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This study examined the criterion-related validity of the dimensions of a customized personality inventory in predicting different aspects of military performance. A cross-validity study was also carried out to establish the stability of the obtained regression weights. The sample consisted of 733 non-commissioned officers who filled out the personality inventory. Three different measures of performance (i.e., commendations, reprimands, and cumulative ranking) were used as the criteria in validating the inventory. Among the 11 dimensions of the inventory, emotional stability, directing and monitoring, self-discipline, and military bearing predicted commendations; determination was the only predictor for reprimands, and cumulative ranking was predicted by determination and adaptability. The cross-validity procedure showed that the obtained regression weights were stable, providing further support for the validity of the personality measures. Results yielded support for the argument that specific personality measures could be respectable predictors of different aspects of military performance.

This study examined the criterion-related validity of the dimensions of a customized personality inventory in predicting different aspects of military performance. A cross-validity study was also carried out to establish the stability of the obtained regression weights. The sample consisted of 733 non-commissioned officers who filled out the personality inventory. Three different measures of performance (i.e., commendations, reprimands, and cumulative ranking) were used as the criteria in validating the inventory. Among the 11 dimensions of the inventory, emotional stability, directing and monitoring, self-discipline, and military bearing predicted commendations; determination was the only predictor for reprimands, and cumulative ranking was predicted by determination and adaptability. The cross-validity procedure showed that the obtained regression weights were stable, providing further support for the validity of the personality measures. Results yielded support for the argument that specific personality measures could be respectable predictors of different aspects of military performance.

Recently, a call has been made to develop a more systematic approach to human resources management in the public sector. A low-equivalent decision of the Cabinet required all government organizations to do organizational and job analyses and to conduct position norm analyses. To comply with this decision, in many public sector organizations studies that necessitated active participation of industrial and organizational psychologists have been started. The purpose of this study is to describe a position norm analysis study conducted in a public sector organization, which provides technical supervision and guidance to local governments in the establishment of their infrastructure. The techniques used, problems encountered, and solutions developed are discussed along with some critical suggestions for future studies.

Although the prevalence of drug use in the young adult population in Turkey is still far below the figures reported for most European Union countries and the United States, there seems to be a noteworthy increase in drug use, especially among high school and college students. The purpose of the present study was to examine the extent of drug use among college students in Turkey and to identify some of the individual-difference variables associated with drug use. Participants were 781 college students. A survey package including (a) measures of sensation seeking-risk taking, self-esteem, affectivity level, global mental health, overall life satisfaction, and the rate and nature of substance use and (b) demographic questions was administered to the participants during regularly held class meetings. A logistic regression analysis revealed that sensation seeking-risk taking, parental education level, smoking, and frequency of alcohol use predicted illicit drug experience. Implications of the findings and limitations of the study are discussed using the context of the study as a framework.

The authors examined the nature of the relationships between job-specific personality dimensions and psychological well-being for noncommissioned officers (NCOs) in the Turkish Armed Forces (TAF). A job-specific personality inventory, comprising measures of 11 personality dimensions was developed for selection purposes. The inventory was administered to a representative sample of 1,428 NCOs along with a general mental health inventory developed by the authors, which consisted of 6 dimensions of psychological well-being. Exploratory and confirmatory factor analyses suggested existence of a single factor underlying the 6 psychological well-being dimensions, Mental Health, and 2 latent factors underlying the 11 personality dimensions, Military Demeanor and Military Efficacy. The 2 personality constructs explained 91% of the variance in the Mental Health construct. A stepwise regression indicated that beta weights of the personality measures were significant except for military bearing, orderliness, and dependability. Results suggest that job-specific personality attributes were predictive of mental health. Implications of the findings for the selection of NCOs are discussed.

The authors examined the nature of the relationships between job-specific personality dimensions and psychological well-being for noncommissioned officers (NCOs) in the Turkish Armed Forces (TAF). A job-specific personality inventory, comprising measures of 11 personality dimensions was developed for selection purposes. The inventory was administered to a representative sample of 1,428 NCOs along with a general mental health inventory developed by the authors, which consisted of 6 dimensions of psychological well-being. Exploratory and confirmatory factor analyses suggested existence of a single factor underlying the 6 psychological well-being dimensions, Mental Health, and 2 latent factors underlying the 11 personality dimensions, Military Demeanor and Military Efficacy. The 2 personality constructs explained 91% of the variance in the Mental Health construct. A stepwise regression indicated that beta weights of the personality measures were significant except for military bearing, orderliness, and dependability. Results suggest that job-specific personality attributes were predictive of mental health. Implications of the findings for the selection of NCOs are discussed.

The purpose of this research was to identify personality constructs to be assessed in the selection of officers in the Turkish Armed Forces by using a personality-oriented job analysis approach. Personality-oriented job analytic interviews were conducted with currently employed and former officers (N = 78). Content analysis of the interviews led to the identification of a list of attributes presumed to be relevant. The attributes were then rated by a group of officers (N = 447) for relevance and importance. Principal component analysis of the weighted ratings (i.e., Relevance x Importance) resulted in 5 personality dimensions considered to be relevant to the job of military officer: Conscientiousness-Self-Discipline, Military Factor, Self-Confidence, Agreeableness-Extraversion, and Leadership. Finally, using a confirmatory approach, we tested the 5-factor structure against 1-factor and 2-factor solutions. Results suggest that the 5-factor solution has significantly better fit than the alternative models, providing some initial evidence for construct validity.

The purpose of this research was to identify personality constructs to be assessed in the selection of officers in the Turkish Armed Forces by using a personality-oriented job analysis approach. Personality-oriented job analytic interviews were conducted with currently employed and former officers (N = 78). Content analysis of the interviews led to the identification of a list of attributes presumed to be relevant. The attributes were then rated by a group of officers (N = 447) for relevance and importance. Principal component analysis of the weighted ratings (i.e., Relevance x Importance) resulted in 5 personality dimensions considered to be relevant to the job of military officer: Conscientiousness-Self-Discipline, Military Factor, Self-Confidence, Agreeableness-Extraversion, and Leadership. Finally, using a confirmatory approach, we tested the 5-factor structure against 1-factor and 2-factor solutions. Results suggest that the 5-factor solution has significantly better fit than the alternative models, providing some initial evidence for construct validity.

This study represents an important step in the development of a personality test battery to be used in the selection of officers recruited from outside sources in the Turkish Armed Forces (TAF). Prior to this study, following a personality-oriented job analysis, an initial test battery was developed and pilotted. Based on the pilot data, revisions were made in the initial test battery, resulting in a four-factor model of personality. In the present study, the revised battery was administered to a large group of officers (N = 698), representing different forces and ranks in the TAF. A series of confirmatory factor analyses was performed using LISREL 8.30 (Joreskog and Sorbom, 1996) to test the four-factor, 19-subdimension model of personality. As indexed by a variety of fit indices, the model suggested a good fit to data, providing evidence for the construct validity of the battery develepod. Steps following the present analyses are briefly discussed.