ABSTRACT

Noncognitive attributes – notably personality – consistently predict important job-related outcomes for the Army (e.g., attrition, performance, disciplinary incidents) during Soldiers’ first term of enlistment. Recently, the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) has conducted research suggesting that personality measures can be used to improve person-job match and enhance performance beyond first term of enlistment. This paper summarizes recent research on the relationship between personality assessments and in-service job performance. This research is important because the duties of many Army in-service job assignments (e.g., Recruiter, Drill Sergeant, non-commissioned officer [NCO] Instructor, Special Operations) differ substantially from the type of work performed by the NCOs prior to such assignments, which renders moot the truism “the best predictor of future performance is past performance.” The paper also offers a conceptual framework for future research, which can add value to multiple types of in-service assignment decisions.

 抽象的

非认知属性——尤其是个性——一致地预测了士兵入伍第一个任期期间与陆军工作相关的重要结果（例如，减员、表现、纪律事件）。最近，美国陆军行为与社会科学研究所（ARI）进行的研究表明，人格测量可以用来改善个人与工作的匹配度，并提高入伍后的表现。本文总结了人格评估与在职工作绩效之间关系的最新研究。这项研究很重要，因为许多陆军现役工作任务（例如征兵员、教官、士官[NCO]教官、特种作战）的职责与士官在执行此类任务之前所执行的工作类型有很大不同，这使得“未来表现的最佳预测因素是过去的表现”这一不言而喻的真理变得毫无意义。该论文还为未来的研究提供了一个概念框架，可以为多种类型的在职分配决策增加价值。