入伍新兵心理选拔效度验证中的效标

Criteria in validity verification of psychological selection of recruits

入伍新兵的心理选拔是保证部队战斗力的前提。选拔的关键是预测,而预测的关键是选择合适的效标。20世纪80年代,美军著名的陆军选拔与分类项目(Project A)中对武装部队职业能力倾向测试(ASVAB)进行效度验证,主要采用实际操作测试、书面知识测试、任务绩效评定表、行为锚定评定量表等工作绩效评价,将行政与档案记录和训练绩效等作为效标。21世纪伊始,美陆军在未来战士选拔与分配的新预测因子项目(Select21)中采用陆军生活调查(ALS)、第一任期非正常退伍、未来陆军生活调查(FALS)和效标态势判断测试作为效标。我军在中国征兵心理测试系统效度验证研究中主要采用淘汰符合率作为效标。目前,我军心理选拔研究采用的效标主要存在无法反映战斗力、功能单一、选择单一等问题,针对这些问题开展心理选拔效度研究具有重要意义。本文主要介绍美军与我军对入伍新兵在心理选拔效度验证中使用的效标,并对我军心理选拔工作进行反思与展望。

Psychological selection of military recruits is the prerequisite to ensure the combat effectiveness of the troops. The key to selection is prediction, and the key to prediction is to choose the appropriate criteria. In 1980s, researchers used job performance measurement(e.g. hands-on test, written knowledge test, task performance rating scales, and behaviorally anchored rating scales), administrative/archival records and training performance as criterion to validate armed services vocational aptitude battery(ASVAB) in Army Selection and Classification Project(Project A). In 2000s, researchers used army life survey(ALS), first term attrition, future army life survey(FALS) and criterion situational judgement test as criteria in New Predictors for Selecting and Assigning Future Force Soldiers(Select21). Chinese researchers used predictive elimination accordance ratio to validate Chinese recruitment psychological screen system. At present, there are some problems in the criteria used in the research of psychological selection in our army, such as unable to reflect the combat effectiveness, single function, and single choice;it is of great significance to study the validity of psychological selection concerning these problems. This paper mainly introduces the criterion used by US army and our army in the validity verification of psychological selection of recruits, and discusses the past and prospect of psychological selection in our army.