differed with respect to indices of adapting (viz., organized study behaviors) and adaptation (viz., academic and career-choice satisfaction) in line with expectations from the CCT. The present findings constitute the first evidence showing that career adaptivity can be adequately represented via trait interactions. The findings also add to the empirical literature underpinning the CCT. Furthermore, this research is an informative demonstration of the utility of finite mixture analyses.     

Formal Mentoring in Military Academies

We examined the relationship between mentoring functions and protégé outcomes in formal mentoring relationships in military academies. A total of 424 (listed as 424 under Method) freshmen and 659 senior cadets from six different military academies participated in the survey. Results of hierarchical multiple regression analyses suggest that career mentoring was positively related to mentor satisfaction and participants' provision of career mentoring to their protégés. Surprisingly, career mentoring was negatively related to freshmen's commitment to a military career. We found that psychosocial mentoring was positively related to mentor satisfaction and participants' commitment to a military career, leadership competency, and provision of psychosocial mentoring to their protégés. Furthermore, psychological mentoring was negatively related to stress. We discuss these findings and their implications for mentoring research and practices in the military.     

The use of expectancy theory in the explanation of turnover in ROTC

A questionnaire was administered to 142 mate students who were enrolled in ROTC and 18 male students who had dropped out of ROTC. Several months later seven of the above 142 subjects dropped out of ROTC. A ratio expectancy theory model was developed from the questionnaire as an operational definition of motivation to remain in ROTC. The results indicated that the 25 dropouts had a significantly lower (p < .001) score on this motivational measure than the 135 subjects who were still enrolled in ROTC, and also that these latter subjects were as strongly attracted to a civilian job as they were to an Army job. The implications of these findings relative to the ability of the Army to attract career officers were discussed.     

Perceived benefits of using an Internet-based interactive career planning system

Making Better Career Decisions (MBCD) is an Internet-based interactive career planning system designed to help deliberating individuals. The present research examined the benefits of a dialogue with MBCD, by analyzing 712 users’ perceptions of its contribution to their career decision-making process, and locating variables associated with these perceptions. A pre-dialogue and a post-dialogue questionnaire were used to collect the users’ perceptions of its benefits and measure the change in the degree of decidedness. Perceived benefit was derived from participants’ ratings of the degree of progress they had made in their career decision-making process, whether they had learned about additional factors to be considered and their career-related preferences, as well as their ratings of the quality of the list of “promising” career alternatives presented to them during their dialogue with MBCD. This composite perceived benefit was found to be positively associated with the users’ decidedness at the completion of the dialogue with MBCD. Users’ satisfaction with the length and variety of their personal “promising alternatives” list was associated with a higher perceived benefit.     

Styles of pulling in youths with trichotillomania: exploring differences in symptom severity, phenomenology, and comorbid psychiatric symptoms

To date, no studies have examined possible phenomenological differences between the automatic and focused styles of pulling in youths with TTM. The aims of the current study were to examine differences in TTM severity, phenomenology, comorbid psychiatric symptoms, and functional impact across youths with varying degrees of these pulling styles. Youths between the ages of 10 and 17 years (and their parent) were recruited via an Internet-based survey. A total of 186 youths with chronic hair pulling was classified as “high-focused” or “low-focused” and either “high-automatic” or “low-automatic” based upon scores obtained on the Milwaukee Inventory for Styles of Trichotillomania-Child Version (MIST-C) using a median-split procedure. Results demonstrated significant differences between pulling styles. More specifically, “high-focused” pullers reported more severe TTM and greater symptoms of anxiety and depression than “low-focused” pullers, and “high-automatic” pullers reported greater symptoms of depression than “low-automatic” pullers. Subsequent analyses suggest that, in comparison to youths with low levels of both automatic and focused pulling, those experiencing high levels of focused pulling but low levels of automatic pulling reported phenomenological differences and were more likely to engage in additional repetitive behaviors (i.e., skin picking, lip/cheek biting). Clinical and research implications, study limitations, and future areas of research are discussed.     

Informational length and order of presentation as determinants of persuasion

The present paper explores the notion that an important difference between prior operational definitions of “cue” or “heuristic” information versus “message argument” information has to do with differential processing difficulty, and relative ordinal position of these two information types. In previous work, “cue/heuristic” information typically differed from “message argument” information not only in its contents, but also in it being (1) briefer, and (2) presented prior to the message information. We find that it is relative brevity and ordinal position rather than contents that ultimately explain the differences in persuasive impact between “cue/heuristic” versus “message argument” information. In so far as both “cues” and “message arguments” can vary in brevity and order with which they are presented, these findings are consistent with the view that these two information types do not necessarily differ in their persuasive impact.     

Perceived cadre behavior,basic psychological need satisfaction,and motivation of US Army ROTC cadets: A self-determination theory perspective

ABSTRACT

Since its inception in 1916 the Reserve Officers’ Training Corps (ROTC) has trained and commissioned more than half a million individuals and, therefore, produced more officers for the United States (US) Army than any other commissioning source (US Army, 2020a US Army . (2020a). Army ROTC. Retrieved from https://www.goarmy.com/rotc/legacy-and-value.html  [Google Scholar]). However, there have been high attrition rates among cadets. While the reasons for people’s engagement in the military are complex and include a multitude of tangible and intangible factors, motivation has been found to be a vital contributor to individuals’ ongoing service in the armed forces. Accordingly, utilizing the framework of self-determination theory, the current research was designed to: (a) examine the validity and reliability of existing instruments in measuring cadets’ perceived cadre behavior, basic psychological need satisfaction, and motivation, (b) assess cadets’ perceived cadre behavior, basic psychological need satisfaction, and motivation, and (c) explore potential differences in cadets’ perceived cadre behavior, basic psychological need satisfaction, and motivation based on their class in the program, age, gender, and race. A total of 728 US Army ROTC cadets participated in this survey-based study. Overall, individuals reported relatively high levels of involvement from their cadre, need fulfillment, and self-determined motivation. In contrast, they perceived limited autonomy support from their cadre. In sum, further research appears warranted to gain an in-depth understanding of cadets’ motivation.     

Callings in career: A typological approach to essential and optional components

A sense of calling in career is supposed to have positive implications for individuals and organizations but current theoretical development is plagued with incongruent conceptualizations of what does or does not constitute a calling. The present study used cluster analysis to identify essential and optional components of a presence of calling among 407 German undergraduate students from different majors. Three types of calling merged: “negative career self-centered”, “pro-social religious”, and “positive varied work orientation”. All types could be described as vocational identity achieved (high commitment/high self-exploration), high in career confidence and career engagement. Not defining characteristics were centrality of work or religion, endorsement of specific work values, or positivity of core self-evaluations. The results suggest that callings entail intense self-exploration and might be beneficial because they correspond with identity achievement and promote career confidence and engagement while not necessarily having pro-social orientations. Suggestions for future research, theory and practice are suggested.     

Social comparisons in the classroom: an investigation of the better than average effect among secondary school children

The better than average (BTA) effect refers to the tendency for the majority of people to rate themselves as being higher on positive attributes and lower on negative attributes than other people. The present study examined the occurrence of the BTA effect on five important characteristics among 15,806 first-year secondary school Dutch students. In addition, it explored the influence of students' gender, cultural background, and ability level on their evaluations of characteristics relative to their classmates. Results yielded small BTA effects, with the exception of the item “being eager to get high grades,” on which the effect was much larger. In addition, larger BTA effects were found among boys than girls, but this difference could not be attributed to actual differences in performance. Likewise, larger BTA effects were found among ethnic minority students from Turkish and Moroccan backgrounds than ethnic majority students, but this difference also could not be attributed to actual differences in performance. Theoretical and practical implications of these findings are discussed.     

Styles of pulling in trichotillomania: exploring differences in symptom severity, phenomenology, and functional impact

Previous research has examined possible phenomenological differences between “focused” (i.e., with a compulsive quality) and “automatic” (i.e., with decreased awareness) pulling associated with trichotillomania (TTM), but these constructs have not been assessed using psychometrically sound measures. In the current study, differences in TTM severity, phenomenology, comorbid psychiatric symptoms, and functional impact were examined across individuals with varying combinations of “focused” and “automatic” pulling styles. Participants aged 18 and older were recruited via an internet-based survey. Those meeting inclusion criteria and completing the Milwaukee Inventory for Subtypes of Trichotillomania-Adult Version (MIST-A; n=1545) were classified as either high- or low-focused and either high- or low-automatic based on scores obtained from the focused and automatic scales of the MIST-A using a median split procedure. Results showed some significant differences between pulling styles. For example, “high-automatic” pullers reported more severe TTM and greater stress than “low-automatic” pullers, and “high-focused” pullers reported more severe TTM, greater stress and depression, and greater functional impact than “low-focused” pullers. Subsequent analyses suggest that, in comparison to individuals experiencing low levels of both automatic and focused pulling, those experiencing high levels of each pulling style reported greater severity, psychological impact, and functional impact. Clinical and research implications, study limitations, and future areas of research are discussed.     

The profile structure for Luce's choice axiom

A geometric approach is introduced to explain phenomena that can arise with Luce's choice axiom; e.g., differences occur when determining the likelihood of a ranking by starting with the “best-first,” or “worst-first” alternative. As shown, the problem is caused by the way we compute pairwise probabilities: it forces “best-first” and “worst-first” computations to use different information from a profile. Thus agreement holds only should the different information agree: this happens only with complete indifference. An alternative “best-first” and “worst-first” comparison, which always holds, is developed. Ways to increase the applicability of the choice axiom are introduced; e.g., profiles admitted by Luce's formulation for ten alternatives have nine degrees of freedom; the approach described here allows millions of degrees of freedom. New ways to compute probabilities, which combine “best-first” and “worst-first” computations, are given: their properties are identified with a profile decomposition. A new way to compute pairwise probabilities, which eliminates all profile restrictions and problems associated with the choice axiom, is introduced; e.g., “best-first” and “worst-first” computations now agree. Three and four alternatives are emphasized for reasons of exposition, but most results extend to any number of alternatives.     

A developmental cross-sectioning of women's careers and marriage attitudes and life plans

A new cultural imperative, “marriage and a career,” is probably emerging. This conclusion is based on study of a random sample of 180 women (60 each) in junior high, high school, and college. Amazing consistency appeared in this cross-sectioning of women's attitudes toward Education, Occupation, Marriage, and life Plans. The cultural imperative “to marry” was present at age 12, but by adulthood, the biological surge for early marriage had been passed and/or fulfilled, and career emerged as part of a life pattern. As young women develop they become more liberal in their attitudes and desires about work, which can now be fulfilled because of the relaxing cultural interdiction against married women working.