入伍新兵心理选拔效度验证中的效标

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。上世纪80年代，美军著名的陆军选拔与分类项目中对武装部队职业能力倾向测试进行效度验证，主要采用实际操作测试、书面知识测试、任务绩效评定表、行为锚定量表等工作绩效评价，行政以及档案记录与训练绩效等作为效标。新世纪伊始，美陆军在未来战士选拔与分配的新预测因子项目中采用陆军生活调查，第一任期非正常退伍，并开发未来陆军生活调查以及效标态势判断测试作为效标。我军《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应战斗力、功能单一、选择单一等问题，最后作者对我军心理选拔效度研究提出针对性意见并做出展望。

Criterions of Validity Studies on Enlisted Personnel Psychological Selection

Psychological selection of military personnel 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 criterion. In 1980s, researchers used job performance measurement (e.g. hands-on tests, 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, Future Army Life Survey and criterion situational judgement test as criterion 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 (CRPSS). Then the authors reflected the research and practice of PLA in the field of military psychological selection and gave some advice.