军事心理选拔中择优与汰劣策略的权衡与融合
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军队"十二五"重大项目(AWS12J002).


Select-in and select-out strategy in military psychological selection
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Supported by Major Project of "12th Five-Year Plan" of PLA (AWS12J002).

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    摘要:

    军事心理选拔中择优与汰劣是两种不同的选拔策略,无论在理论基础还是在选拔实践中都有巨大差异。择优选拔的本质是基于人-岗匹配理论与胜任特征理论的工作绩效预测过程,德国军官心理选拔是典型的择优选拔。汰劣选拔的本质是生理心理筛查,心理选拔中的汰劣就是筛选并淘汰智力低下、有精神障碍的候选者,我国应征公民入伍心理选拔是典型的汰劣选拔。择优与汰劣在测量项目与测量方式上存在差异。在择优与汰劣的权衡中应该考虑选拔对象、候选者绝对数量与选拔录用比、成本收益率3个因素。择优-汰劣并不是绝对的二元对立,两者能够融合在一起,美国海军潜艇艇员心理选拔量表Subscreen就是两者结合的典范。实际应用中,在考虑到选拔对象、候选者绝对数量与选拔录用比、成本收益率的情况下,应该尽可能采用择优的选拔策略,在军队特有的大规模人员选拔中也可采用择优与汰劣相结合的方式。

    Abstract:

    Select-in and select-out are two completely different strategies of military psychological selection. The two strategies vary from each other theoretically and practically. Select-in is a process of predicting job performance based on person-job fit theory and competency theory. Psychological selection of military officers in Germany is a typical select-in selection. Select-out is actually a kind of physiological and psychological screening. Select-out psychological selection aims at screening out retarded or mentally ill candidates. Psychological selection for Chinese recruits is a typical select-out selection. Select-in and select-out are different in test items and test administration. Three factors should be taken into account in the trade-off between select-in and select-out:selection objects, number of candidates and admission ratio, and cost-benefit ratio. Select-in and select-out can be merged perfectly, which can be seen in Subscreen of US submarine. In practice, selection objects, number of candidates to admission ratio, and cost-benefit ratio suggest that the select-in strategy should be taken as priority. The combination of select-in and select-out can also be used in the large-scale personnel selection in the army.

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  • 收稿日期:2019-03-21
  • 最后修改日期:2019-04-26
  • 录用日期:2019-06-03
  • 在线发布日期: 2020-01-17
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