Capitalizing on strengths and minimizing weaknesses of veterans in civilian employment interviews: Perceptions of interviewers and veteran interviewees.

Like all job applicants, veterans have to face the ubiquitous employment interview and pass this potential hurdle to civilian sector employment. So, because of the uniqueness of transitioning from the military to civilian employment, the present paper sought to identify perceived interviewing strengths and weaknesses of veteran interviewees from (a) the perspective of civilian sector human resource professionals (i.e.

Assessment and Revision of the Veterinary Internship and Residency Matching Program Standardized Letter of Reference.

The Veterinary Internship and Residency Matching Program (VIRMP) recently revised its electronic standardized letter of reference (SLOR) to improve the quality and usefulness of the data obtained from it and to enhance the relevance of non-cognitive and cognitive candidate attributes assessed. We used a stepwise process including a broad survey of SLOR readers and writers, analysis of past SLORs, and a multi-wave iterative revision that included key stakeholders, such as residency and internship program directors from academia and private practice. Data from the SLOR survey and analysis of past SLOR responses identified opportunities to improve applicant differentiation, mitigate positive bias, and encourage response consistency.

After-Action Reviews and Long-Term Performance: An Experimental Examination in the Context of an Emergency Simulation.

Objective: The present study examined the effectiveness of after-action reviews (AARs; also known as debriefing) in mitigating skill decay.

Background: Research on the long-term effectiveness of AARs is meager. To address this gap in the literature, we conducted an experimental study that also overcomes some research design issues that characterize the limited extant research.

A meta-analysis of the effectiveness of the after-action review (or debrief) and factors that influence its effectiveness.

This study examined the effectiveness of the after-action review (AAR)-also commonly termed debrief-and 4 training characteristics within the context of Villado and Arthur's (2013) conceptual framework. Based on a bare-bones meta-analysis of the results from 61 studies (107 s [915 teams and 3,499 individuals]), the AAR leads to an overall of 0.79 improvement in multiple training evaluation criteria.

Small Animal Resident Selection Processes at a University Teaching Hospital: An Analysis and Recommendations for Improvement.

Concerns regarding resident performance within a small animal department prompted a review of selection practices, with the intent of improving validity and efficiency. Information was gathered from semi-structured interviews and descriptions of current processes; emphasis was placed on determining how the Veterinary Internship and Residency Matching Program application was used. Processes were found to lack standardization and rely heavily on arbitrary judgments.

The Importance of Team Sex Composition in Team-Training Research Employing Complex Psychomotor Tasks.

Objective: The relationship between team sex composition and team performance on a complex psychomotor task was examined because these types of tasks are commonly used in the lab-based teams literature.

Background: Despite well-documented sex-based differences on complex psychomotor tasks, the preponderance of studies-mainly lab based-that use these tasks makes no mention of the sex composition of teams across or within experimental conditions.

Method: A sample of 123 four-person teams with varying team sex composition learned and performed a complex psychomotor task, Steal Beasts Pro PE.

Red vs. green: Does the exam booklet color matter in higher education summative evaluations? Not likely.

We examined the so-called "red effect" in the context of higher education summative exams under the premise that unlike the conditions or situations where this effect typically has been obtained, the totality of factors, such as higher motivation, familiarity with exam material, and more reliance on domain knowledge that characterize high-stakes testing such as those in operational educational settings, are likely to mitigate any color effects. Using three naturally occurring archival data sets in which students took exams on either red or green exam booklets, the results indicated that booklet color (red vs. green) did not affect exam performance.

Team members' interaction anxiety and team-training effectiveness: a catastrophic relationship?

Objective: In the present study, we examined the relationship between team members' interaction anxiety and team-training effectiveness.

Background: Training in the context of teams can be focused on either individual or team outcomes. Relatedly, the individual differences of team members can hinder or facilitate the effectiveness of training for both individuals and the team as a collective.

Comparative evaluation of three situational judgment test response formats in terms of construct-related validity, subgroup differences, and susceptibility to response distortion.

As a testing method, the efficacy of situational judgment tests (SJTs) is a function of a number of design features. One such design feature is the response format. However, despite the considerable interest in SJT design features, there is little guidance in the extant literature as to which response format is superior or the conditions under which one might be preferable to others.

The comparative effect of subjective and objective after-action reviews on team performance on a complex task.

The after-action review (AAR; also known as the after-event review or debriefing) is an approach to training based on a review of trainees' performance on recently completed tasks or performance events. Used by the military for decades, nonmilitary organizations' use of AARs has increased dramatically in recent years. Despite the prevalence of AARs, empirical research investigating their effectiveness has been limited.

Team task analysis: differentiating between tasks using team relatedness and team workflow as metrics of team task interdependence.

Objective: As a constructive replication and extension of Arthur, Edwards, Bell, Villado, and Bennett (2005), the objective of the current study was to further investigate the efficacy of team relatedness and team workflow ratings (along with their composite) as metrics of interdependence.

Background: Although an analysis of task and job interdependence has important implications and uses in domains such as job design, selection, and training, the job analysis literature has been slow to develop an effective method to identify team-based tasks and jobs.

Method: To achieve the study's objectives, 140 F-16 fighter pilots (35 four-person teams) rated 34 task and activity statements in terms of their team relatedness and team workflow.

Safety climate and injuries: an examination of theoretical and empirical relationships.

Our purpose in this study was to meta-analytically address several theoretical and empirical issues regarding the relationships between safety climate and injuries. First, we distinguished between extant safety climate-->injury and injury-->safety climate relationships for both organizational and psychological safety climates. Second, we examined several potential moderators of these relationships.

The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice.

The authors highlight the importance and discuss the criticality of distinguishing between constructs and methods when comparing predictors. They note that comparisons of constructs and methods in comparative evaluations of predictors result in outcomes that are theoretically to conceptually uninterpretable and thus potentially misleading. The theoretical and practical implications of the distinction between predictor constructs and predictor methods are discussed, with three important streams of personnel psychology research being used to frame this discussion.

An examination of factors contributing to a reduction in subgroup differences on a constructed-response paper-and-pencil test of scholastic achievement.

The authors investigated subgroup differences on a multiple-choice and constructed-response test of scholastic achievement in a sample of 197 African American and 258 White test takers. Although both groups had lower mean scores on the constructed-response test, the results showed a 39% reduction in subgroup differences compared with the multiple-choice test. The results demonstrate that the lower subgroup differences were explained by more favorable test perceptions for African Americans on the constructed-response test.

The use of person-organization fit in employment decision making: an assessment of its criterion-related validity.

Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .

Relationships among team ability composition, team mental models, and team performance.

This study examined the relationship between the similarity and accuracy of team mental models and compared the extent to which each predicted team performance. The relationship between team ability composition and team mental models was also investigated. Eighty-three dyadic teams worked on a complex skill task in a 2-week training protocol.

Team task analysis: identifying tasks and jobs that are team based.

This paper presents initial information on the development and validation of three team task analysis scales. These scales were designed to quantitatively assess the extent to which a group of tasks or a job is team based. During a 2-week period, 52 male students working in 4-person teams were trained to perform a complex highly interdependent computer-simulated combat mission consisting of both individual- and team-based tasks.

Convergence of self-report and archival crash involvement data: a two-year longitudinal follow-up.

This study constructively extends Arthur et al. (2001) by assessing the convergence of self-report and archival motor vehicle crash involvement and moving violations data in a 2-year longitudinal follow-up. The relationships among these criteria, conscientiousness, and driving speed were also assessed using both predictive and postdictive criterion-related validation designs.

Effectiveness of training in organizations: a meta-analysis of design and evaluation features.

The authors used meta-analytic procedures to examine the relationship between specified training design and evaluation features and the effectiveness of training in organizations. Results of the meta-analysis revealed training effectiveness sample-weighted mean ds of 0.60 (k = 15, N = 936) for reaction criteria, 0.