为入门级军事职业制定绩效分类法
Teresa Russell1, Matthew Allen2, Laura Ford2
1Self Employed, Roseville, Minnesota, USA.
概括
美国军方为评估入伍人员而开发了一种新的跨部门工作绩效模型. 该模型包括包括心理社会福祉在内的四大类别,为所有军事部门的绩效测量提供了一个统一的框架.
科学领域:
- 军事心理学 军事心理学
- 人力资源管理 人力资源管理
- 组织行为组织行为.
背景情况:
- 美国军队每年选择和分类大约15万名入伍人员,使用诸如武装部队职业能力电池 (ASVAB) 等评估.
- 评估这些选择和分类工具的有效性是具有挑战性的,因为不同的军事部门和职业的绩效标准各不相同.
- 现有的职业绩效测量 (JPM) 研究,从20世纪80年代至90年代到最近的研究,为开发标准化绩效指标提供了基础.
研究的目的:
- 开发一个统一的,跨部门的工作绩效模型,以创建有效的衡量第一任期入伍人员工作绩效的措施.
- 建立适用于所有美国军事服务的职业绩效维度的层次分类.
- 为未来的联合服务研究和人员评估标准开发提供框架.
主要方法:
- 综合了现有的工作绩效研究和工作绩效测量 (JPM) 项目的研究结果.
- 开发了一种性能维度的层次分类,分为33个维度,11个类别和四个大类别.
- 通过专家转译来评估维度结构,并通过军事专家的样本来评估维度的重要性.
主要成果:
- 开发的层次分类学包括四个广泛的绩效类别:技术,组织公民和同行领导,心理社会福祉和身体.
- 军事专家证实了这四个广泛的绩效类别的高度相关性和跨部门通用性.
- 所有33个绩效维度都被认为是重要的,心理社会福祉维度被每个服务评为最关键的.
结论:
- 建立的跨部门工作绩效模型为开发和完善入伍军人的绩效指标提供了强大的框架.
- 该模型的四大类和33个维度是相关的,并且可以在不同的军事服务中推广,从而促进联合服务研究.
- 对心理社会福祉的重视凸显了它在军事背景下对整体工作绩效的关键作用.
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