Role of multiple resources in predicting time-sharing efficiency: evaluation of three workload models in a multiple-task setting

The goal of our study was to assess the validity of the assumptions underlying three prominent workload models: the Time-Line Analysis and Prediction workload model (Parks & Boucek, 1989), the VACP workload model (Aldrich, Szabo, & Bierbaum, 1989), and the W/INDEX model (North & Riley, 1989). Sixteen subjects flew a low-fidelity flight simulation. Subjects were required to perform a two-axis tracking task, a concurrent visual-monitoring task, and a discrete decision task. The decision task had 16 variations defined by two levels on each of the following dimensions: input modality (visual vs. auditory), processing code (spatial vs. verbal), difficulty (easy vs. hard), and response modality (manual vs. voice). Dual-task costs were found only for the tracking task. The tracking data were then analyzed using two approaches: a traditional analysis of variance (ANOVA) and a correlational analysis of tracking performance versus model predictions. The ANOVA revealed that performance on the tracking task was better when the concurrent decision task was responded to vocally and was easy. Input modality and processing code of the concurrent decision task had no significant effect on tracking performance. The correlational analysis was used to evaluate each of the three models, to determine what features were responsible for improving the models' fit, and to compare their performance with a pure time-line model that makes no multiple-resource assumptions. All three models did a good job of predicting variance between experimental conditions, accounting for between 56% and 84% of the variance in our data and between 10% and 40% of an earlier data set. Different features of each model that affect the fit are then discussed. We conclude that it is important for models to retain a multiple-resource coding, although the best features of that coding remain to be determined. Coding tasks by their demand level appears to be less critical.     

Initial Validation of a Computer-Based Secondary Selection System for Student Naval Aviators

This research describes the evaluation of a recently developed experimental computer-based aircrew secondary selection test battery. Student naval avia- tors selected for flight training on the basis of current paper-and-pencil screening tools were administered a series of performance tasks. The tasks assessed abilities in problem solving, spatial reasoning, perceptual motor skills, and memory. Performance data included measures of both accuracy and reaction time. The results indicate that performance-based test measures can be used after initial selection to predict flight training performance. Several test measures were reliably related to both pass/fail and primary flight grade (FG) criteria. Age and previous flight training also were found to contribute to prediction of the criteria. The results provide support for the prediction of performance in addition to passing or failing in flight training.     

Retaking ability tests in a selection setting: implications for practice effects,training performance,and turnover

This field study investigated the effect of retaking identical selection tests on subsequent test scores of 4,726 candidates for law enforcement positions. For both cognitive ability and oral communication ability selection tests, candidates produced significant score increases between the 1st and 2nd and the 2nd and 3rd test administrations. Furthermore, the repeat testing relationships with posthire training performance and turnover were examined in a sample of 1,515 candidates eventually selected into the organization. As predicted from persistence and continuance commitment rationales, the number of tests necessary to gain entry into the organization was positively associated with training performance and negatively associated with turnover probability.     

Now or Later? Attentional Processing and Intertemporal Choice

The tendency to discount future prospects in lieu of smaller immediate outcomes is known as temporal discounting. The current work used eye‐tracking methodology to examine attentional processing to different elements of choice during an intertemporal decision task. Our findings reveal that those who tend to prefer the immediate option demonstrate attentional biases that were predictive of choice. When losses were at stake, selective attention biases also predicted unique variance in self‐report measures of risk taking, impulsivity, and self‐control beyond what was accounted for by a discounting parameter (k), a typical method for summarizing intertemporal choice data. Overall, our findings suggest that eye‐tracking measures of selective attention may allow for a better theoretical understanding of the mechanisms and processes involved in intertemporal choice. Copyright © 2015 John Wiley & Sons, Ltd.     

CANDIDATE PERSISTENCE AND PERSONALITY TEST PRACTICE EFFECTS: IMPLICATIONS FOR STAFFING SYSTEM MANAGEMENT

Candidates persist in selection settings for numerous reasons, prompting several concerns regarding staffing-system management. Predictors of the propensity to retest and personality test practice effects were investigated among a sample of 15,338 candidates who applied for supervisory positions (and 357 who repeated the selection process) over a 4-year period with a large organization in the service industry. Results reveal greater likelihood of retesting among internal candidates and overall evidence of small-to-moderate personality test practice effects. Compared to passing candidates who retested for various reasons, failing candidates pursued alternative response strategies upon retesting and generated dimension-level practice effects that reached .40 to .60, whereas passing candidates generally replicated their initial profiles. For several subscales, low initial scores were associated with practice effects that exceeded a full standard deviation. Implications for research, practice, and policy are discussed.     

ENTRY‐LEVEL POLICE CANDIDATE ASSESSMENT CENTER: AN EFFICIENT TOOL OR A HAMMER TO KILL A FLY?

The study examined the validity of the assessment center (AC) as a selection process for entry-level candidates to die police and its unique value beyond cognitive ability tests. The sample included 712 participants who responded to personality and cognitive ability testing (CAT), and underwent an AC procedure. AC results included the overall assessment rating (OAR) and peer evaluation (PE). Seven criterion measures were collected for 585 participants from a training stage and on-the-job performance. Results showed that the selection system was valid. Findings yielded significant unique validities of OAR and PE beyond CAT and of PE beyond OAR even after corrections for restriction of range. Results support the use of ACs for entry-level candidates.     

When is the ball going to hit the ground? Duration estimates, eye movements, and mental imagery of object motion

Performance in 2 versions of a computer-animated task was compared. Participants either indicated the time of arrival of a target that rolled off a horizontal surface and fell--hidden from view--onto a landing point (production task) or judged flight time on a rating scale (judgment task). As predicted, performance was significantly better in the production task (Experiment 1), in which imagery of object motion probably replaced reasoning processes. Participants who exhibited eye movements suggesting mental tracking performed particularly well in the production task (Experiment 2). There was, however, no decrement in performance when participants were asked to fixate the point where the target disappeared. For motion duration estimations, eye movements seem to be only a by-product of mental tracking.     

COMBINING BIODATA TEST AND INTERVIEW INFORMATION: PREDICTING DECISIONS AND PERFORMANCE CRITERIA

An important question in real world selection situations is: How do interviewers integrate employment test scores and interview information in making selection decisions? The present study expands on previous research by examining how valid biodata test scores and interview information interact in the prediction of actual interviewer selection decisions and actual job performance criteria for hired candidates. The sample for the study was 577 actual candidates for the position of life insurance sales agent evaluated by insurance agency managers from a single company. The results indicated the presence of interaction effects in predicting both the interviewers' decision and 12-month survival. The interview information predicted the decision and survival best for candidates with low passing scores on the biodata test and poorest for candidates with high passing scores. The results clarify the conditions under which interview information is most predictive of job performance criteria.     

The comparability of scores from three mathematics test of the College Entrance Examination Board

Scores from three mathematics tests of the College Entrance Examination Board were examined in order to determine the effect on the scores of (1) choice of test, (2) amount of training in mathematics, and (3) recency of training in mathematics. Groups of candidates were paired in a number of comparisons and matched by means of a regression technique which is described. On the average, students of similar ability made comparable scores on the mathematical section of the Scholastic Aptitude Test and on the Comprehensive Mathematics Test. The scores of candidates who took the Intermediate Mathematics Test averaged substantially higher than those of comparable students who took either of the other two tests. A greater amount of mathematical training and more recent training were both found to be positively related to scores on the mathematical section of the Scholastic Aptitude Test and on the Intermediate Mathematics Test, but the effect of recency appeared to be less than one might expect.The author is indebted to Mrs. L. B. Plumlee of the Educational Testing Service for her extensive aid in carrying out this project.     

Eye movements and a dynamic stimulus situation

Two experiments were conducted to investigate performance with and without voluntary eye movements in a dynamic stimulus situation. Experiment I used a combined tracking and prediction task. Level of training, complexity of the signal, and visual region sampled were the variables of interest. Experiment II manipulated the same variables in only the prediction task. Thus, the amount of attention allotted to the prediction task was varied between experiments. The d' measure indicated that under peripheral vision instructions accuracy on the prediction task was the same as under foveal vision instructions provided that: (1) the level of task complexity was low, (2) the subjects were well trained, and (3) only the prediction task was performed, or in the dual task situation only visual regions near the fovea were sampled. All other combinations of the variables resulted in a lower performance scores under peripheral vision instructions. Results are interpreted within the framework of current theories of the functional visual field.     

The Relationship Between a Mechanical Comprehension Test and Weapons-Training Tasks

The aim of the present study was to establish whether a relationship exists between recruit RT4 (mechanical comprehension) scores and a weapons-handling task from the Royal Marines (RM) recruit training course. This aim was achieved through the collection of subjective and objective performance data from RM recruits carrying out the tasks. Statistical analyses revealed that performance at weapons training was significantly related to RT4 score. On the basis of the findings, it was concluded that low mechanical comprehension scores appear to be related to difficulties with weapons-handling tasks. This is of interest given the known association between low mechanical comprehension scores and training wastage. It is recommended that the use of RT4 as a selection measure for RM training may reduce the number of recruits joining training who are at high risk of opting out at a later date.     

个体差异对工作记忆训练迁移效果的调节

本研究考察了流体智力基线水平对工作记忆训练迁移效果的影响。采用前后测设计,以视觉和听觉双任务n-back作为工作记忆训练任务,对训练组进行为期一个月的训练;积极对照组采用阅读任务进行训练。结果发现积极控制组的流体智力水平在基线与后测之间无显著变化;而训练组流体智力水平在后测时与基线相比有显著提高,且工作记忆训练提升量越大的个体其流体智力改善越大。说明认知训练有效迁移到了流体智力水平的改善上。我们还发现流体智力基线水平调节了工作记忆训练对流体智力水平的迁移,即工作记忆训练提升量越大,流体智力改善值越大,对于那些流体智力基线水平较高的人来说,工作记忆训练对流体智力改善的效果更大。流体智力基线水平、工作记忆训练提升量及两者的乘积共同影响了流体智力改善值。这一结果表明个体差异如流体智力基线水平可以调节工作记忆训练对流体智力水平的迁移。     

Air force officer qualifying test validity for predicting pilot training performance

The AFOQT was validated for the prediction of pilot training criteria. Subjects were 7,563 men and women selected for pilot training on the basis of educational attainment and AFOQT scores. Criterion variables included daily flight training grades, check flight grades in subsonic and transonic aircraft, and overall academic performance in the 53 week pilot training course. Test validities were presented as observed, corrected for multivariate range restriction, and corrected for multivariate range restriction and unreliability. The Aviation Information and Instrument Comprehension tests, measures of job knowledge, were most predictive of daily and check flights in the initial subsonic jet aircraft. This reflects the relative greater importance of prior job knowledge early in training. The Scale Reading test, a measure of perceptual speed, was most predictive for daily and check flights in the advanced transonic training aircraft. The Arithmetic Reasoning test, a good measure of general cognitive ability, was most predictive of aeronautics in ground school. The development of an improved pilot selection composite is suggested by the results of the validity analyses.The views expressed are those of the authors and not necessarily those of the Department of the Air Force, Department of Defense, or the Government of the United States.     

The Preliminary Employment Interview as a Predictor of Assessment Center Outcomes

The current study examined the relationships between personnel employment interview scores (PEI), cognitive ability test scores (CAT) and assessment center (AC) scores, as well as the potential to circumvent the costly AC method for some of the candidates by using these less expensive selection methods. A total of 423 Israeli police force candidates participated in the study. Their PEI and CAT scores were collected in the first stage of the selection process. They subsequently participated in an AC and a final decision was made regarding their acceptance to the police force. It was found that PEI and CAT scores significantly correlated with the AC scores and the recruitment decision, although the PEI scores demonstrated stronger correlations with the criteria. An actuarial analysis demonstrated the benefit of using the AC procedure for those achieving middle range scores on the PEI and CAT, circumventing the costly ACs for those achieving high and low scores. This strategy resulted in minor costs of both α and β errors. Organizations can adopt this economical strategy when the AC costs exceed the manpower costs incurred by disposing of the AC.     

System-Wide versus Component-Specific Trust Using Multiple Aids

Previous research in operator trust toward automated aids has focused primarily on single aids. The current study focuses on how operator trust is affected by the presence of multiple aids. Two competing theories of multiple-trust are presented. A component-specific trust theory predicts that operators will differentially place their trust in automated aids that vary in reliability. A system-wide trust theory predicts that operators will treat multiple imperfect aids as one “system” and merge their trust across aids despite differences in the aids’ reliability. A simulated flight task was used to test these theories, whereby operators performed a pursuit tracking task while concurrently monitoring multiple system gauges that were augmented with perfect or imperfect automated aids. The data revealed that a system-wide trust theory best predicted the data; operators merged their trust across both aids, behaving toward a perfectly reliable aid in the same manner as they did towards unreliable aids.     

Effects of organizational citizenship behaviors on selection decisions in employment interviews

This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in 2 administrative positions. Results obtained from 480 undergraduates provided support for our hypotheses that job candidates who exhibited higher levels of helping, voice, and loyalty behaviors were generally rated as more competent, received higher overall evaluations, and received higher salary recommendations than job candidates who exhibited lower levels of these behaviors. These effects held even after taking into account candidate responses regarding task performance. We also found that candidate responses to OCB-related questions tended to have a greater effect on selection decisions for the higher level position (supervisor of administrative personnel) than for the lower level one (administrative assistant). Finally, content analyses of open-ended responses indicated that participants' selection decisions were particularly sensitive to candidates who exhibited low levels of voice and helping behaviors. Implications and future research are discussed.     

What limits children's working memory span? Theoretical accounts and applications for scholastic development.

Explanations of working memory span in children were studied in a longitudinal follow-up of J. N. Towse, G. J. Hitch, and U. Hutton (1998). Reading span and operation span were lower when within-task retention intervals were lengthened. For each task, variation in span between test waves and age cohorts was systematically related to changes in processing speed. The two spans explained substantial shared variance in both reading and arithmetic scores, with some evidence for domain specificity. Combined span scores predicted unique variance in scholastic attainment over a 1-year interval. The authors concluded that working memory span is constrained by rapid loss of active codes and is not simply a measure of capacity for resource sharing. Working memory is also implicated in scholastic development.     

Variability of attention bias in socially anxious adolescents: differences in fixation duration toward adult and adolescent face stimuli

Prior research on attention bias in anxious youth, often utilising a visual dot probe task, has yielded inconsistent findings, which may be due to how bias is assessed and/or variability in the phenomenon. The present study utilises eye gaze tracking to assess attention bias in socially anxious adolescents, and explores several methodological and within-subject factors that may contribute to variability in attention bias. Attention bias to threat was measured in forty-two treatment-seeking adolescents (age 12–16 years) diagnosed with Social Anxiety Disorder. Bias scores toward emotional stimuli (vigilant attention) and bias scores away from emotional stimuli (avoidant attention) were explored. Bias scores changed between vigilance and avoidance within individuals and over the course of stimulus presentation. These differences were not associated with participant characteristics nor with self-reported social anxiety symptoms. However, clinician rated severity of social anxiety, explained a significant proportion of variance in the bias scores for adult, but not the adolescent, stimuli. Variability in attention bias among socially anxious adolescents is common and varies as a function of stimulus duration and type. Results may inform stimulus selection for future research.     

The identification and transfer of timesharing skills

Performance on two different task combinations was examined for evidence that timesharing skills are learned with practice and can transfer between task combinations. One combination consisted of two discrete informaion processing tasks, a short-term memory task and a classification task; the other consisted of two identical one-dimensional compensatory tracking tasks. Three groups of 16 subjects were employed in the experiment. The first received dual-task training on both combinations; the second received single-task training on the discrete-task combination and dual-task training on the tracking combination; the third received dual-task training on the tracking combination only. Evidence for distinct timesharing skills was found in both combinations using a new technique designed to separate improvements in timesharing skills from improvements in single-task performance. Transfer of timesharing skills also was found. Several fine-grained analyses performed on the data from the discrete task combination and a Control Theory Analysis of the tracking data indicated that skills in parallel processing were learned in each combination and transferred between them.