ABSTRACT

U.S. Military services use the Armed Services Vocational Aptitude Battery (ASVAB) and other indicators to select and classify about 150,000 enlisted personnel annually. The effectiveness of these assessments can be difficult to gauge due to differences in criteria across services and occupations. We developed a cross-service job performance model to be used in development of measures of first-term enlisted job performance. We synthesized job performance research, starting with the services’ Job Performance Measurement (JPM) projects (1980s−1990s) through recent projects, to form performance dimensions. The dimension structure was evaluated in a retranslation exercise with performance measurement experts. The resulting hierarchical taxonomy has three levels: (a) 33 dimensions, (b) 11 categories, and (c) four broad categories. The broad performance categories are: (a) Technical, (b) Organizational Citizenship and Peer Leadership, (c) Psychosocial Well-Being, and (d) Physical. A sample of military experts judged the importance of the 33 performance dimensions. Results showed that the four broad performance categories were highly relevant to each service and generalizable across services. While all dimensions were judged important, Psychosocial Well-Being dimensions were rated as the most important by each service. The dimension structure provides a framework for criterion development and future joint-service research.

 抽象的

美国军方每年使用武装部队职业能力倾向指数（ASVAB）和其他指标对约 15 万名入伍人员进行选拔和分类。由于不同服务和职业的标准存在差异，这些评估的有效性可能很难衡量。我们开发了一个跨军种的工作绩效模型，用于制定第一期入伍工作绩效的衡量标准。我们综合了工作绩效研究，从服务部门的工作绩效衡量（JPM）项目（1980 年代−1990 年代）开始，通过最近的项目，形成绩效维度。维度结构是在性能测量专家的重新翻译练习中进行评估的。由此产生的分层分类法具有三个级别：(a) 33 个维度，(b) 11 个类别，以及 (c) 4 个大类。广泛的绩效类别包括：(a) 技术、(b) 组织公民和同事领导力、(c) 社会心理健康和 (d) 身体素质。军事专家抽样评估了 33 个性能维度的重要性。结果表明，四大绩效类别与每项服务高度相关，并且可以跨服务推广。虽然所有维度都被认为很重要，但心理社会福祉维度被每项服务评为最重要。维度结构为标准开发和未来联合服务研究提供了框架。