Search

Your search keyword '"Lau, Alan W."' showing total 5 results
Start Over Author "Lau, Alan W." Topic military personnel
5 results on '"Lau, Alan W."'

1. An Evaluation of Intercultural Relations Training for Navy Overseas Personnel. Final Report, July 1, 1973 to June 30, 1974.

Author

Navy Personnel Research and Development Center, San Diego, CA., Lau, Alan W., and Blanchard, Perry N.

Abstract

Relatively little data exist concerning the effectiveness of Navy intercultural relations (ICR) training programs. In addition, much training research in this area is characterized by methodological and design inadequacies. The purposes of this study were to design and test a methodological model, and to provide an objective assessment of ICR training impact. It was found that training had a modest but significant effect upon the attitudes of Overseas Duty Training (ODT)/Personnel Exchange Program (PEP) and Human Resource Development Center (HRDC) IDR Personnel. ODT/PEP personnel changed significantly on 13 of 24 scales and HRDC personnel on 9 of 24 scales. Scales measured self-actualization, flexibility, tolerance of ambiguity, acceptance of self and others, leadership styles, and basic motivational patterns. The failure to detect a greater degree of change may have been due to various test ceiling effects or to the nature of the change process itself. Although the real test of program impact necessitates validation against external or in-country criteria, the results did indicate that the impact of ICR training, although modest, was consistent with the hypotheses generated for the evaluation of the training objectives of the program. (Author)

Published
1975

2. An Analysis of the Navy Vocational Interest Inventory as a Predictor of Career Motivation.

Author

Naval Personnel Research Activity, San Diego, CA. and Lau, Alan W.

Abstract

As part of a program to evaluate noncognitive tests for use in identifying enlisted men most likely to remain in the Navy, the Navy Vocational Interest Inventory (NVII) was analyzed for its ability to predict career motivation. The NVII was administered experimentally to incoming students at seven "A" schools varying widely in curriculum. Scores were obtained on two different types of scales, empirically derived occupational scales and homogeneous (area) scales. A reenlistment criterion was later obtained for each man by searching enlisted Navy personnel records. Mean NVII occupational key and area scale scores were computed for reenlistees and nonreenlistees in each school. An intercorrelation matrix was computed for each school, and multiple-regression analyses were completed on occupational keys and area scales using retention as the criterion variable. The area scales were analyzed for their ability to differentiate men in different ratings. Analysis of the data indicated that both the occupational keys and the area scales aided in identifying "A" school students most likely to remain in the Navy. Although the differences were not substantial, the occupational keys were somewhat more effective than the area scales in predicting reenlistment. (Author)

Published
1969

3. Relationship of Job Scope to Enlisted Performance and Satisfaction Criteria.

Author

Lau, Alan W. and Landau, Samuel B.

Abstract

As part of a longitudinal study of first-term enlisted naval personnel, perceptions of job scope (the complexity and challenge of a job), were investigated to predict criteria of satisfaction, enlisted performance ratings, and turnover. Correlations between job scope (Job Diagnostic Survey scores) and behavior as moderated by a variety of individual difference characteristics were also examined, including internal-external locus of control, growth need strength, and needs for achievement. The overall results of the study were consistent with previous research on job design in that the interaction between the individual and the job has been found to be an important determinant of employee work outcomes of satisfaction and turnover. Relationships between job characteristics and performance were not significant. In general, results indicated that individuals who have high needs for achievement, for example, react less favorably to jobs low on variety, autonomy, task identity, feedback, and task significance, and are more likely to separate from the Navy than individuals who do not have high achievement needs. (Author)

Published
1977

4. Prediction of OCS Grades and Fitness Report Marks.

Author

Naval Personnel Research Activity, San Diego, CA. and Lau, Alan W.

Abstract

The report describes research designed to improve personnel decisions which the Navy must make relative to the input and output of Officer Candidate School (OCS). Officers making the first decision consider all relevant applications data in deciding on men to be accepted and rejected for entry into OCS; those making the second determine the best assignment for each graduate of OCS. Previously gathered research data are reanalyzed to permit evaluation of the validity of various combinations of OCS selection information, and multiple regression statistical procedures are used for analysis aimed at improvement of prediction of performance. Upon OCS graduation, final grade is found to be the best predictor of Shore Fitness Report marks (r=.37) and Total Fitness marks (r=.31). Final grade correlated .16 with Fleet Fitness Report marks. Included tables have information which, at the time of selection, enables prediction of OCS grades and fitness reports, and at the time of graduation, leads to better prediction of fitness on shore and at sea. The problem of determining the importance of various criteria such as OCS performance, on-the-job performance, and career retention is discussed. (Author/nl)

Published
1969

Catalog

Books, media, physical & digital resources
See catalog results