Whether or not it is possible to predict military performance using laboratory measures constitutes an important question. There are indications that humans possess a common multitasking ability enabling them to perform complex behaviors irrespective of task requirements. Working memory processing abilities likely illustrate cognitive substrates…

There is little doubt that career experiences contribute to scientific achievement; however this relationship has yet to be thoroughly investigated in terms the effects on scientific creativity. In this study, a historiometric approach was used to examine 3 areas of adult career experiences common to scientific achievement. In doing so, prior…

This research brief presents selected findings from work examining the stability of value-added model estimates of teacher effectiveness and their implication for tenure policies. Findings show year-to-year correlations in teacher effects are modest, but pre-tenure estimates of teacher job performance do predict estimated post-tenure performance…

Reviews the hundreds of studies showing that general cognitive ability predicts job performance in all jobs. Shows that general cognitive ability predicts supervisor ratings and training success and that general cognitive ability predicts objective, rigorously content valid work sample performance with even higher validity. (Author/ABB)

Two important parameters of the general utility function--the standard deviation of job performance and predictor performance--were examined in terms of their sensitivity to departures from underlying mathematical assumptions. Integral calculus was used to assess the effects of statistical violations of the assumptions underlying these parameters.…

Selection and classification testing throughout the nation has been subject to widespread criticism and legal attack. Tests used by the military service, however, have been largely immune from the criticism. A major reason is that from their inception, military tests have been carefully validated as predictors of successful performance. The…

Special attention is given to the developmental tasks, problems, measurement, and counseling issues associated with the establishment stage of career development, i.e., the activities related to demonstrating competence in the occupation and adjusting to the occupational environment. (PN)

Suggests that Bretz (in an earlier article) underestimated the usefulness of the college grade point average as a predictor of job success. Reviews recent findings concerning several predictors of job performance related to education. (Author/CH)

Results support the moderating role of employee higher order need strength (HONS). Job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. (Author)

Explores the use of common sense testing and measurement as a means of predicting real-world performance. The authors discuss practical versus book knowledge, examine several empirical studies of practical intelligence, describe tacit knowledge and the instruments used for testing it, and present findings from a tacit knowledge research program.…

This report investigates the appropriateness of using the General Technical (GT) composite of the Armed Services Vocational Aptitude Battery (ASVAB) as a reenlistment criterion. Three aptitude measures, all ASVAB composites, were compared to measures of proficiency in job performance: the Armed Forces Qualification Test (AFQT), the GT, and the…

Affirms the evidence for predictive validity of assessment centers and concludes that assessment centers can work for a variety of purposes and in numerous contexts. Raises possible explainations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research. (Author/KS)

Raters are generally able to fake or distort their ratings but are unable even with modest accuracy to estimate what ratings they gave (faked). Users of forced-choice tests should be aware of resentment by respondents. Ideally a supportive work climate should exist. (Author/JAC)

Much of the scientific community has believed that temperament variables could not be included in batteries of tests to predict job performance because no generalized principles could be discerned from the results. For Project A, a major Army project on the prediction of job performance, a temperament inventory was developed and implemented. This…

The American Occupational Therapy Association's certification instruments failed to show any ability to predict future job performance and job satisfaction of occupational therapists. (GW)