通过考察个性来选拔和分类士兵：跨工作岗位的效度和区分效度。
Examining personality for the selection and classification of soldiers: Validity and differential validity across jobs.
作者信息
Nye Christopher D, White Leonard A, Drasgow Fritz, Prasad Joshua, Chernyshenko Oleksandr S, Stark Stephen
机构信息
Department of Psychology, Michigan State University, East Lansing, Michigan.
U.S. Army Research Institute, Ft. Belvoir, Virginia.
出版信息
Mil Psychol. 2020 Feb 4;32(1):60-70. doi: 10.1080/08995605.2019.1652482. eCollection 2020.
A number of past studies have demonstrated that personality traits are modest predictors of workplace attitudes and behaviors and can provide incremental validity over cognitive ability. However, less is known about the utility of personality for job classification. In addition, concerns about the effects of faking on personality measures still remain. In this study, we examined the validity of a forced choice personality measure administered under operational conditions to explore the use of personality traits in high-stakes settings. In addition, we also examined the potential use of personality for classification into military occupational specialties (MOS). We explored these issues in a large sample of Soldiers from five different MOS to examine the prediction of performance during initial military training (IMT). Results indicated that composites of personality traits were valid predictors of performance and attrition and that these composites may be useful for classifying individuals into different military occupations. The implications of these results for Soldier selection and classification are discussed.
过去的一些研究表明，人格特质对工作场所态度和行为的预测作用不大，且相对于认知能力而言，其增量效度较低。然而，对于人格在工作分类中的效用，我们所知甚少。此外，对于伪装对人格测量结果的影响，人们仍然心存疑虑。在本研究中，我们检验了在实际操作条件下进行的强制选择人格测量的效度，以探索人格特质在高风险环境中的应用。此外，我们还研究了将人格用于军事职业专长（MOS）分类的潜在用途。我们在来自五个不同军事职业专长的大量士兵样本中探讨了这些问题，以检验初始军事训练（IMT）期间的表现预测情况。结果表明，人格特质组合是表现和人员流失的有效预测指标，并且这些组合可能有助于将个体分类到不同的军事职业中。我们讨论了这些结果对士兵选拔和分类的意义。
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