Muhammad Rabiah S, Wolters Heather M K, Jayne Bradley S
Workforce Assessment Branch, Transportation Security Administration, Arlington, Virginia.
Center for Naval Analyses, Arlington, Virginia.
Mil Psychol. 2020 Feb 4;32(1):71-80. doi: 10.1080/08995605.2019.1654294. eCollection 2020.
Noncognitive attributes - notably personality - consistently predict important job-related outcomes for the Army (e.g., attrition, performance, disciplinary incidents) during Soldiers' first term of enlistment. Recently, the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) has conducted research suggesting that personality measures can be used to improve person-job match and enhance performance beyond first term of enlistment. This paper summarizes recent research on the relationship between personality assessments and in-service job performance. This research is important because the duties of many Army in-service job assignments (e.g., Recruiter, Drill Sergeant, non-commissioned officer [NCO] Instructor, Special Operations) differ substantially from the type of work performed by the NCOs prior to such assignments, which renders moot the truism "the best predictor of future performance is past performance." The paper also offers a conceptual framework for future research, which can add value to multiple types of in-service assignment decisions.
非认知属性——尤其是个性——始终能够预测士兵入伍首年期间陆军中与工作相关的重要结果（例如，人员流失、绩效、违纪事件）。最近，美国陆军行为与社会科学研究所（ARI）开展的研究表明，个性测评可用于改善人与工作的匹配度，并在士兵入伍首年后提高绩效。本文总结了近期关于个性评估与在职工作绩效之间关系的研究。这项研究很重要，因为陆军许多在职工作任务（例如，征兵人员、 drill sergeant、士官[NCO]教官、特种作战）的职责与士官在此类任务之前所从事的工作类型有很大不同，这使得“未来绩效的最佳预测指标是过去绩效”这一老生常谈变得毫无意义。本文还为未来研究提供了一个概念框架，可为多种在职任务决策增添价值。
