Drasgow Fritz
School of Labor and Employment Relations, University of Illinois, Champaign, Illinois.
Mil Psychol. 2020 Feb 4;32(1):127-134. doi: 10.1080/08995605.2019.1652479. eCollection 2020.
Project A clearly demonstrated that performance is multidimensional and that some aspects are better predicted by noncognitive measures. Substantial research and development in the ensuing years has focused on personality and vocational interests. The articles in this special issue convincingly demonstrate that at least one personality measure developed by military researchers, the Tailored Adaptive Personality Assessment System (TAPAS), is resistant to faking, which was an important concern about earlier single statement instruments. Moreover, several articles report showing that TAPAS predicts retention and important aspects of "will do" performance. On the other hand, these papers show that TAPAS adds little or no incremental validity to "can do" aspects of performance over and above the Armed Services Vocational Aptitude Battery (ASVAB). Three measures of vocational interest are described in articles in this special issue and research has been positive about their ability to predict attrition, rates of promotion and reenlistment, and job satisfaction. A number of topics for further research are noted.
A项目清楚地表明，绩效是多维度的，而且非认知测量能更好地预测某些方面。在随后的几年里，大量的研究与开发都集中在个性和职业兴趣上。本期特刊中的文章令人信服地表明，军事研究人员开发的至少一种个性测量工具——定制适应性个性评估系统（TAPAS）——不易被伪造，而这是早期单一陈述工具所面临的一个重要问题。此外，几篇文章报告显示，TAPAS能预测留任情况以及“愿意做”的绩效的重要方面。另一方面，这些论文表明，相对于武装部队职业能力倾向测验（ASVAB），TAPAS在“能做”的绩效方面几乎没有增加效度或根本没有增加效度。本期特刊中的文章描述了三种职业兴趣测量方法，并且研究表明它们在预测人员流失、晋升率、再次入伍率和工作满意度方面的能力是积极有效的。文中还指出了一些有待进一步研究的主题。
