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| 军事心理选拔中择优与汰劣策略的权衡与融合 |
| 屠志浩1,李海立2,何静文3,赵后雨1,瞿靖芮1,沈兴华1* |
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(1. 海军军医大学(第二军医大学)心理系航海心理学教研室, 上海 200433;
2. 海军潜艇学院潜艇兵训练基地, 青岛 266042;
3. 海军军医大学(第二军医大学)心理系医学心理学教研室, 上海 200433
*通信作者) |
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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。 |
| 关键词: 选拔 工作绩效 择优 汰劣 |
| DOI：10.16781/j.0258-879x.2020.01.0085 |
| 投稿时间：2019-03-21修订日期：2019-04-26 |
| 基金项目:军队"十二五"重大项目（AWS12J002）. |
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| Select-in and select-out strategy in military psychological selection |
| TU Zhi-hao1,LI Hai-li2,HE Jing-wen3,ZHAO Hou-yu1,QU Jing-rui1,SHEN Xing-hua1* |
(1. Department of Naval Psychology, Faculty of Psychology, Naval Medical University(Second Military Medical University), Shanghai 200433, China;
2. Submarine Crew Training Base, Navy Submarine Academy, Qingdao 266042, Shandong, China;
3. Department of Medical Psychology, Faculty of Psychology, Naval Medical University(Second Military Medical University), Shanghai 200433, China
*Corresponding author) |
| 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. |
| Key words: selection job performance select-in select-out |
