ABSTRACT
A standardized neurocognitive test battery is needed to study the effects of military isolated and confined environments on the cognitive functions of personnel. The cognitive tests currently in use have the following problems: inconsistency among different studies, no clear psychological processes, the presence of practice effect, absence of related normative data, and insufficiency in sensitivity, difficulty, and comprehensiveness. Therefore it is proposed that the neurocognitive tests for military isolated and confined environments should meet the following requirements: (1) easy to carry and easy to carry out the test; (2) the test time should be as short as possible (≤30 min); (3) suitable for repeated measuring, and the subjects can reach a stable level quickly; (4) preferably a complete set of test, the cognitive function should be comprehensively and should be closely related to specific tasks; (5) the test should be based on the norm of military isolated and confined environments and the changing curve with time, which can be used as controls; (6) the reliability and validity of the cognitive test should have been tested; (7) with high sensitivity and appropriate test difficulty; (8) the psychological process involved in the cognitive test is clear and simple, making it easy for result interpretation; and (9) the brain areas activated by cognitive test should be clear, which is convenient for further neuropsychological research. Cognition, American National Aeronautics and Space Administration (NASA) neurocognitive test battery for spaceflight, almost perfectly fits the above nine requirements. In the future when our army develops the neurocognitive test tools based on NASA Cognition, we should emphasize the following four focuses: improving the portability of the cognitive test device, developing computerized adaptive cognitive tests, clarifying the inclusion criteria of cognitive tests, and developing parallel tests with consistent psychometrics characteristics.
ABSTRACT
Select-in and select-out are two completely different strategies of military psychological selection. The two strategies vary from each other theoretically and practically. Select-in is a process of predicting job performance based on person-job fit theory and competency theory. Psychological selection of military officers in Germany is a typical selectin selection. Select-out is actually a kind of physiological and psychological screening. Select-out psychological selection aims at screening out retarded or mentally ill candidates. Psychological selection for Chinese recruits is a typical select-out selection. Select-in and select-out are different in test items and test administration. Three factors should be taken into account in the trade-off between select-in and select-out: Selection objects, number of candidates and admission ratio, and cost-benefit ratio. Select-in and select-out can be merged perfectly, which can be seen in Subscreen of US submarine. In practice, selection objects, number of candidates to admission ratio, and cost-benefit ratio suggest that the select-in strategy should be taken as priority. The combination of select-in and select-out can also be used in the large-scale personnel selection in the army.
ABSTRACT
The United States Army has studied and measured military team performance for over 60 years, and has established a complete theoretical and practical system. However, PLA is still in its infancy in this area. In this review, we introduced the research results on team performance of United States Army from 4 aspects: definition, measurement content, methods of measurement, and requirements for measurement system design. Then we also retrospectively and prospectively reviewed the research and practice of PLA in the team performance measurement.