Person-Job-Match (PJM) Beyond the "More is Better" Paradigm

Abstract

Paper addresses the logistical and legal challenges in utilizing non-cognitive measures for initial job classifications in the U.S. Air Force. All enlisted military applicants go through a series of steps in order to be assigned a job. Initially these steps include qualification tests like the Armed Services Vocational Aptitude Battery (ASVAB) to make sure recruits meet Congressionally-mandated minimum requirements. Once initial qualification tests are administered, psychological and medical fitness exams follow. Once all the requirements are meet an enlisted applicant is assigned a job. This paper looks to explain the use of measures that go above and beyond aptitude and ability and examine how issues of motivation, temperament, and inter-personal skills can help add predictive confidence to the person-job-match (PJM) equation. One particular measure discussed in the paper is the Self Description Inventory (SDI+).

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Document Details

Document Type
Technical Report
Publication Date
Oct 01, 2008
Accession Number
ADA594053

Entities

People

  • Johnny J. Weissmuller
  • Kenneth L. Schwartz

Tags

Communities of Interest

  • Biomedical
  • Engineered Resilient Systems
  • Human Systems

DTIC Thesaurus Topics

  • Air Force
  • Air Force Personnel
  • Attrition
  • Business Administration
  • Classification
  • Data Analysis
  • Employment
  • Enlisted Personnel
  • Information Science
  • Management Personnel
  • Military Science
  • Organizational Structure
  • Personality
  • Personnel Management
  • Psychology
  • Students
  • United States Government

Readers

  • Joint Military Operations and Doctrine.
  • Psychometric Testing or Psychological Assessment.