PROJECT A: SPECIFICATION OF THE PREDICTOR DOMAIN AND DEVELOPMENT OF NEW SELECTION/ CLASSIFICATION TESTS

A major goal of the Army Selection and Classification Project was to develop an experimental predictor battery that would best supplement the Armed Forces Vocational Aptitude Battery for making selection and classification decisions for entry-level enlisted personnel. That is, what predictor measures would best serve the needs of all the jobs in an entire selection/classification system? This paper describes the characteristics of the new test battery and the procedures that were used to develop it. The major steps in the procedure were a structured literature search using a standard protocol, an extensive expert judgment study of expected true validities for a population of predictor variables against a population of performance components, fabrication of modularized software and a special response pedestal for computerized measurement of perceptual and psychomotor abilities, evaluations of experimental measures in three iterative pilot tests and one major field test, and a series of reviews by a panel of scientific advisers. The test battery that resulted from this 2 1/2-year development effort is described. The basic psychometric properties of each measure, as determined in a large concurrent validation sample, are also described.     

Conflicting Loyalties: A Literature Review

Because most counselors are employees of institutions and agencies rather than private practitioners, the problem of dual, sometimes conflicting, allegiance to the employer and to the client has long been an issue. The ethical code of the American Personnel and Guidance Association acknowledges this ambiguity, but it does not offer precise directions for its resolution. It is assumed that counselors may turn to the professional literature for direction to resolve the dilemma. This article surveys the relevant literature in an attempt to discover the nature of the direction available to counselors as they deal with conflicting loyalties.     

VALIDITY AND TEST-RETEST STABILITY OF THE NASH MANAGERIAL EFFECTIVENESS SCALE ON THE REVISED FORM OF THE STRONG VOCATIONAL INTEREST BLANK1

Managers ’motives (preferences for different activities or outcomes) probably determine, in part, their relative job effectiveness. This hypothesis was tested and confirmed by Nash (1966) when he developed and cross-validated a Managerial Effectiveness Key for the 1937 edition of the Strong Vocational Interest Blank (SVIB). We revised the Nash SVIB key for those items retained in the recently-revised form of SVIB (Campbell, 1966). The new key has the same validity as Nash's key and high test-retest stability for lengthy periods of time (up to twenty-two years). Validity of the key is not extremely high (about .30), but its content does denote a pattern of stable and distinct manager motives which merit study along with cognitive, aptitude, and temperament factors as potential determiners of effective managing.     

THE ECONOMIC IMPACT OF JOB SELECTION METHODS ON SIZE, PRODUCTIVITY, AND PAYROLL COSTS OF THE FEDERAL WORK FORCE: AN EMPIRICALLY BASED DEMONSTRATION

In this study, job performance increases resulting from improved selection validity were measured empirically rather than estimated from the standard linear regression utility equations. Selection utility analyses based on these empirical measurements were carried out for most white-collar jobs in the federal government. Results indicate that selection of a one-year cohort based on valid measures of cognitive ability, rather than on non-test procedures (mostly evaluations of education and experience), produces increases in output worth up to $600 million for each year that the new employees remain employed by the government. Newly hired federal employees remain with the government an average of approximately 13 years, resulting in a total gain in output of almost $8 billion over this period. This gain represents a 9.7% increase in output among new hires. If total output is held constant rather than increased, new hiring can be reduced by up to 20,044 per year (a 9% decrease), resulting in payroll savings of $272 million for every year the new cohort of employees remains on the job. The percentage of new hires in the bottom decile of the non-test-selected job performance distribution     

AN EVALUATION OF THREE “ALTERNATIVE” SELECTION PROCEDURES1

A content-oriented strategy was used to develop three “alternative” selection inventories designed to reflect the content domain of positions held by attorneys employed with a large federal agency. These inventories and three “traditional” inventories were completed by 329 of the agency attorneys as part of a concurrent validation study. Criterion-related validities of two of the “traditional” inventories (a Background Inventory and an Interest and Opinion Inventory) and one of the alternative inventories (an “Accomplishment Record”_SM Inventory were shown to be both statistically and practically significant. The special features and advantages of the “Accomplishment Record” Inventory as an alternative selection procedure are discussed.     

Challenges in Counseling Immigrant Clients: Understanding Intercultural Barriers to Career Adjustment

The current article discusses cross-cultural barriers encountered by immigrant clients. Adjustment issues in the following areas are discussed: psychological effects of moving to a new culture, communication, and employment.     

Individual and Family Growth: A Gestalt Approach

Gestalt therapy is described as a comprehensive framework of theory and techniques for experiential family therapy. Like other experientially oriented therapies, it is systems-oriented, immediate-experience-oriented, and affect-oriented. Unlike others, this method regards the client system's emergent processes as the central focus, and it emphasizes that growth occurs as the family and its members are helped to greater self-awareness and responsibility for their own functioning.