Andrew Naber
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- School: Texas A&M University
- Campus: College Station
- Department: Psychology
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Biography
Texas A&M University College Station - Psychology
Scientist at Aptima, Inc.
Defense & Space
Andrew M.
Naber, PhD
Vienna, Virginia
By training, an Industrial-Organizational Psychologist; by roles, project manager (UX, design thinking, Agile) and data scientist (e.g., SAS, R). Dedicated mixed methodologist interested in work where social science, technology, and policy intersect—particularly, individual differences and selection, individual and team training and skill acquisition, as well as performance, leadership, and culture. Designed, led, and executed lab and field studies across local government, non-profit, military, and educational settings. Planned and managed project budgets in excess of $100,000. Thoughts, comments, posts, musings, shares, and likes are mine alone and do not reflect my employers—current or historical.
@AndrewMNaber
https://www.gettysburg.edu/academics/religion/news/detail.dot?id=cf56428f-2501-4045-9c36-41bb45781065
Experience
Aptima, Inc.
Scientist
Andrew worked at Aptima, Inc. as a Scientist
Aptima, Inc.
Scientist
Andrew worked at Aptima, Inc. as a Scientist
Gartner
Research Director
Andrew worked at Gartner as a Research Director
Texas A&M University Psychology Department
PhD Research Assistant & Graduate Student (Graduated)
Andrew worked at Texas A&M University Psychology Department as a PhD Research Assistant & Graduate Student (Graduated)
RAND Corporation
Behavioral Scientist
Andrew worked at RAND Corporation as a Behavioral Scientist
Education
Gettysburg College
Bachelor's degree
Psychology
Middle Tennessee State University (MTSU)
Master's degree
Industrial and Organizational Psychology
Texas A&M University
PhD
Industrial/Organizational Psychology
Publications
Enhancing Professionalism in the US Air Force
RAND Corporation
In this report, we consider the U.S. Air Force definition of professionalism—“A personal commitment and loyalty to Air Force standards and expectations framed within an environment of shared trust, guided by Air Force Core Values” —as a starting point to address the question: What can the Air Force do to increase its professionalism?
Assessing Competencies and Proficiency of Army Intelligence Analysts Across the Career Life Cycle.
RAND Corporation
This report describes the design and execution of the evaluation approach and presents results. The evaluation approach includes identifying key analytic competencies and career life-cycle factors that affect competency development, identifying and designing methods and measures to assess analysts’ competencies and proficiency in training and on the job, and using these methods and measures to collect data from both entry-level and experienced 35F analysts. The report will be of interest to those seeking to develop and measure analytical competencies and proficiency in institutional training and on the job.
An Assessment of Options for Increasing Gender Integration in Air Force Basic Military Training
RAND Corporation
Currently, men and women in U.S. Air Force (USAF) Basic Military Training (BMT) train and sleep in gender-segregated flights of 42 to 52 trainees. Recently, USAF leadership has become concerned that current levels of gender-integrated training (GIT) in BMT do not reflect integrated working conditions in the operational USAF—especially now that all positions in the USAF are open to women. USAF leadership is also concerned that current levels of GIT do not accurately represent to new trainees or to the public that diversity is a USAF priority. It is within this context that the USAF asked the RAND Corporation to assess ways to increase GIT in BMT.
Enhancing Professionalism in the US Air Force
RAND Corporation
In this report, we consider the U.S. Air Force definition of professionalism—“A personal commitment and loyalty to Air Force standards and expectations framed within an environment of shared trust, guided by Air Force Core Values” —as a starting point to address the question: What can the Air Force do to increase its professionalism?
Assessing Competencies and Proficiency of Army Intelligence Analysts Across the Career Life Cycle.
RAND Corporation
This report describes the design and execution of the evaluation approach and presents results. The evaluation approach includes identifying key analytic competencies and career life-cycle factors that affect competency development, identifying and designing methods and measures to assess analysts’ competencies and proficiency in training and on the job, and using these methods and measures to collect data from both entry-level and experienced 35F analysts. The report will be of interest to those seeking to develop and measure analytical competencies and proficiency in institutional training and on the job.
An Assessment of Options for Increasing Gender Integration in Air Force Basic Military Training
RAND Corporation
Currently, men and women in U.S. Air Force (USAF) Basic Military Training (BMT) train and sleep in gender-segregated flights of 42 to 52 trainees. Recently, USAF leadership has become concerned that current levels of gender-integrated training (GIT) in BMT do not reflect integrated working conditions in the operational USAF—especially now that all positions in the USAF are open to women. USAF leadership is also concerned that current levels of GIT do not accurately represent to new trainees or to the public that diversity is a USAF priority. It is within this context that the USAF asked the RAND Corporation to assess ways to increase GIT in BMT.
Team members’ interaction anxiety and team training effectiveness: A catastrophic relationship?
Human Factors
In the present study, we examined the relationship between team members’ interaction anxiety and team-training effectiveness. 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. A sample of 492 students in 123 four-person teams was trained to operate a complex, computer-based team task. Interaction anxiety negatively related to team cohesion and team-training effectiveness. A cusp catastrophe model fit the data and showed that teams with more than one high-interaction-anxiety member were negatively affected. Interaction anxiety inhibits the social activities of team training, in turn reducing team-training effectiveness when there is more than one high-interaction-anxiety individual on the training team.
Enhancing Professionalism in the US Air Force
RAND Corporation
In this report, we consider the U.S. Air Force definition of professionalism—“A personal commitment and loyalty to Air Force standards and expectations framed within an environment of shared trust, guided by Air Force Core Values” —as a starting point to address the question: What can the Air Force do to increase its professionalism?
Assessing Competencies and Proficiency of Army Intelligence Analysts Across the Career Life Cycle.
RAND Corporation
This report describes the design and execution of the evaluation approach and presents results. The evaluation approach includes identifying key analytic competencies and career life-cycle factors that affect competency development, identifying and designing methods and measures to assess analysts’ competencies and proficiency in training and on the job, and using these methods and measures to collect data from both entry-level and experienced 35F analysts. The report will be of interest to those seeking to develop and measure analytical competencies and proficiency in institutional training and on the job.
An Assessment of Options for Increasing Gender Integration in Air Force Basic Military Training
RAND Corporation
Currently, men and women in U.S. Air Force (USAF) Basic Military Training (BMT) train and sleep in gender-segregated flights of 42 to 52 trainees. Recently, USAF leadership has become concerned that current levels of gender-integrated training (GIT) in BMT do not reflect integrated working conditions in the operational USAF—especially now that all positions in the USAF are open to women. USAF leadership is also concerned that current levels of GIT do not accurately represent to new trainees or to the public that diversity is a USAF priority. It is within this context that the USAF asked the RAND Corporation to assess ways to increase GIT in BMT.
Team members’ interaction anxiety and team training effectiveness: A catastrophic relationship?
Human Factors
In the present study, we examined the relationship between team members’ interaction anxiety and team-training effectiveness. 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. A sample of 492 students in 123 four-person teams was trained to operate a complex, computer-based team task. Interaction anxiety negatively related to team cohesion and team-training effectiveness. A cusp catastrophe model fit the data and showed that teams with more than one high-interaction-anxiety member were negatively affected. Interaction anxiety inhibits the social activities of team training, in turn reducing team-training effectiveness when there is more than one high-interaction-anxiety individual on the training team.
Assessing organizational culture.
in The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition.
McCausland, T. C., Li, J., & Naber, A. M. (2016) Assessing organizational culture. In The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition. Ed. Steven G. Rogelberg. Thousand Oaks, NY: Sage Publications.
Enhancing Professionalism in the US Air Force
RAND Corporation
In this report, we consider the U.S. Air Force definition of professionalism—“A personal commitment and loyalty to Air Force standards and expectations framed within an environment of shared trust, guided by Air Force Core Values” —as a starting point to address the question: What can the Air Force do to increase its professionalism?
Assessing Competencies and Proficiency of Army Intelligence Analysts Across the Career Life Cycle.
RAND Corporation
This report describes the design and execution of the evaluation approach and presents results. The evaluation approach includes identifying key analytic competencies and career life-cycle factors that affect competency development, identifying and designing methods and measures to assess analysts’ competencies and proficiency in training and on the job, and using these methods and measures to collect data from both entry-level and experienced 35F analysts. The report will be of interest to those seeking to develop and measure analytical competencies and proficiency in institutional training and on the job.
An Assessment of Options for Increasing Gender Integration in Air Force Basic Military Training
RAND Corporation
Currently, men and women in U.S. Air Force (USAF) Basic Military Training (BMT) train and sleep in gender-segregated flights of 42 to 52 trainees. Recently, USAF leadership has become concerned that current levels of gender-integrated training (GIT) in BMT do not reflect integrated working conditions in the operational USAF—especially now that all positions in the USAF are open to women. USAF leadership is also concerned that current levels of GIT do not accurately represent to new trainees or to the public that diversity is a USAF priority. It is within this context that the USAF asked the RAND Corporation to assess ways to increase GIT in BMT.
Team members’ interaction anxiety and team training effectiveness: A catastrophic relationship?
Human Factors
In the present study, we examined the relationship between team members’ interaction anxiety and team-training effectiveness. 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. A sample of 492 students in 123 four-person teams was trained to operate a complex, computer-based team task. Interaction anxiety negatively related to team cohesion and team-training effectiveness. A cusp catastrophe model fit the data and showed that teams with more than one high-interaction-anxiety member were negatively affected. Interaction anxiety inhibits the social activities of team training, in turn reducing team-training effectiveness when there is more than one high-interaction-anxiety individual on the training team.
Assessing organizational culture.
in The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition.
McCausland, T. C., Li, J., & Naber, A. M. (2016) Assessing organizational culture. In The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition. Ed. Steven G. Rogelberg. Thousand Oaks, NY: Sage Publications.
Assessing Character in U.S. Army Initial Entry Training
US Army Research Institute
The U.S. Army’s commitment to the development of adaptive Soldiers inculcated in the Army Values is a critical element of Initial Entry Training (IET) a sub-set of Initial Military Training. In IET, trainees not only learn and are assessed on technical and tactical skills, but also on character – how they live and uphold the Army Values in everyday activities. This research showcases a strategy and provides tools for assessing and tracking character in Basic Combat Training (BCT), a component of IET. Trainee responses on peer evaluations and ethical decision-making questions were digitally captured using audience response clicker technology. An Excel-based tracking tool was developed to automatically store and analyze the assessment data. The character assessment tools were developed in Part 1 and piloted in Part 2, revealing that instructional techniques and technology interacted to differentially affect learning outcomes. In Part 3, a longitudinal evaluation was conducted, providing initial empirical reliability and validity evidence for the assessment tools. This research seeks to meet the key challenge of assessing character in a manner that facilitates Soldier development while also providing Army Leaders with data analytics to inform programmatic decisions. Copies of the character assessment tools and user guides are available from the Defense Technical Information Center.
Enhancing Professionalism in the US Air Force
RAND Corporation
In this report, we consider the U.S. Air Force definition of professionalism—“A personal commitment and loyalty to Air Force standards and expectations framed within an environment of shared trust, guided by Air Force Core Values” —as a starting point to address the question: What can the Air Force do to increase its professionalism?
Assessing Competencies and Proficiency of Army Intelligence Analysts Across the Career Life Cycle.
RAND Corporation
This report describes the design and execution of the evaluation approach and presents results. The evaluation approach includes identifying key analytic competencies and career life-cycle factors that affect competency development, identifying and designing methods and measures to assess analysts’ competencies and proficiency in training and on the job, and using these methods and measures to collect data from both entry-level and experienced 35F analysts. The report will be of interest to those seeking to develop and measure analytical competencies and proficiency in institutional training and on the job.
An Assessment of Options for Increasing Gender Integration in Air Force Basic Military Training
RAND Corporation
Currently, men and women in U.S. Air Force (USAF) Basic Military Training (BMT) train and sleep in gender-segregated flights of 42 to 52 trainees. Recently, USAF leadership has become concerned that current levels of gender-integrated training (GIT) in BMT do not reflect integrated working conditions in the operational USAF—especially now that all positions in the USAF are open to women. USAF leadership is also concerned that current levels of GIT do not accurately represent to new trainees or to the public that diversity is a USAF priority. It is within this context that the USAF asked the RAND Corporation to assess ways to increase GIT in BMT.
Team members’ interaction anxiety and team training effectiveness: A catastrophic relationship?
Human Factors
In the present study, we examined the relationship between team members’ interaction anxiety and team-training effectiveness. 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. A sample of 492 students in 123 four-person teams was trained to operate a complex, computer-based team task. Interaction anxiety negatively related to team cohesion and team-training effectiveness. A cusp catastrophe model fit the data and showed that teams with more than one high-interaction-anxiety member were negatively affected. Interaction anxiety inhibits the social activities of team training, in turn reducing team-training effectiveness when there is more than one high-interaction-anxiety individual on the training team.
Assessing organizational culture.
in The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition.
McCausland, T. C., Li, J., & Naber, A. M. (2016) Assessing organizational culture. In The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition. Ed. Steven G. Rogelberg. Thousand Oaks, NY: Sage Publications.
Assessing Character in U.S. Army Initial Entry Training
US Army Research Institute
The U.S. Army’s commitment to the development of adaptive Soldiers inculcated in the Army Values is a critical element of Initial Entry Training (IET) a sub-set of Initial Military Training. In IET, trainees not only learn and are assessed on technical and tactical skills, but also on character – how they live and uphold the Army Values in everyday activities. This research showcases a strategy and provides tools for assessing and tracking character in Basic Combat Training (BCT), a component of IET. Trainee responses on peer evaluations and ethical decision-making questions were digitally captured using audience response clicker technology. An Excel-based tracking tool was developed to automatically store and analyze the assessment data. The character assessment tools were developed in Part 1 and piloted in Part 2, revealing that instructional techniques and technology interacted to differentially affect learning outcomes. In Part 3, a longitudinal evaluation was conducted, providing initial empirical reliability and validity evidence for the assessment tools. This research seeks to meet the key challenge of assessing character in a manner that facilitates Soldier development while also providing Army Leaders with data analytics to inform programmatic decisions. Copies of the character assessment tools and user guides are available from the Defense Technical Information Center.
Follower moral reasoning influences perceptions of transformational leadership behavior
Journal of Applied Social Psychology
Transformational leadership reflects charismatic, but ethical, influence on followers. However, leadership ultimately occurs through the perceptual and attribution processes within followers. Accordingly, the perception and evaluation of transformational leadership is likely to be influenced by followers' moral reasoning, which is the ability that allows individuals to identify and interpret ethically-salient issues in social environments. As predicted by social-cognitive principles of self-schemas, observers' moral reasoning positively related to the perception and positive evaluation of transformational leadership behavior, but not to positive affective reactions towards that behavior. These same relationships did not occur for the perception and evaluation of transactional leadership behavior. Implications for whistle-blowing behavior, organizational ethics, and the measurement of transformational leadership are discussed.
Enhancing Professionalism in the US Air Force
RAND Corporation
In this report, we consider the U.S. Air Force definition of professionalism—“A personal commitment and loyalty to Air Force standards and expectations framed within an environment of shared trust, guided by Air Force Core Values” —as a starting point to address the question: What can the Air Force do to increase its professionalism?
Assessing Competencies and Proficiency of Army Intelligence Analysts Across the Career Life Cycle.
RAND Corporation
This report describes the design and execution of the evaluation approach and presents results. The evaluation approach includes identifying key analytic competencies and career life-cycle factors that affect competency development, identifying and designing methods and measures to assess analysts’ competencies and proficiency in training and on the job, and using these methods and measures to collect data from both entry-level and experienced 35F analysts. The report will be of interest to those seeking to develop and measure analytical competencies and proficiency in institutional training and on the job.
An Assessment of Options for Increasing Gender Integration in Air Force Basic Military Training
RAND Corporation
Currently, men and women in U.S. Air Force (USAF) Basic Military Training (BMT) train and sleep in gender-segregated flights of 42 to 52 trainees. Recently, USAF leadership has become concerned that current levels of gender-integrated training (GIT) in BMT do not reflect integrated working conditions in the operational USAF—especially now that all positions in the USAF are open to women. USAF leadership is also concerned that current levels of GIT do not accurately represent to new trainees or to the public that diversity is a USAF priority. It is within this context that the USAF asked the RAND Corporation to assess ways to increase GIT in BMT.
Team members’ interaction anxiety and team training effectiveness: A catastrophic relationship?
Human Factors
In the present study, we examined the relationship between team members’ interaction anxiety and team-training effectiveness. 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. A sample of 492 students in 123 four-person teams was trained to operate a complex, computer-based team task. Interaction anxiety negatively related to team cohesion and team-training effectiveness. A cusp catastrophe model fit the data and showed that teams with more than one high-interaction-anxiety member were negatively affected. Interaction anxiety inhibits the social activities of team training, in turn reducing team-training effectiveness when there is more than one high-interaction-anxiety individual on the training team.
Assessing organizational culture.
in The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition.
McCausland, T. C., Li, J., & Naber, A. M. (2016) Assessing organizational culture. In The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition. Ed. Steven G. Rogelberg. Thousand Oaks, NY: Sage Publications.
Assessing Character in U.S. Army Initial Entry Training
US Army Research Institute
The U.S. Army’s commitment to the development of adaptive Soldiers inculcated in the Army Values is a critical element of Initial Entry Training (IET) a sub-set of Initial Military Training. In IET, trainees not only learn and are assessed on technical and tactical skills, but also on character – how they live and uphold the Army Values in everyday activities. This research showcases a strategy and provides tools for assessing and tracking character in Basic Combat Training (BCT), a component of IET. Trainee responses on peer evaluations and ethical decision-making questions were digitally captured using audience response clicker technology. An Excel-based tracking tool was developed to automatically store and analyze the assessment data. The character assessment tools were developed in Part 1 and piloted in Part 2, revealing that instructional techniques and technology interacted to differentially affect learning outcomes. In Part 3, a longitudinal evaluation was conducted, providing initial empirical reliability and validity evidence for the assessment tools. This research seeks to meet the key challenge of assessing character in a manner that facilitates Soldier development while also providing Army Leaders with data analytics to inform programmatic decisions. Copies of the character assessment tools and user guides are available from the Defense Technical Information Center.
Follower moral reasoning influences perceptions of transformational leadership behavior
Journal of Applied Social Psychology
Transformational leadership reflects charismatic, but ethical, influence on followers. However, leadership ultimately occurs through the perceptual and attribution processes within followers. Accordingly, the perception and evaluation of transformational leadership is likely to be influenced by followers' moral reasoning, which is the ability that allows individuals to identify and interpret ethically-salient issues in social environments. As predicted by social-cognitive principles of self-schemas, observers' moral reasoning positively related to the perception and positive evaluation of transformational leadership behavior, but not to positive affective reactions towards that behavior. These same relationships did not occur for the perception and evaluation of transactional leadership behavior. Implications for whistle-blowing behavior, organizational ethics, and the measurement of transformational leadership are discussed.
The relative influence of trustor and trustee individual differences on peer assessments of trust
Personality and Individual Differences
Highlights •Cognitive and noncognitive individual differences foster trust among team members. •The individual differences of both trustors and trustees affect trust. •Individual differences continue to affect trust over time.
Enhancing Professionalism in the US Air Force
RAND Corporation
In this report, we consider the U.S. Air Force definition of professionalism—“A personal commitment and loyalty to Air Force standards and expectations framed within an environment of shared trust, guided by Air Force Core Values” —as a starting point to address the question: What can the Air Force do to increase its professionalism?
Assessing Competencies and Proficiency of Army Intelligence Analysts Across the Career Life Cycle.
RAND Corporation
This report describes the design and execution of the evaluation approach and presents results. The evaluation approach includes identifying key analytic competencies and career life-cycle factors that affect competency development, identifying and designing methods and measures to assess analysts’ competencies and proficiency in training and on the job, and using these methods and measures to collect data from both entry-level and experienced 35F analysts. The report will be of interest to those seeking to develop and measure analytical competencies and proficiency in institutional training and on the job.
An Assessment of Options for Increasing Gender Integration in Air Force Basic Military Training
RAND Corporation
Currently, men and women in U.S. Air Force (USAF) Basic Military Training (BMT) train and sleep in gender-segregated flights of 42 to 52 trainees. Recently, USAF leadership has become concerned that current levels of gender-integrated training (GIT) in BMT do not reflect integrated working conditions in the operational USAF—especially now that all positions in the USAF are open to women. USAF leadership is also concerned that current levels of GIT do not accurately represent to new trainees or to the public that diversity is a USAF priority. It is within this context that the USAF asked the RAND Corporation to assess ways to increase GIT in BMT.
Team members’ interaction anxiety and team training effectiveness: A catastrophic relationship?
Human Factors
In the present study, we examined the relationship between team members’ interaction anxiety and team-training effectiveness. 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. A sample of 492 students in 123 four-person teams was trained to operate a complex, computer-based team task. Interaction anxiety negatively related to team cohesion and team-training effectiveness. A cusp catastrophe model fit the data and showed that teams with more than one high-interaction-anxiety member were negatively affected. Interaction anxiety inhibits the social activities of team training, in turn reducing team-training effectiveness when there is more than one high-interaction-anxiety individual on the training team.
Assessing organizational culture.
in The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition.
McCausland, T. C., Li, J., & Naber, A. M. (2016) Assessing organizational culture. In The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition. Ed. Steven G. Rogelberg. Thousand Oaks, NY: Sage Publications.
Assessing Character in U.S. Army Initial Entry Training
US Army Research Institute
The U.S. Army’s commitment to the development of adaptive Soldiers inculcated in the Army Values is a critical element of Initial Entry Training (IET) a sub-set of Initial Military Training. In IET, trainees not only learn and are assessed on technical and tactical skills, but also on character – how they live and uphold the Army Values in everyday activities. This research showcases a strategy and provides tools for assessing and tracking character in Basic Combat Training (BCT), a component of IET. Trainee responses on peer evaluations and ethical decision-making questions were digitally captured using audience response clicker technology. An Excel-based tracking tool was developed to automatically store and analyze the assessment data. The character assessment tools were developed in Part 1 and piloted in Part 2, revealing that instructional techniques and technology interacted to differentially affect learning outcomes. In Part 3, a longitudinal evaluation was conducted, providing initial empirical reliability and validity evidence for the assessment tools. This research seeks to meet the key challenge of assessing character in a manner that facilitates Soldier development while also providing Army Leaders with data analytics to inform programmatic decisions. Copies of the character assessment tools and user guides are available from the Defense Technical Information Center.
Follower moral reasoning influences perceptions of transformational leadership behavior
Journal of Applied Social Psychology
Transformational leadership reflects charismatic, but ethical, influence on followers. However, leadership ultimately occurs through the perceptual and attribution processes within followers. Accordingly, the perception and evaluation of transformational leadership is likely to be influenced by followers' moral reasoning, which is the ability that allows individuals to identify and interpret ethically-salient issues in social environments. As predicted by social-cognitive principles of self-schemas, observers' moral reasoning positively related to the perception and positive evaluation of transformational leadership behavior, but not to positive affective reactions towards that behavior. These same relationships did not occur for the perception and evaluation of transactional leadership behavior. Implications for whistle-blowing behavior, organizational ethics, and the measurement of transformational leadership are discussed.
The relative influence of trustor and trustee individual differences on peer assessments of trust
Personality and Individual Differences
Highlights •Cognitive and noncognitive individual differences foster trust among team members. •The individual differences of both trustors and trustees affect trust. •Individual differences continue to affect trust over time.
The comparative effectiveness of distributed and colocated team after-action reviews
Human Performance
Despite their frequent use in the military and private sectors, the comparative effectiveness of colocated and distributed after-action reviews (AARs) is relatively unknown. Consequently, this study examined the comparative effectiveness of colocated and distributed AARs across taskwork and teamwork outcomes. Data were obtained from 492 participants randomly assigned to 123 four-person teams who participated in one of six AAR conditions. The results indicated that teams in the AAR conditions had significantly higher performance and team efficacy scores than the teams in the non-AAR conditions. In summary, the findings highlight that regardless of the training environment or type of AAR, the AAR remains an effective method at increasing performance and other outcomes. Therefore, the use of distributed AARs does not engender the posited process losses that were hypothesized.