U.S. Army Research Institute for the Behavioral and Social Sciences

The effectiveness of virtual environments (VEs) has often been linked to the sense of presence reported by users of those VEs. (Presence is defined as the subjective experience of being in one place or environment, even when one is physically situated in another.) We believe that presence is a normal awareness phenomenon that requires directed attention and is based in the interaction between sensory stimulation, environmental factors that encourage involvement and enable immersion, and internal tendencies to become involved. Factors believed to underlie presence were described in the premier issue of Presence: Teleoperators and Virtual Environments. We used these factors and others as the basis for a presence questionnaire (PQ) to measure presence in VEs. In addition we developed an immersive tendencies questionnaire (ITQ) to measure differences in the tendencies of individuals to experience presence. These questionnaires are being used to evaluate relationships among reported presence and other research variables. Combined results from four experiments lead to the following conclusions: the PQ and ITQ are internally consistent measures with high reliability; there is a weak but consistent positive relation between presence and task performance in VEs; individual tendencies as measured by the ITQ predict presence as measured by the PQ; and individuals who report more simulator sickness symptoms in VE report less presence than those who report fewer symptoms.

Remaining committed to goals is necessary (albeit not sufficient) to attaining them, but very little is known about domain-general individual differences that contribute to sustained goal commitment. The current investigation examines the association between grit, defined as passion and perseverance for long-term goals, other individual difference variables, and retention in four different contexts: the military, workplace sales, high school, and marriage. Grit predicted retention over and beyond established context-specific predictors of retention (e.g., intelligence, physical aptitude, Big Five personality traits, job tenure) and demographic variables in each setting. Grittier soldiers were more likely to complete an Army Special Operations Forces (ARSOF) selection course, grittier sales employees were more likely to keep their jobs, grittier students were more likely to graduate from high school, and grittier men were more likely to stay married. The relative predictive validity of grit compared to other traditional predictors of retention is examined in each of the four studies. These findings suggest that in addition to domain-specific influences, there may be domain-general individual differences which influence commitment to diverse life goals over time.

Constructing a valid measure of presence and discovering the factors that contribute to presence have been much sought after goals of presence researchers and at times have generated controversy among them. This paper describes the results of principal-components analyses of Presence Questionnaire (PQ) data from 325 participants following exposure to immersive virtual environments. The analyses suggest that a 4-factor model provides the best fit to our data. The factors are Involvement, Adaptation/Immersion, Sensory Fidelity, and Interface Quality. Except for the Adaptation/Immersion factor, these factors corresponded to those identified in a cluster analysis of data from an earlier version of the questionnaire. The existence of an Adaptation/Immersion factor leads us to postulate that immersion is greater for those individuals who rapidly and easily adapt to the virtual environment. The magnitudes of the correlations among the factors indicate moderately strong relationships among the 4 factors. Within these relationships, Sensory Fidelity items seem to be more closely related to Involvement, whereas Interface Quality items appear to be more closely related to Adaptation/Immersion, even though there is a moderately strong relationship between the Involvement and Adaptation/Immersion factors.

The ability to accurately estimate distance is an essential component of navigating large-scale spaces. Although the factors that influence distance estimation have been a topic of research in real-world environments for decades and are well known, research on distance estimation in virtual environments (VEs) has only just begun. Initial investigations of distance estimation in VEs suggest that observers are less accurate in estimating distance in VEs than in the real world (Lampton et al., 1995). Factors influencing distance estimates may be divided into those affecting perceived distance (visual cues only) and those affecting traversed distance to include visual, cognitive, and proprioceptive cues. To assess the contribution of the various distance cues in VEs, two experiments were conducted. The first required a static observer to estimate the distance to a cylinder placed at various points along a 130-foot hallway. This experiment examined the effects of floor texture, floor pattern, and object size on distance estimates in a VE. The second experiment required a moving observer to estimate route segment distances and total route distances along four routes, each totaling 1210 feet. This experiment assessed the effects of movement method, movement speed, compensatory cues, and wall texture density. Results indicate that observers underestimate distances both in VEs and in the real world, but the underestimates are more extreme in VEs. Texture did not reliably affect the distance estimates, providing no compensation for the gross underestimates of distance in VE. Traversing a distance improves the ability to estimate that distance, but more natural means of moving via a treadmill do not necessarily improve distance estimates over traditional methods of moving in VE (e.g., using a joystick). The addition of compensatory cues (tone every 10 feet traversed on alternate route segments) improves VE distance estimation to almost perfect performance.

In July 2006, Armed Forces & Society published an article by Anthony King, “The Word of Command: Communication and Cohesion in the Military.” This commentary takes exception to certain statements and conclusions in King's article, and in the process, sketches a standard model of military group cohesion. This model is based on social integration in the military and is composed of both primary group cohesion (peer and leader bonding) and secondary group cohesion (organizational and institutional bonding). The essence of peer bonding is given as social relationships based on trust and teamwork. The standard model is presented as a tool to sensitize ethnographers about what to look for when observing military interactions and to help them interpret what they see.

Autonomous vehicles (AVs) hold considerable promise for maintaining mobility in older adults developing impairments in driving skill. Nonetheless, attitudes can be a significant barrier to adoption as has been shown for other technologies. We investigated how different introductions to AV, video with a driver in the front seat, the rear seat, and a written description, affected attitudes, as well as how individual difference variables such as age, gender, prior knowledge, and personality traits predict attitudes within a middle-aged (Median age = 34, IQR = 20, n=441) Amazon Mechanical Turk sample. The 16-item attitude survey uncovered three factors: Concern with AV, Eagerness to Adopt AV technology, and Willingness to Relinquish Driving Control. ANOVAs showed that only age (younger less concerned) and gender, (females more concerned) were significant factors in Concern with AV. Only gender affected Willingness to Relinquish Driving Control, with males more willing. Multiple regressions that included previous knowledge level and personality traits showed a different pattern. Female gender and greater conscientiousness were associated with greater Concern about AV. Prior knowledge of AV was associated with less concern. Emotional stability and openness to experience were positive predictors of Eagerness to Adopt AV, whereas conscientiousness was a negative predictor. Prior knowledge and openness to experience, positively, and extraversion, negatively, were associated with being willing to relinquish driving control. These results suggest that different information dissemination campaigns are needed to persuade consumers to adopt AV technology. We discuss potential approaches.

Comparing human performance in a virtual environment (VE) with performance in the real world can provide clues about which aspects of VE technology require improvement. Using a technique previously shown to measure real-world distance judgments accurately, we compared performance in a real-world environment with performance in a virtual model of that environment. The technique required participants to walk without vision to a target after viewing it for 10 s. VE distance judgments averaged 85% of the target distance, whereas real-world judgments averaged 92%. The magnitude of the relative errors in the VE was twice that in the real world, indicating that the VE degraded distance judgments. Our analysis suggests that VE performance deficits result either from poor binocular disparity cues or from distortion of pictorial depth cues. Actual or potential applications of this research include the development of virtual environments for training and the design of visual displays for virtual simulations.

Negotiation skills are essential in everyday life, whether in a professional or personal context. Negotiation enables two parties to address misunderstandings and avoid conflicts through an exchange that depends as much on the interpersonal skills of the negotiators as the tactics employed. Acquiring these skills requires not only sound conceptual knowledge but also practice and mentoring. This paper describes the BiLAT game-based simulation and tutoring system developed to provide students, initially United States Army soldiers, with an environment to practice preparing for and conducting bilateral negotiations. We describe the models that were created to implement BiLAT, with a particular focus on the challenge of designing for and tutoring in the ill-defined domain of negotiation. An initial assessment of the training effectiveness of the system indicates significant situation-judgment gains by novices.

Given the complexities of today’s workplace, organizations and agencies are progressively turning toward interdependent systems comprised of teams, or multiteam systems (MTSs), to accomplish multifaceted tasks in challenging environments. Subsequently, MTSs have grown in popularity in group and team research, spanning a breath of disciplines (psychology, organizational behavior, human factors, communication, and medicine). In this review, our goal is to highlight the existing research across a range of disciplines regarding MTSs that serves to answer the question, “What do we know about MTSs?” while also developing a future research agenda aimed at answering the question, “Where does our research need to go to better understand MTSs?” We specifically highlight the current trends, dynamics, and methodological issues in MTSs to further build the foundation for improving MTS effectiveness.

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry‐level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization‐wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands‐on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.

In this investigation of officers' transformational leadership behavior, we expand the array of subordinate outcomes investigated, assess differential effects of transformational and transactional leadership behaviors, and examine differences in the occurrence and effects of such behaviors across three levels of the U.S. Army. Transformational leadership was expected to augment the effects of transactional leadership on an array of unit outcomes and across organizational levels. In support of our hypotheses, transformational behavior was found to augment the effects of transactional behaviors on followers' job motivation and affective commitment, whereas transactional behaviors were associated with subordinates' calculative commitment. Results indicated that the unique effects of transformational leadership on subordinate job motivation increased as a function of leadership level. In addition, higher ranking officers were perceived as more transformational and less passive than were lower ranking officers. Theoretical and methodological implications of these findings for transformational leadership research are discussed.

The authors developed and tested a multistage model of distal and proximal predictors of leader performance in an effort to shed greater light on the intermediate linkages between broad leader traits and performance. Predictor and criterion data were obtained from 471 noncommissioned officers in the U.S. Army. A model with cognitive ability and 3 of the Big 5 personality factors as distal antecedents, leadership experiences and motivation to lead as semidistal antecedents, and the knowledge, skills, and ability (KSAs) to lead as proximal antecedents of leader performance provided a good fit to the data. More specifically, the effects of the distal and semidistal antecedents on leader performance were partially mediated by more proximal variables, whereas leader KSAs demonstrated a relatively strong, direct influence on performance. The 1 exception was that Conscientiousness—a hypothesized distal antecedent—had a notable direct effect on leader performance. The implications of these findings for leadership research and practice are discussed.

We examined the effects of gender and organizational climate for incivility on the relationship between individuals' incivility experiences and perpetration. Based on Andersson and Pearson's (1999) concept of the incivility spiral, Naylor, Pritchard, and Ilgen's (1980) theory of behavior in organizations, and social interactionist theory (Felson & Tedeschi, 1993), we proposed an interaction between incivility experiences, organizational climate for incivility (organizational tolerance and policies), and gender in predicting incivility perpetration. Results indicate that incivility experiences predict incivility perpetration and that men are more likely to be uncivil to others when their organization tolerates rudeness. Women's incivility experiences were associated with increased incivility perpetration, but were unaffected by incivility climate. Implications for research and practice are discussed.

Teams are the foundational building blocks of the military, which uses a hierarchical structure built on and around teams to form larger units. Consequently, team effectiveness has been a substantial focus of research within the military for decades to ensure military teams have the human capabilities to complete their missions and address future challenges successfully. This research has contributed greatly to broader team theory and informed the development of evidence-based interventions. Team-focused research supported or executed by the military has yielded major insights into the nature of team performance, advanced the methods for measuring and improving team performance, and broken new ground in understanding the assembly of effective teams. Furthermore, military research has made major contributions to advancing methodological and statistical techniques for studying teams. We highlight the military contributions to the broader team literature and conclude with a discussion of critical areas of future research on teams and enduring challenges for both the military and team science as a whole. (PsycINFO Database Record

This ethnographic study explores army wives' adjustment to separation and reunion. The women were married to soldiers who were deployed for six months to the Sinai as part of the Multinational Force & Observers. Thirty-five women completed lengthy interviews before and during the separation, just before reunion, and six to eight weeks after the reunion. The women's behaviors, attitudes and perceptions at each of the four stages were noted, and researchers evaluated subjectively the degree to which subjects had adjusted to the separation and reunion. Junior enlisted families had more difficulty than others in coping with extended deployment. While reunion could be stressful as families integrated returning soldiers into family systems, experiences were not always negative. Being employed, having a social support network of friends and family, and participating in family support group activities were important to women who successfully adjusted.

This research used Bandura’s social cognitive framework of self-regulation to examine functional group leadership. Antecedents and outcomes of leader goals and leadership self-efficacy (LSE) were central to this investigation. Leaders were 96 college students who led three-person teams on either a more simple or complex production task. Results indicated that LSE predicted leader goal levels, and together LSE and leader goals predicted task strategies communicated by leaders to group members. Most effects of LSE and leader goals on group outcomes were mediated by leader strategies. In addition, LSE was instrumental to the leader’s maintenance of challenging goals when leaders confronted a complex task. Findings offered general support for extending Bandura’s self-regulation model to group leadership task settings.

The concept of cohesion is reviewed along with how it has been described or measured over time by various observers, behavioral and social scientists, and military researchers. Changes in the concept of cohesion are presented as a reflection of prevailing societal conditions and of the issues and professional concerns of scientists at particular periods in time. Specifically, it is suggested that the measurement of cohesion has resulted from (a) the definition of cohesion adopted and its operationalization, (b) the professional situation of scientists conducting cohesion research, and (c) the kinds of technology and methods available and deemed appropriate in the period. Finally, recommendations are given for the future measurement of small unit cohesion.

The question of how to develop effective leaders is one of major importance to military organizations. This study, which examines a large cohort of U.S. Military Academy cadets over time, tests the influence of cognitive and personality variables on military leadership performance over a 4-year period. Hierarchical multiple regression procedures are used to identify factors at entry into the Academy that successfully predict military development grades as upperclassmen, 3 to 4 years later. A moderately stable cross-validated model reveals cognitive factors (college entrance scores, social judgment skills, and logical reasoning) and personality factors (agreeableness and conscientiousness) that contribute to later leader performance. A main effect for gender on leader performance was also identified, with women performing better than men. The amount of variance in leader performance scores accounted for by variables examined here, although modest, is notable considering the time interval involved. Nevertheless, future studies should explore additional factors, particularly personality ones, that may influence leader performance in developing leaders.

Thirteen experiments conducted or sponsored by the Army Research Institute are reviewed. For the most part, these experiments have examined retention of military tasks performed in an operational environment. They provide empirical data on the effects of method, task, and ability variables that influence attempts to improve retention through training. These data provide information useful to trainers and training-program developers in deciding how, what, and whom to train to enhance retention and achieve greater training management effectiveness.

This study was undertaken to investigate the relationship between simulator fidelity and training effectiveness. Two aspects of simulator fidelity were manipulated, namely, the degree to which a training simulator “looked like” actual equipment (physical fidelity), and the extent to which it “acted like” real equipment (functional fidelity). A transfer of training design was used to assess learning. Performance on an electromechanical troubleshooting task was correlated with a number of individual difference variables. Results indicated that physical and functional fidelity were interdependent and that temporal measures were most sensitive to fidelity manipulations. Low functional fidelity was associated with longer problem solution and inter-response times. Persons with high analytic abilities took longer to solve problems, but required fewer troubleshooting tests and made fewer incorrect solutions.