Relationship Between Personality Traits and Officer Performance and Retention Criteria.
AIR FORCE HUMAN RESOURCES LAB BROOKS AFB TEX
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Three self-report personality inventories FCSRI-A, FCSRI-B, DAI and a peer rating scale designed to measure five personality factors surgency, agreeableness, conscientiousness, emotional stability, and culture were examined. Regression analysis techniques were applied using these measures to predict retention and officer effectiveness as measured by Officer Effectiveness Reports OERs. Analysis of the data indicated that measurements based on the peer ratings had higher predictive value for both criteria than the factor scores derived from the paper-and-pencil personality tests which rarely reached significance levels. Furthermore, peer ratings had a higher level of prediction for officer performance than retention. A regression equation including the self-report inventories, peer rating factors, and peer rating traits yielded an R of .19 for retention and an R of .36 for officer performance measures. When grade, Duty Air Force Specialty Code DAFSC and education were included as predictor variables, the correlations were .39 for retention and .43 for the OER rating. Modified author abstract
- Personnel Management and Labor Relations