促进军事培训学校的包容性招募和选择:免除录取与重新考试
Daniel McNeish1, Denis Dumas2, Yixiao Dong3
1Department of Psychology, Arizona State University.
The Journal of applied psychology
|October 19, 2023
概括
重复测试,而不是豁免,改善了美国海岸警卫队的培训成果,特别是代表性不足的少数群体 (URM). 重试确保新兵符合武装部队职业能力电池 (ASVAB) 标准,有助于劳动力的多样性.
科学领域:
- 人力资源 人力资源 人力资源
- 组织心理学 组织心理学
- 军事人员管理 军事人员管理
背景情况:
- 包括美国武装部队在内的组织都专注于使劳动力多样化.
- 美国海岸警卫队 (USCG) 在人员多样化方面面临着挑战.
- 武装部队职业能力电池 (ASVAB) 对于USCG新兵培训学校的分配至关重要.
研究的目的:
- 为了比较重新测试与入学豁免在USCG新兵培训学校的成绩上的有效性.
- 专门研究代表性不足的少数民族 (URM) 招聘人员的结果.
- 为了提高多样性和成功,为USCG的招聘和选择策略提供信息.
主要方法:
- 从16624名USCG新兵 (2013-2021) 的数据分析.
- 利用增强的逆倾向加权模型来考虑进入入学途径的自我选择.
- 基于初始资格,重新考试或豁免录取的培训结果的比较.
主要成果:
- 最初合格的新兵和重新考试的新兵之间的培训结果没有显著差异.
- 通过豁免被录取的新兵不太可能及时完成培训,需要更多的补救培训.
- 对URM招聘人员来说,重新测试对豁免的好处更为明显.
结论:
- 重复测试似乎是一个比豁免更有效的策略,以获得USCG培训的成功.
- 重复测试可以作为增强劳动力多样性的宝贵工具,特别是对于URM招聘人员.
- 调查结果建议修订USCG招生政策,以支持代表性不足的群体进行重新测试.
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