初级军官心理选拔的预测性

目的：通过建立院校学员胜任特征及初级军官评价模型,探讨初级军官心理选拔检测系统的预测性。方法：某军校340名男性本科学员入校时完成初级军官心理选拔检测,毕业前进行院校胜任特征评价,对162名学员毕业后1~5年进行部队工作表现追踪评价。结果：中国MBTI-G人格类型测验对院校学员管理能力、影响力、约束力、口头表达、军人气质、人际关系等有较好的预测性,预测符合率72.13%;中国军人明尼苏达个性调查表6项精神障碍维度对情绪稳定性有较好的预测,预测符合率71.90%;院校学员一般能力倾向测验对学业成绩、文字表达、口头表达、人际关系和决策能力等胜任特征也有一定的预测性,预测符合率66.70%;三项测验院校胜任特征总预测符合率达81.70%,部队胜任特征总预测符合率76~87%。结论：为我军初级军官心理选拔提供了实用工具,为提高心理选拔预测准确性提供了科学依据     

抗战时期周先庚的军事心理学实践与思想

周先庚在汉字心理学、教育心理学和工业心理学等多个领域做出了重要学术贡献或进行了开创性研究, 但是他在抗日战争时期军事心理学领域的贡献至今未能获得心理学界的深入认识。周先庚自1943年末开始在国民党第五军中筹办军官心理测验所, 从事军官心理测验工作。自1945年4月开始与主题统觉测验创始人默里合作从事伞兵选拔心理测评工作。在开展军事心理学实践的过程中, 周先庚提出了“创造中国本位军事心理学”的主张。周先庚在与默里开展的军事心理学合作中建立了深厚的友谊。周先庚将心理学知识用于抗日军官、伞兵的选拔上, 既体现了他的抗日精神, 也体现了他的实践精神、开创精神和中国本位精神。     

美军重视军人的职业道德教育

美军是一支资产阶级的军队。为了使这支军队有效地履行自己的职责,美军特别重视军人的职业道德教育。美军职业道德教育的特点是: 第一,具有层次性。美军对军官和士兵除了有共同的道德要求之外,还有不同的要求。美军把军官的行为基本准则归纳为“责任感”、“荣誉感”“民族感”。这些基本准则也是美军著名的西点军校学员的道德养成的座右铭。“责任感”,是对军官起码的要求。它要求军官随时准备作战,到最危险的地方去接受死亡的考验:按时按质完成一切任务,把个人的前途和愿望建立在成功地完成任务的基础上。“荣誉感”,这是军官品德的标志。它要求军官要有区别正误的能力,毫不动摇地坚持正确的东西,实事求是;一切从单位、军队、国家的     

在部队汽车驾驶员选拔中运用心理测验的研究

本项研究包括六个阶段,(1)工作分析;(2)相应的心理测验的选择;(3)进行预备测验;(4)制订选拔程序;(5)进行选拔试验,(6)结果分析.本研究着重检验了这些测验的各种效度,结果表明;所选的测验不仅具有很好的结构效度,而且还有较好的预测效度;按照我们的选拔程序选出的学员比按常规方法选出的具有明显的职业能力优势。     

人员选拔研究的新进展

本文在大量的文献基础上,从三个方面介绍了近十余年来人员选拔的新进展：预测源内容和过程研究、新兴选拔模式和内容研究、选拔有效性研究。从中可以看到人员选拔的以下几个特点：①在选拔模式和内容上．人员选拔突破了传统的框架;②选拔有效性原因研究受到重视;⑧团队成员选拔,跨文化选拔成为选拔研究的新热点．并获得了有价值的研究成果。     

基层青年军官职业倦怠的原因与对策

基层青年军官是军队基层建设的主体力量,也是军队建设的希望,由于深刻的社会原因和职业原因以及个人原因,导致部分基层青年军官产生的职业倦怠不仅制约了他们潜力的发挥,而且导致了工作的恶化,影响了军队基层整体建设。因此必须加以重视研究,并从社会、军队和基层青年军官个体方面寻求切实可行的缓解方法。     

初级指挥官人格类型与PM领导行为类型有效性的关系

通过对陆军初级指挥官人格心理类型与领导行为有效性的心理学研究 ,探讨个人的领导潜能、人格心理类型对领导行为有效性的影响。研究发现 :1方差分析表明 ,具有不同领导行为的指挥官在人格维度上存在明显的统计学差异。提示了指挥官的领导行为取向与人格因素有密切的关系。2卡方分析结果也表明 ,PM型行为的军官在其人格特征上具有“ESTJ”组合特征 ,而 pm型的军官则正好相反 ;另外 ,pm型的军官在成就动机上获得高分的人数最少。3系统聚类分析显示 ,“成就动机”、“感觉”和“判断”三种人格因素与军事指挥官完成整体领导职能有着更为密切的关系。     

领导人员选拔考试方法研究

考试在我国新时期领导人员选拔中起着很重要的作用。本文从如何进一步加强考试方法的研究做了一些探讨,并提出提高领导人员选拔考试水平的方法,即丰富考试方法,提高考试方法的信度和效度,提高考试命题的质量,加强对考试成果的分析等。     

灵魂是平等的

第二次世界大战期间,美国著名喜剧演员丹尼.凯伊赴菲律宾劳军演出。在马尼拉的一次演出前,丹尼走到前台,要求把照亮剧场中观众席的灯光全打开。请军衔高于中士的每一位军官都站起来好不好?丹尼请求道。这些军官都占着前排,骄傲     

ProjectA对我军士兵心理选拔研究的启示

美国军队选拔与分类项目（The Army’s Selection And Classification Project,Project A）是美军20世纪80年代为改进军队人员的选拔、分类和使用,加强军队质量建设而进行的一项大规模的研究工作,其目的是建立一套完整、科学、符合军队建设需要的军队人员选拔与分类方法,形成一整套用于军队人员军队人员选拔与分类的预测工具。本文简要介绍了Project A产生的背景、研究目的、基本实验设计、绩效评价系统建立、预测工具以及预测效度,并对我军开展士兵心理选拔分类以及安置的必要性和可行性做了简要分析,提出了基本构想     

A comparative view of the new journal: Assessment

The reference sections from all articles in the 1997 volumes of Assessment, Journal of Personality Assessment, and Psychological Assessment were entered into a database and analyzed. An article published in Assessment averaged almost 31 references. An article published in Journal of Personality Assessment contained an average of 33 references. Psychological Assessment averaged 38 references per article. The median age of the references in the three journals was 8 years with an interquartile range of 4 to 14 years. The Journal of Personality Assessment had the largest number of citations in this database of 5,316 references. Each of these received a relatively large number of their citations from articles published in the same journal (self-citations). Randomly selected articles from the 1997 volume of Assessment received fewer citations in the Social Science Citation Index than a similar set of articles from the other two journals. However, the data on Assessment, when compared with data available on other new scientific publications, suggests that Assessment is doing as well as other fledgling journals.     

Optimizing Prediction of Attrition With the U.S. Army's Assessment of Individual Motivation (AIM)

The regression framework is often the method of choice used by psychologists for predicting organizationally relevant outcomes from test scores. However, alternatives to regression exist, and these techniques may provide better prediction of outcomes and a more effective means of classifying examinees for selection and placement. This research describes two of these alternatives—decision tree methodology and optimal appropriateness measurement (OAM)—and how they were used to optimize the prediction of attrition among a sample of first-term enlisted soldiers (N?=?22,537) using a temperament inventory called the Assessment of Individual Motivation (AIM). Results demonstrated that the OAM approach provided better differentiation between “stayers” and “leavers” after 12 months than either the traditional logistic regression or the decision tree methods.     

Development of the Counseling Center Assessment of Psychological Symptoms-62 (CCAPS-62)

Few instruments have been designed specifically to address the needs of college counseling centers. This article reviews existing instruments and presents 4 studies that describe the development and psychometric properties of a new instrument, the Counseling Center Assessment of Psychological Symptoms-62 (CCAPS-62). Study 1 describes the initial item development, factor analysis, and preliminary scale development steps. Study 2 describes the results of exploratory and confirmatory factor analyses using data from more than 22,000 clients pooled via a national practice-research network of counseling centers. Studies 3 and 4 provide preliminary evidence of subscales' convergent validity and retest reliability. Results from these 4 studies provide support for the instrument's factor structure, construct validity, and subscale reliabilities for both the total sample and subgroups. Clinical and methodological issues pertaining to the future development of the CCAPS are discussed in the context of a national practice-research network of college counseling centers.     

Software Review

Rorschach Interpretive Assistance Program: Version 4 for Windows. John E. Exner, Jr., Irving B. Weiner, and Psychological Assessment Resources Staff. Odessa, FL: Psychological Assessment Resources, 1999, $595.     

Observations and Insights About Strengthening Our Soldiers (SOS)

The Special Issue (June 2011) of the Journal of Clinical Psychology in Medical Settings titled Strengthening Our Soldiers (SOS) and Their Families: Contemporary Psychological Advances Applied to Wartime Problems revealed the following important concerns: 1) Who is at risk for psychological sequelae during and following service in the U.S. military? 2) How to deliver the best treatment for our soldiers and veterans with PTSD, Traumatic Brain Injury and Pain? 3) How to train the trainers? and 4) What are the current priorities for service delivery, research and funding? Assessment strategies and tools are provided to assist in identification of suicidal ideation and behaviors, alcohol abuse in spouses, posttraumatic stress disorders, depression, brain injuries and post-concussion syndrome, as well as positive growth experiences. Empirically validated Cognitive Processing and Prolonged Exposure treatments are described as are the empirical results already in evidence in our military populations. The innovative use of Virtual Reality and Telehealth applications is demonstrated in both army and naval settings for preparing and reducing trauma in affected soldiers. The Functional and Occupational Rehabilitation Treatment (FORT) Program and its role in returning function to injured soldiers with musculoskeletal pain and motion restrictions, while also leading to reductions of anxiety, depression and use of medical services, is described. A critique about providing service-research for children’s reactions to their parent’s deployments and family functioning during separation and reintegration is provided. The need for theoretical-empirical approaches to understanding pain-behavior, anxiety dysregulation as it impacts the brain function and structure is provided by experts in pain, neuropsychology, brain circuitry and anxiety management of multiple traumas. This final paper in SOS provides commentary on SOS and describes possible future implications of current psychological knowledge related to military personnel and their families.     

Book Reviews

Book Reviewed in this article: Personnel and Profit: The pay-off from people by Hugo Fair. International Journal of Selection and Assessment Assessment Centres: Identifying and Developing Competence by Charles Woodruffe Psychological Testing: A Manager's Guide by John Toplis     

Healers or Interrogators: Psychology and the United States Torture Regime

United States abuses at Guantánamo and other detention centers, including the CIA's “Black Sites,“ have a long history. In the Cold War period, the CIA pursued an extensive research program on “coercive interrogations,“ which became codified in torture manuals used to train Latin American military leaders who utilized torture against their populations. Also during the Cold War, the U.S. military developed the Survival, Evasion, Resistance, Escape (SERE) program to train U.S. military personnel in resisting torture. When the U.S. government turned to torture after 9/11, they turned to SERE psychologists to develop their interrogations strategies. This occurred, first at the CIA secret Black Sites, and then at Guantánamo and elsewhere. Psychologists helped develop, implement, and standardize U.S. torture techniques. The American Psychological Association (APA), rather than oppose this use of psychologists, provided cover for U.S. interrogation abuses. They formed a task force on Psychological Ethics and National Security—stacked with a majority of members from the military-intelligence establishment, several with possible involvement in abusive interrogations. This task force supported psychologist participation in detainee interrogations. Various APA antitorture statements since then have not changed APA's pro-participation stance. As a result, a movement of psychologists arose to oppose these APA policies.     

From ABLE to TAPAS: A New Generation of Personality Tests to Support Military Selection and Classification Decisions

This article discusses 3 modern forced-choice personality tests developed for the U.S Armed Services to provide resistance to faking and other forms of response distortion: the Assessment of Individual Motivation, the Navy Computerized Adaptive Personality Scales, and the Tailored Adaptive Personality Assessment System. These tests represent the transition from Likert to forced-choice formats and from static to computerized adaptive item selection to meet the challenges of large-scale, high-stakes testing environments. For each test, we briefly describe the personality constructs that are assessed, the response format and scoring methods, and selected ongoing research and development efforts. We also highlight the potential of these tests for personnel selection, classification, and diagnostic screening purposes.     

Military Enlistment Selection and Classification: Moving Forward

This article places the articles included in this special issue within the larger context of the objectives of a selection and classification system. It examines the full range of individual differences and how, until relatively recently, a focus on training success has led to an emphasis on the cognitive subset of these differences within the military. It describes how, consistent with a greater recognition of the importance of job performance, the research described in this issue has opened the door to expanded coverage of both cognitive and noncognitive attributes. It summarizes the methodological advances that have contributed to the efficacy of new noncognitive measures. It explores how popular approaches to the measurement of classification efficiency have led to unwarranted pessimism regarding the classification potential of multiattribute measures and discusses research indicating how much greater classification efficiency is possible with existing measures. Finally, it examines potentially fruitful areas of future research to better meet military objectives. These include development of an approach to performance measurement and validity transportation that makes future military classification research feasible; exploration of currently untapped individual-difference domains, particularly those that might differentially predict across job groupings; exploration of the interaction between cognitive and noncognitive attributes; and exploration of alternative measurement techniques.