Hostname: page-component-586b7cd67f-gb8f7 Total loading time: 0 Render date: 2024-11-28T05:31:40.120Z Has data issue: false hasContentIssue false
  • English
  • Français

Predicting the Peacetime Performance of Military Officers: Officer Selection in the Papua New Guinea Defence Force

Published online by Cambridge University Press:  05 May 2015

Louis P. Bau  and
Murray J. Dyck
Louis P. Bau*
Affiliation:
Psychology Corps Papua New Guinea Defence Force
Murray J. Dyck
Affiliation:
School of Humanities & Social Sciences, University of Central Queensland
*
Psychology Corps, Papua New Guinea Defence Force, Murray Barracks, Port Moresby, Papua New Guinea
Get access Rights & Permissions [Opens in a new window]

Abstract

This article reports an evaluation of the officer selection procedures of the Papua New Guinea Defence Force based on the performance of 195 officers. Results indicate that a linear combination of selection variables, including psychometric measures, academic achievement, interview impressions, and hands-on performance tests, was not predictably related to the criterion measure of officer performance. Post-hoc validation checks suggest that only one of the psychometric tests used in selection meets basic construct validation criteria and that the criterion measure of officer performance is unreliable. No evidence was found to support the predictive validity of selection procedures.

Type
Articles
Information
South Pacific Journal of Psychology , Volume 5 , 1992 , pp. 27 - 37
Copyright
Copyright © University of Papua New Guinea & University of Central Queensland 1992

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

REFERENCES

Alexander, R. (1988). Group homogeneity, range restriction, and range enhancement effects on correlations. Personnel Psychology, 41, 773–778.CrossRefGoogle Scholar
Borman, W. (1983). Implications of personality theory and research for the rating of work performance in organizations. In Landy, F., Zedeck, S., & Cleveland, J. (Eds.), Performance measurement and theory (pp. 127–165). Hillsdale NJ: Erlbaum Associates.Google Scholar
DeNisi, A., & Williams, K. (1988). Cognitive approaches to performance appraisal. In Rowland, K. & Ferris, G. (Eds.), Research in personnel and human resource management (pp. 109–156). Greenwich CT: JAI Press.Google Scholar
Dixon, W. (Ed.) (1985). BMDP statistical software. Berkeley: University of California Press.Google Scholar
Eaton, N., Hanser, L., Shields, J. (1987). Validating selection tests against job performance. In Zeidner, J. (Ed.), Human productivity enhancement (pp. 382–438). New York: Pragger.Google Scholar
Gross, A., & Fleishman, L. (1987). The correction for restriction of range and nonlinear regressions: An analytic study. Applied Psychological Measurement, 11, 211–217.CrossRefGoogle Scholar
Gross, A., & McGanney, M. (1987). The restriction of range problem and nonignorable selection processes. Journal of Applied Psychology, 72, 604–610.CrossRefGoogle Scholar
Hicks, R. (1969, 12). The validity of psychological test programmes in Papua New Guinea. A paper presented at Aptitude Testing-Appraisals Stage 2, Australian Institute of Management, Port Moresby, PNG.Google Scholar
Hicks, R. (1973a). Assessing verbal attainments in Papua New Guinea, 1966-1972. New Guinea Psychologist, 5, 98–105.Google Scholar
Hicks, R. (1973b, 11). The 1972 norming and test development project: A report. Port Moresby: Psychological Services Branch, Public Service Board, Papua New Guinea. (National Archives & Public Records Services of Papua New Guinea, Series 1049, Box 4252, File no. 269)Google Scholar
Hicks, R. (1981). Comments on St George & Preston's “Psychological testing in Papua New Guinea: A critical appraisal of the work of the Psychological Services Branch.” Australian Psychologist, 16, 275–277.Google Scholar
Hicks, R., & Bowlay, D. (1974). Some comparative validation figures in predicting initial success in technical studies: A note. New Guinea Psychologist, 6, 110–113.Google Scholar
Hutton, M. (1981). Letter to the editor. Australian Psychologist, 16, 281.Google Scholar
Jackson, P., & Watangia, K. (1980). Reply to: Psychological testing in Papua New Guinea: A critical appraisal of the work of the Psychological Services Branch. Australian Psychologist, 15, 501–503.Google Scholar
Klimoski, R., & Brickner, M. (1987). Why do assessment centers work? The puzzle of assessment center validity. Personnel Psychology, 40, 243–260.CrossRefGoogle Scholar
Landy, F., & Farr, J. (1980). Performance ratings. Psychological Bulletin, 87, 72–107.CrossRefGoogle Scholar
McElwain, D. (1967, 08). Cognitive factors in counselling and selection. Paper presented at the Technical Meeting on the Selection and Assessment of Pupils for Promotion or Vocational Guidance, South Pacific Commission, Goroka, PNG.Google Scholar
Mumford, M., & Owens, W. (1987). Methodology review: Principles, procedures, and findings in the application of background data measures. Applied Psychological Measurement, 11, 1–31.CrossRefGoogle Scholar
Ord, I. (1957). Report on psychological investigations and findings concerning the assessment of natives of Papua-New Guinea during the period 15 June-13 Sept., 1957. Unpublished report, Headquarters, Australian Army, Northern Command, Victoria Barracks, Brisbane.Google Scholar
Ord, I. (1959). The development of a test of cognitive capacity for indigenes of Papua and New Guinea. Unpublished master's thesis, University of Queensland.Google Scholar
Ord, I. (1966). Psychological services in Papua New Guinea. Australian Psychologist, 1, 100–105.CrossRefGoogle Scholar
Ord, I. (1967a). The New Guinea Performance Scale and its educational uses. Papua New Guinea Journal of Education, 5, 7–16.Google Scholar
Ord, I. (1967b). Manual for “New Guinea English Attainments and Skills” test series. Unpublished report, 19 Psychology Unit, Murray Barracks, PNG Command, Port Moresby, PNG.Google Scholar
Ord, I. (1968). The P.I.R. Test and its derivatives. Australian Psychologist, 2, 137–146.CrossRefGoogle Scholar
Ord, I. (1971a). Psychological test programmes and school certificate and university preliminary year results: Some findings in Papua and New Guinea. (Research Report No. 2), Port Moresby: Psychological Services Branch, Public Service Board, PNG.Google Scholar
Ord, I. (1971b). Assessing the cognitive capacities of non-literate New Guinean adults. New Guinea Psychologist Monograph Supplement, 3.Google Scholar
Preston, L., St George, A., & St George, R. (1974a). The origins and development of psychological tests in Papua New Guinea: A guide to name changes and test modifications. New Guinea Psychologist, 6, 96–103.Google Scholar
Preston, L., St George, A., & St George, R. (1974b, 01). Test information report no. 7: Pacific Reading Comprehension Test. Port Moresby: Psychological Services Branch, Public Service Commission, PNG. (National Archives & Public Records Service of Papua New Guinea, Series 1050, Box 4253, File TIR7)Google Scholar
Preston, L., St George, A., & St George, R. (1974c, 01). Test information report no. 8: Pacific Word Knowledge Test. Port Moresby: Psychological Services Branch, Public Service Commission, PNG. (National Archives & Public Records Service of Papua New Guinea, Series 1050, Box 4253, File TIR8)Google Scholar
Preston, L., St George, A., & St George, R. (1974d, 01). Test information report no. 1 : Pacific Reasoning Series Test. Port Moresby: Psychological Services Branch, Public Service Commission, PNG. (National Archives & Public Records Service of Papua New Guinea, Series 1050, Box 4253, File TIRI)Google Scholar
Price, J. (1973). Reading comprehension among preliminary year students at UPNG. New Guinea Psychologist, 5, 106–109.Google Scholar
Price, J. (1984). A look at psychology in Papua New Guinea since independence. South Pacific Journal of Psychology, 1, 1–15.CrossRefGoogle Scholar
Psychological Services Branch (1982, 02). Manual for the school leaver testing programme. Port Moresby: Public Service Commission, Papua New Guinea. (National Archives & Public Record Services of Papua New Guinea, Series 1044, Box 6964)Google Scholar
Psychological Services Branch (no date). The validity of the 1981 Adcol long course selections. Port Moresby: Public Service Commission, Papua New Guinea. (National Archives & Public Records Services of Papua New Guinea, Series 1044, Box 6964)Google Scholar
Sacket, P. (1987). Assessment centers and content validity: Some neglected issues. Personnel Psychology, 40, 13–25.CrossRefGoogle Scholar
Schmitt, N., & Robertson, I. (1990). Personnel selection. Annual Review of Psychology, 41, 289–319.CrossRefGoogle Scholar
St George, R., & Preston, R. (1980). Psychological testing in Papua New Guinea: A critical appraisal of the work of the Psychological Services Branch. Australian Psychologist, 15, 57–71.CrossRefGoogle Scholar
St George, R., & Preston, R. (1981a). Psychological testing in Papua New Guinea: A rejoinder to Hicks. Australian Psychologist, 16, 278–280.Google Scholar
St George, R., & Preston, R. (1981b). Psychological testing in Papua New Guinea: A rejoinder to Hutton. Australian Psychologist, 16, 282–283.Google Scholar
Sulsky, L., & Balzer, W. (1988). Meaning and measurement of performance rating accuracy: Some methodological and theoretical concerns. Journal of Applied Psychology, 73, 497–506.CrossRefGoogle Scholar
Wiesner, W., & Cronshaw, S. (1988). A meta-analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview. Journal of Occupational Psychology, 61, 275–290.CrossRefGoogle Scholar