초급간부 선발도구 개발 및 타당성 분석
Development and Validation of Selection Battery for Cadets
0
조회
0
다운로드
0
인용
0
참고문헌
키워드
초록
본 연구는 군 간부를 위한 역량을 정의하고, 이를 바탕으로 한 선발도구를 개발하여 타당성을 확인하고자 하였다. 먼저 군 간부 역량을 도출하기 위해 역량모델링을 수행하고 11개의 군 간부역량군을 도출하였다. 그리고 이를 바탕을 3종의 하위검사로 구성된 직무적성검사(인지능력적성검사, 직무성격검사, 상황판단검사)와 구조화된 면접을 개발하고그 개발과정 및 유형을 제시하였다. 마지막으로 개발된 직무적성검사는 2008년 한 해 동안 시행한 선발 검사데이터를 가지고 육군과 해군을 대상으로 검사의타당도 검증 연구를 수행하였다. 양성교육 성적을 준거로 한 타당도 분석결과인지능력적성검사는 육군(r=.46), 해군(r=.30)의 상관을 보였고, 직무성격검사와상황판단검사는 인지능력적성검사보다는 다소 낮으나 유의미한 결과를 보였다.
Abstract
The purpose of this study was to identify competencies for the armed forces, to develop competency based selection battery, and analyze their validity. In order to build a competency model, we reviewed relevant literature, interviewed the officers, drew 111 competencies from sources, and performed factor analysis. The result of factor analysis revealed that the Officers and Non-Commissioned Officers competency model was composed of 11 competency clusters. Next, we developed the paper-and-pencil Aptitude test battery that composed of Cognitive test, Job Personality test, and Situational judgement test, and the Structured interview. The Aptitude test battery scores and Officer Training School training performance data were available for 2,180 cadets, and these data were used to assess the validity of the Aptitude test battery in predicting student performance. The results indicated that Aptitude test battery remains a valid predictor of Officer Training School training grades.
참고문헌 (12)
- 장교 선발을 위한 평가 도구 개발(Ⅰ), "최광현", ~, pp.한국국방연구원 연구보고서 인04-2091 (2004)
- 간부선발제도 개발 및 시험적용, "최광현", ~, pp.한국국방연구원 연구보고서 인07-2448 (2007)
- 초급간부 선발측정 개선방안 연구, "최광현", ~, pp.운2008-2674 (2008)
- Anastsi, A., "Psychological testing(6th ed.)" (1988), Macmillan Publishing Company
- Barrick, M. R., "Effect of impression management and self-deception on the predictive validity of personality constructs", Journal of Applied Psychology, 81, pp.262~272 (1996)
- Hogan, R., "Personality measurement and Employment Decisions: Questions and Answers", American Psychologist, 51(5), pp.469~477 (1996)
- McClelland, D. C., "Testing for Competence rather than for Intelligence", American Psychologists, pp.1~14 (1973)
- McDaniel, M. A., "Use of situational judgment tests to predict job performance: A classification of the literature", Journal of Applied Psychology, 86(4), pp.730~740 (2001)
- Ree, M. J., "Intelligence is the best predictor of job performance", Current Directions in Psychological Science, 1, pp.86~89 (1992)
- Ree, M.J., "Predicting job performance: Not much more than g", Journal of Applied Psychology, 79, pp.518~524 (1994)
- Ree, M. J., "General cognitive ability and occupational performance. in: International Review of Industrial and Organizational Psychology(Vol. 13)", pp.159~184 (1998), Wiley
- Spencer, L. M., "Competency at work" (1993), John Willy & Sons