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Air Force Work Interest Navigator (AF-WIN) to improve person-job match: Development, validation, and initial

James F Johnson1, Sophie Romay1, Laura G Barron2

  • 1Air Force Personnel Center, Randolph AFB, Texas.

Military Psychology : the Official Journal of the Division of Military Psychology, American Psychological Association
|March 27, 2024
PubMed
Summary

A new web-based tool, the Air Force Work Interest Navigator (AF-WIN), helps Air Force personnel find suitable career fields. Validation shows a strong link between AF-WIN matches and higher job satisfaction for enlisted members.

Keywords:
Vocational interestjob satisfactionmilitaryperson-job fitwork interest

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Area of Science:

  • Psychology
  • Human Resources
  • Military Science

Background:

  • Effective vocational guidance is crucial for military personnel retention and mission success.
  • Existing tools may not adequately capture the specific needs and contexts of Air Force career fields.

Purpose of the Study:

  • To develop and validate a web-based vocational interest tool (AF-WIN) for the U.S. Air Force.
  • To match enlisted personnel with suitable career fields based on work preferences.
  • To assess the tool's utility for recruits and re-trainees.

Main Methods:

  • Adapted vocational taxonomy from the Navy's Job Opportunities in the Navy (JOIN) tool.
  • Surveyed subject matter experts (SMEs) across 132 Air Force career fields.
  • Validated the tool with job incumbents, measuring job satisfaction based on AF-WIN match accuracy.

Main Results:

  • Air Force Work Interest Navigator (AF-WIN) development involved adapting existing taxonomies and SME input.
  • Job incumbents identified by AF-WIN as a good career match reported significantly higher job satisfaction.
  • Beta-testing with trainees indicated positive perceptions of the tool's accuracy, utility, and functionality.

Conclusions:

  • The AF-WIN is a validated tool for improving vocational guidance in the Air Force.
  • The tool demonstrates potential for enhancing job satisfaction and aiding in initial job assignments.
  • Further implementation in recruiting and re-training processes is supported by initial findings.