09687nam 2200577Ia 450 991081219550332120200520144314.01-280-20369-297866102036970-309-59519-30-585-17092-4(CKB)111004366660620(MiAaPQ)EBC3376535(Au-PeEL)EBL3376535(CaPaEBR)ebr10056809(OCoLC)923264523(EXLCZ)9911100436666062019911004d1991 uy 0engurcn|||||||||txtrdacontentcrdamediacrrdacarrierTechnical issues /Alexandra K. Wigdor and Bert F. Green, Jr., editors ; Committee on the Performance of Military Personnel, Commission on Behavioral and Social Sciences and Education, National Research Council1st ed.Washington, D.C. National Academy Press19911 online resource (344 pages)Performance assessment for the workplace ;v.20-309-04539-8 Includes bibliographical references and index.Performance Assessment for the Workplace -- Copyright -- Preface -- Contents -- Implications of Cognitive Psychology for Measuring Job Performance -- INTRODUCTION -- COGNITIVE COMPONENTS OF SKILL -- Procedural Content -- Goal Structure -- Basic and Prerequisite Abilities (Operators) -- Procedures (Methods) -- Selection Rules -- Conceptual Knowledge -- Task Structure -- Background Knowledge -- Context of Use -- Critical Mental Models -- Knowledge Engineering is One Aspect of Cognitive Task Analysis -- Levels of Acquisition -- Declarative Knowledge -- Skill Automation -- Skill Refinement -- Summary -- METHODS FOR COGNITIVE TASK ANALYSIS MEASUREMENT -- Procedure Ordering Tasks -- Sorting Tasks -- Realistic Troubleshooting Tasks -- Connection Specification Tasks -- What-How-Why Tasks -- AREAS OF THE MILITARY WHERE COGNITIVE TECHNIQUES HAVE PROMISE -- REFERENCES -- Work Samples as Measures of Performance -- INTRODUCTION -- Theoretical Bases for Work Sample Testing -- Previous Reviews of Work Sample Testing -- Meta-analytic Reviews of Validity Studies Involving Work Samples -- WORK SAMPLES AS PREDICTORS -- Assessing Trainability Using Work Samples -- WORK SAMPLES AS CRITERIA -- Physical Ability as a Predictor of Work Sample Performance -- Paper-and-Pencil Tests as Predictors of Work Sample Performance -- Performance Ratings Validated Against Work Samples -- Behavior Modeling Measured by Work Sample Performance -- ASSESSMENT CENTERS -- MEASUREMENT ISSUES -- Reliability -- Response Formats for Work Sample Evaluations -- ADVERSE IMPACT -- CONCLUSION -- REFERENCES -- Measuring Job Competency -- THE RECOMMENDATION TO MEASURE COMPETENCY -- Performance-Based Selection Standards -- Interpreting Performance Scores -- Domain-Referenced Testing -- Advantages of a Domain-Referenced Scale -- Validity -- Entrance Standards -- Allocation -- Quality Needs.Ancillary Uses of the Job Performance Measures -- OPERATIONALIZING THE COMPETENCY IDEA -- Representing the Job Domain -- Test Scoring Strategies -- Scoring a Task -- Combining Task Scores to Obtain Test Scores -- Interpretive Scale Anchors -- Taking Account of Experience -- Scale Comparability -- CONCLUSIONS -- APPENDIX -- Inferring a Scoring Procedure from Expert Judges -- REFERENCES -- The Evaluation of Alternative Measures of Job Performance -- INTRODUCTION -- The Criterion Problem in Personnel Research -- Evolution of the Criterion Problem -- THE NATURE OF CRITERION EQUIVALENCE -- Five Major Facets of Equivalence -- Validity -- Reliability -- Susceptibility to Compromise -- Financial Cost -- Acceptability to Interested Parties -- Weighting Facets of Nonequivalence by Importance -- MAJOR ISSUES IN THE VALIDATION OF CRITERION MEASURES -- The Nature of Validation for Criterion Measures -- Construct Validity and Relevance -- The Role of Content-Oriented Test Development -- Criterion Bias against Subgroups -- STRATEGIES FOR ASSESSING NONEQUIVALENCIES IN CRITERION VALIDITY -- Assessing Nonequivalencies in Construct Validity: Correlational Methods -- Assessing Nonequivalencies in Construct Validity: Other Methods -- Assessing Nonequivalencies in Criterion Relevance -- The Impact of Measurement Limitations on Validation -- Sampling Error -- Unreliability -- Differential Restriction in Range across Criterion Measures -- Criterion Measures Not All Available in Same Sample -- SUMMARY -- Outline of a Strategy for Assessing Criterion Equivalence -- REFERENCES -- Range Restriction Adjustments in the Prediction of Military Job Performance -- INTRODUCTION -- SELECTION EFFECTS IN CORRELATION AND REGRESSION -- Coping With the Effects of Selection -- Corrections for Sample Selection Bias -- Technical Considerations and the Accuracy of Pearson-Lawley Corrections.Alternative Adjustment Procedures -- IMPLICATIONS FOR PREDICTIVE VALIDITY IN A JOINT-SERVICE CONTEXT -- Analytical Procedure -- Reference Population -- Selection Variables -- CONCLUDING REMARKS -- REFERENCES -- Alternatives to the Validity Coefficient for Reporting the Test-Criterion Relationship -- Generalizability Theory and Military Performance Measurements: I. Individual Performance -- INTRODUCTION -- APPLICATION OF GENERALIZABILITY THEORY TO THE MEASUREMENT OF MILITARY PERFORMANCE -- Background -- Performance Measurement: Operate and Maintain Caliber .38 Revolver -- Classical Theory Approach -- Generalizability Theory Approach -- Variance Components -- Improvement of Performance Measurement -- Generalizability of the Performance Measurement -- Summary: Revolver Test With Accuracy Scores -- Design of the Revolver Test Using Accuracy Scores -- Variance Components and G Coefficients -- Modifications for Future Decision Studies -- SKETCH OF GENERALIZABILITY THEORY -- Background -- Variance Components -- Generalizability and Decision Studies -- Relative and Absolute Decisions -- Measurement Error for Relative Decisions -- Measurement Error for Absolute Decisions -- Generalizability Coefficients for Relative and Absolute Decisions -- Random and Fixed Facets -- G and D Studies With Crossed and Nested Facets -- Multivariate Generalizability Theory -- Symmetry in Behavioral Measurements -- ILLUSTRATIVE APPLICATIONS OF GENERALIZABILITY THEORY -- Generalizability of General Educational Development Ratings -- G-Study Design -- Univariate G Analysis -- Multivariate G Analysis -- Unbalanced Designs -- Generalizability of Unit-Performance Measurements -- Design of the G Study -- Classical Reliability Approach -- Generalizability Theory Approach -- CONCLUDING COMMENTS ON GENERALIZABILITY THEORY: ISSUES AND LIMITATIONS.Small Samples and Negative Estimated Variance Components -- Small Samples and Variability of Estimated Variance Components -- Negative Estimates of Variance Components -- Assumption of Constant Universe Scores -- Dichotomous Data -- Concluding Comment -- REFERENCES -- Procedures for Eliciting and Using Judgments of the Value of Observed Behaviors on Military Job Performance Tests -- THE PROBLEMS ADDRESSED -- Establishing Test Standards -- Eliciting and Combining Judgments of the Worth of Job Performance Test Behaviors -- Using Predicted Test Performances and Value Judgments in Personnel Classification -- ESTABLISHING MINIMUM STANDARDS OF PERFORMANCE -- Consequences of Setting Standards -- Conventional Standard-Setting Procedures -- Procedures That Require Judgments About Test Items -- Procedures That Require Judgments About Examinees -- Prospects for Applying Conventional Standard-Setting Procedures -- Procedures That Require Judgments About Test Items -- Procedures That Require Judgments About Examinees -- Operational Questions and Issues -- Types of Judges to be Used -- Numbers of Judges to be Used -- Stimulus Materials to be Used in Setting Standards -- Training of Judges -- Information to be Provided to Judges -- Measurement Error -- DEFINITION AND CONSTRUCTION OF VALUE FUNCTIONS -- Defining Task Value Functions -- Structuring Cluster and Military Occupational Specialty Value Functions -- Eliciting Value Judgments -- Average Value Function Procedure -- Method of Successive Lotteries -- Operational Questions and Issues -- CLASSIFICATION OF NEW ENLISTEES -- Individual Classification Strategies -- An Institutional Classification Strategy -- Example 1 -- Example 2 -- SUMMARY -- REFERENCES -- Exploring Strategies for Clustering Military Occupations -- CLUSTERING MILITARY OCCUPATIONS -- JOB ANALYSIS METHODS: THE CHOICE OF THE JOB DESCRIPTOR.EXTENDING ASVAB VALIDITY TO THE UNIVERSE OF MOS -- Validity Generalization/Meta-Analysis -- Linking Hands-On Performance Measures and Training Criteria -- Synthetic Validity -- McCormick's Job Component Model -- J-coefficient -- Judgmental Estimates of Validity -- Paired Comparison Judgments of Validity -- Determination of Minimum Standards -- CONCLUSION -- REFERENCES.SoldiersUnited StatesClassificationSoldiersUnited StatesExaminationsUnited StatesArmed ForcesPersonnel managementSoldiersSoldiersExaminations.355.6/1/0973Green Bert F26760Wigdor Alexandra K1640405National Research Council (U.S.).Committee on the Performance of Military Personnel.MiAaPQMiAaPQMiAaPQBOOK9910812195503321Technical issues4111056UNINA