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  • 屠志浩,李海立,何静文,赵后雨,瞿靖芮,沈兴华.军事心理选拔中择优与汰劣策略的权衡与融合[J].第二军医大学学报,2020,41(1):85-89    [点击复制]
  • TU Zhi-hao,LI Hai-li,HE Jing-wen,ZHAO Hou-yu,QU Jing-rui,SHEN Xing-hua.Select-in and select-out strategy in military psychological selection[J].Acad J Sec Mil Med Univ,2020,41(1):85-89   [点击复制]
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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*
0
(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)
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).
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