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Updated: Mar 13, 2026

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Psychometric Personality Differences Between Candidates in Astronaut Selection.

Justin M Mittelstädt1, Yvonne Pecena, Viktor Oubaid

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|October 26, 2016
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This summary is machine-generated.

Personality traits significantly impact astronaut selection success. High Neuroticism and low Agreeableness were linked to failure, while Achievement and Vitality correlated with overall assessment ratings, suggesting a "Right Stuff" profile is beneficial.

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Area of Science:

  • Psychology
  • Aerospace Medicine

Background:

  • Investigates personality traits as predictors of astronaut selection success.
  • Compares personality profiles of successful and unsuccessful astronaut candidates.
  • Examines if personality traits predict overall assessment ratings.

Purpose of the Study:

  • To identify key personality differences between successful and unsuccessful astronaut candidates.
  • To determine the predictive validity of personality traits for astronaut selection outcomes.
  • To explore the influence of personality on final assessment ratings.

Main Methods:

  • Utilized data from 902 European Space Agency (ESA) astronaut candidates in 2008/2009.
  • Administered the Temperament Structure Scales (TSS) and NEO Personality Inventory Revised (NEO-PI-R).
  • Compared personality profiles of candidates psychologically recommended versus those failing basic aptitude or assessment stages.

Main Results:

  • Candidates failing basic aptitude testing exhibited higher Neuroticism and lower Agreeableness.
  • Significant correlations were found between TSS scales for Achievement and Vitality and the overall assessment rating.
  • Personality profiles differed significantly between candidates who passed and failed selection phases.

Conclusions:

  • A personality profile akin to Helmreich's "Right Stuff" is advantageous for astronaut selection.
  • Findings suggest that specific personality traits can predict performance in astronaut selection.
  • The study discusses the potential impact of test anxiety on candidate performance.