Pub Date : 2014-04-03DOI: 10.1080/10508414.2014.861201
Dorothy F. Turner
This article outlines a method for selecting pilot candidates for ab initio flight training at a North American flight training unit (FTU) serving the Chinese market. Over the past 4 years the FTU has developed and implemented a ground-school-based method of assessment and selection for Chinese candidates. The method was developed in response to the lack of reliable and affordable assessment materials available for flight training candidates whose first language was other than English. Development, implementation, and the effects of assessment on the early hours of Canadian ground school are described.
{"title":"North American Ab Initio Flight Training for Chinese Pilots: A Case Study on Selection","authors":"Dorothy F. Turner","doi":"10.1080/10508414.2014.861201","DOIUrl":"https://doi.org/10.1080/10508414.2014.861201","url":null,"abstract":"This article outlines a method for selecting pilot candidates for ab initio flight training at a North American flight training unit (FTU) serving the Chinese market. Over the past 4 years the FTU has developed and implemented a ground-school-based method of assessment and selection for Chinese candidates. The method was developed in response to the lack of reliable and affordable assessment materials available for flight training candidates whose first language was other than English. Development, implementation, and the effects of assessment on the early hours of Canadian ground school are described.","PeriodicalId":83071,"journal":{"name":"The International journal of aviation psychology","volume":"24 1","pages":"83 - 92"},"PeriodicalIF":0.0,"publicationDate":"2014-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/10508414.2014.861201","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59696675","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-04-03DOI: 10.1080/10508414.2014.892764
J. Weissmuller, D. Damos
Pilot selection systems traditionally use one of three statistical approaches to model candidate performance: multiple linear regression, linear discriminant analysis, and logistic regression. This article reviews the literature comparing selection decisions using these three approaches and compares the classification accuracy of linear discriminant analysis and logistic regression to the results from two Monte Carlo simulations. Methods for adjusting to a pilot shortage are described for each statistical approach. In the second half of the article, we describe a selection system using a progressive process, rather than the traditional single- or multistage process. We discuss how system operators can adjust each of the processes to deal with a pilot shortage.
{"title":"Improving the Pilot Selection System: Statistical Approaches and Selection Processes","authors":"J. Weissmuller, D. Damos","doi":"10.1080/10508414.2014.892764","DOIUrl":"https://doi.org/10.1080/10508414.2014.892764","url":null,"abstract":"Pilot selection systems traditionally use one of three statistical approaches to model candidate performance: multiple linear regression, linear discriminant analysis, and logistic regression. This article reviews the literature comparing selection decisions using these three approaches and compares the classification accuracy of linear discriminant analysis and logistic regression to the results from two Monte Carlo simulations. Methods for adjusting to a pilot shortage are described for each statistical approach. In the second half of the article, we describe a selection system using a progressive process, rather than the traditional single- or multistage process. We discuss how system operators can adjust each of the processes to deal with a pilot shortage.","PeriodicalId":83071,"journal":{"name":"The International journal of aviation psychology","volume":"41 1","pages":"118 - 99"},"PeriodicalIF":0.0,"publicationDate":"2014-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/10508414.2014.892764","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59696834","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-04-03DOI: 10.1080/10508414.2014.892762
A. Taylor, D. Dixon-Hardy, Stephen J. Wright
Analysis of data from 1,007 U.K. general aviation (GA) accidents demonstrates the predominant cause of accidents is loss of control, exacerbated by a lack of recent flying experience. These are long-standing problems that can be targeted effectively with simulation training. Discussion on training strategies in commercial aviation reinforces the logic of introducing simulation training for the GA pilot. Conclusions drawn affirm the notion that GA safety would benefit from implementation of regulated simulation training.
{"title":"Simulation Training in U.K. General Aviation: An Undervalued Aid to Reducing Loss of Control Accidents","authors":"A. Taylor, D. Dixon-Hardy, Stephen J. Wright","doi":"10.1080/10508414.2014.892762","DOIUrl":"https://doi.org/10.1080/10508414.2014.892762","url":null,"abstract":"Analysis of data from 1,007 U.K. general aviation (GA) accidents demonstrates the predominant cause of accidents is loss of control, exacerbated by a lack of recent flying experience. These are long-standing problems that can be targeted effectively with simulation training. Discussion on training strategies in commercial aviation reinforces the logic of introducing simulation training for the GA pilot. Conclusions drawn affirm the notion that GA safety would benefit from implementation of regulated simulation training.","PeriodicalId":83071,"journal":{"name":"The International journal of aviation psychology","volume":"24 1","pages":"141 - 152"},"PeriodicalIF":0.0,"publicationDate":"2014-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/10508414.2014.892762","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59696787","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-04-03DOI: 10.1080/10508414.2014.892745
E. Bjerke, J. Palmer
{"title":"Commentary on the Article by Turner","authors":"E. Bjerke, J. Palmer","doi":"10.1080/10508414.2014.892745","DOIUrl":"https://doi.org/10.1080/10508414.2014.892745","url":null,"abstract":"","PeriodicalId":83071,"journal":{"name":"The International journal of aviation psychology","volume":"24 1","pages":"93 - 95"},"PeriodicalIF":0.0,"publicationDate":"2014-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/10508414.2014.892745","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59696345","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-01-02DOI: 10.1080/10508414.2014.861200
Anja Schwab
{"title":"Commentary on the Article by Rose et al.","authors":"Anja Schwab","doi":"10.1080/10508414.2014.861200","DOIUrl":"https://doi.org/10.1080/10508414.2014.861200","url":null,"abstract":"","PeriodicalId":83071,"journal":{"name":"The International journal of aviation psychology","volume":"24 1","pages":"53 - 56"},"PeriodicalIF":0.0,"publicationDate":"2014-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/10508414.2014.861200","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59696586","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-01-02DOI: 10.1080/10508414.2014.860844
R. King
The assessment of personality when selecting flying personnel is a frequently misunderstood endeavor. This article conceptualizes the task as a two-step process composed of discrete activities: select-in, which uses psychological testing and other methods to measure traits that have been deemed desirable during a job task analysis, and select-out, which is a medical undertaking that is actually an assessment of psychopathology rather than strictly an assessment of personality. The Americans with Disabilities Act of 1990 presents special challenges in U.S. civil aviation. Issues of response inflation and its mitigation are also considered. The unique challenges of personality disorders, particularly as an individual transitions from the military to the civil sector, are explored. Finally, an integrative approach, with one practitioner combining select-in and select-out methods, is discussed, as are the legal pitfalls of such an approach.
{"title":"Personality (and Psychopathology) Assessment in the Selection of Pilots","authors":"R. King","doi":"10.1080/10508414.2014.860844","DOIUrl":"https://doi.org/10.1080/10508414.2014.860844","url":null,"abstract":"The assessment of personality when selecting flying personnel is a frequently misunderstood endeavor. This article conceptualizes the task as a two-step process composed of discrete activities: select-in, which uses psychological testing and other methods to measure traits that have been deemed desirable during a job task analysis, and select-out, which is a medical undertaking that is actually an assessment of psychopathology rather than strictly an assessment of personality. The Americans with Disabilities Act of 1990 presents special challenges in U.S. civil aviation. Issues of response inflation and its mitigation are also considered. The unique challenges of personality disorders, particularly as an individual transitions from the military to the civil sector, are explored. Finally, an integrative approach, with one practitioner combining select-in and select-out methods, is discussed, as are the legal pitfalls of such an approach.","PeriodicalId":83071,"journal":{"name":"The International journal of aviation psychology","volume":"24 1","pages":"61 - 73"},"PeriodicalIF":0.0,"publicationDate":"2014-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/10508414.2014.860844","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59696650","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-01-02DOI: 10.1080/10508414.2014.860840
H. Eißfeldt
{"title":"Commentary on the Article by King: Select In/Select Out—What Aviation Psychology Offers for Pilot Selection","authors":"H. Eißfeldt","doi":"10.1080/10508414.2014.860840","DOIUrl":"https://doi.org/10.1080/10508414.2014.860840","url":null,"abstract":"","PeriodicalId":83071,"journal":{"name":"The International journal of aviation psychology","volume":"24 1","pages":"78 - 81"},"PeriodicalIF":0.0,"publicationDate":"2014-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/10508414.2014.860840","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59696131","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-01-02DOI: 10.1080/10508414.2014.860841
Chris M. Front
King’s article provides a much-needed clarification of the related, but distinct, psychological assessment tasks that are involved in selecting professional pilots. King distinguishes between assessment procedures aimed at identifying those applicants who possess the psychological attributes that are important for success in the aviation environment (i.e., select-in methods) versus procedures that aim to identify disqualifying psychological conditions (i.e., select-out methods). In discussing the distinct psychological assessment tasks associated with select-in versus select-out, King clarifies the often-confusing multiple connotations of the construct of personality that appear in the selection literature. He points out that select-in measures designed to assess normal variations in adult personality (e.g., NEO PI–R) are used to identify the normal personality variants of those whom task analysis research has demonstrated are most likely to be successful in the aviation environment. In contrast, tests (e.g., MMPI–2) designed to identify psychopathology are utilized in the select-out endeavor by identifying maladaptive personality traits and personality disorders, as well as other forms of psychopathology. King’s article also elucidates important legal restrictions that could snare the uninformed clinician or selection program developer. He points out that, in the civilian sector in the United States, select-out methods aimed at identifying psychopathology are considered medical procedures, and are therefore constrained by the Americans with Disabilities Act of 1990 (ADA). ADA requires that medical examinations not be performed until after a conditional job offer has been proffered.
{"title":"Commentary on the Article by King: Good to Go or Disqualified? Interrelated but Distinct Tasks, Challenges, and Tools in Pilot Selection","authors":"Chris M. Front","doi":"10.1080/10508414.2014.860841","DOIUrl":"https://doi.org/10.1080/10508414.2014.860841","url":null,"abstract":"King’s article provides a much-needed clarification of the related, but distinct, psychological assessment tasks that are involved in selecting professional pilots. King distinguishes between assessment procedures aimed at identifying those applicants who possess the psychological attributes that are important for success in the aviation environment (i.e., select-in methods) versus procedures that aim to identify disqualifying psychological conditions (i.e., select-out methods). In discussing the distinct psychological assessment tasks associated with select-in versus select-out, King clarifies the often-confusing multiple connotations of the construct of personality that appear in the selection literature. He points out that select-in measures designed to assess normal variations in adult personality (e.g., NEO PI–R) are used to identify the normal personality variants of those whom task analysis research has demonstrated are most likely to be successful in the aviation environment. In contrast, tests (e.g., MMPI–2) designed to identify psychopathology are utilized in the select-out endeavor by identifying maladaptive personality traits and personality disorders, as well as other forms of psychopathology. King’s article also elucidates important legal restrictions that could snare the uninformed clinician or selection program developer. He points out that, in the civilian sector in the United States, select-out methods aimed at identifying psychopathology are considered medical procedures, and are therefore constrained by the Americans with Disabilities Act of 1990 (ADA). ADA requires that medical examinations not be performed until after a conditional job offer has been proffered.","PeriodicalId":83071,"journal":{"name":"The International journal of aviation psychology","volume":"24 1","pages":"74 - 77"},"PeriodicalIF":0.0,"publicationDate":"2014-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/10508414.2014.860841","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59696236","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-01-02DOI: 10.1080/10508414.2014.861199
E. Salas
There is no question that in today’s aerospace world, teamwork matters. It matters for completing complex, difficult, stressful tasks when lives are at stake. And so, scientists and practitioners in this industry have sought out strategies to enhance teamwork in flight decks and beyond—that is how crew resource management (CRM) training was born. Teamwork (i.e., CRM) training has been at the front of recent aerospace research and practice with some success (see ; Kanki, Helmreich, & Anca, 2010; Salas, Burke, Bowers, & Wilson, 2001). But, as correctly noted by Hoermann and Goerke (this issue), CRM training might not be enough to ameliorate human factors issues, and other human performance-enhancing strategies and diagnostic methods are needed—like robust selection procedures. In their study, Hoermann and Goerke compared survey-based tools to a more behavioraloriented approach and found that, indeed, these tools can supplement the traditional selection procedure for pilots. Clearly, it should be noted that their dependent variables were not the strongest possible; this is indeed a weakness of the study. In this business these kinds of variables are hard to find, collect, and use. Nevertheless, this is not a surprising finding; what is interesting, and of potential practical use, is that these tools might tap a different set of skills—social skill competencies (i.e., ability to work with others). So, the more the selection approach diagnoses and predicts all the needed behaviors, cognitions, and attitudes for effective pilot performance, of course, the better. The more we know about how pilots will work with others, the better. The more we know that pilots bring a “teamwork propensity,” the better. This kind of research is needed, and as noted later more, deeper, better, robust, and scientifically rooted yet practically inherent studies are essential.
{"title":"Commentary on the Article by Hoermann and Goerke: In Search of Collective Oriented Members in the Flight Deck and Beyond—A Need, a Challenge","authors":"E. Salas","doi":"10.1080/10508414.2014.861199","DOIUrl":"https://doi.org/10.1080/10508414.2014.861199","url":null,"abstract":"There is no question that in today’s aerospace world, teamwork matters. It matters for completing complex, difficult, stressful tasks when lives are at stake. And so, scientists and practitioners in this industry have sought out strategies to enhance teamwork in flight decks and beyond—that is how crew resource management (CRM) training was born. Teamwork (i.e., CRM) training has been at the front of recent aerospace research and practice with some success (see ; Kanki, Helmreich, & Anca, 2010; Salas, Burke, Bowers, & Wilson, 2001). But, as correctly noted by Hoermann and Goerke (this issue), CRM training might not be enough to ameliorate human factors issues, and other human performance-enhancing strategies and diagnostic methods are needed—like robust selection procedures. In their study, Hoermann and Goerke compared survey-based tools to a more behavioraloriented approach and found that, indeed, these tools can supplement the traditional selection procedure for pilots. Clearly, it should be noted that their dependent variables were not the strongest possible; this is indeed a weakness of the study. In this business these kinds of variables are hard to find, collect, and use. Nevertheless, this is not a surprising finding; what is interesting, and of potential practical use, is that these tools might tap a different set of skills—social skill competencies (i.e., ability to work with others). So, the more the selection approach diagnoses and predicts all the needed behaviors, cognitions, and attitudes for effective pilot performance, of course, the better. The more we know about how pilots will work with others, the better. The more we know that pilots bring a “teamwork propensity,” the better. This kind of research is needed, and as noted later more, deeper, better, robust, and scientifically rooted yet practically inherent studies are essential.","PeriodicalId":83071,"journal":{"name":"The International journal of aviation psychology","volume":"24 1","pages":"29 - 31"},"PeriodicalIF":0.0,"publicationDate":"2014-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/10508414.2014.861199","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59696409","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-01-02DOI: 10.1080/10508414.2014.861203
A. Tvaryanas
The exponential progress in unmanned aviation and the emergence of the remotely piloted aircraft (RPA) pilot over the past decade raise the specter of a potential new class of virtual warriors. In a modern rendition of Tom Wolfe’s 1979 story, The Right Stuff, the scientific community is on the charge to define the essential qualities desired in these new warriors. Per Wolfe’s account, President Eisenhower preemptively narrowed the astronaut selection trade space by opting early on to limit the selection pool to pilots. A similar decision was made by the U.S. Air Force (USAF) leadership to select RPA pilots from the existing pool of trained aviators. Only recently has the USAF revisited that decision by developing a distinct accession pathway from officer candidate direct to RPA ground control station. The challenge henceforth is to overcome any residual anchoring bias resulting from prior experience with RPA pilot selection. Rose and colleagues add a valuable piece to the RPA pilot selection puzzle regarding the potential efficacy of personality testing. Their primary contribution was the new observation of a negative association between the Big Five personality trait of Openness, and specifically the reflective facet, and several measures of instrument flight training performance. Overall, their analysis of predictor correlations, which included measures of ability (i.e., Air Force Officer Qualifying Test Pilot 2.0, Test of Basic Aviation Skills, Pilot Candidate Selection Method 2.0, and prior flying experience) and a measure of personality (Self-Description Inventory+), bears out the general historical pattern, namely that ability plays a more central role in explaining differences in individual performance than personality. Nonetheless, the small correlations seen with personality measures should not imply a lack of practical utility, particularly when the selection aperture for a job pipeline is relatively narrow. Efforts to investigate correlations between validated measures of personality and indexes of performance are often complicated by two methodological considerations. The first consideration is context dependency: The association between personality and performance is sensitive to the effects of the environment, such as conditions of stress and arousal. The second consideration is task dependence: The association between personality and performance varies with the information processing demands of the tasks under study. Consequently, the pattern of associations between dimensions of personality and nongranular types of performance can be rather complex (Matthews, Davies, Westerman, & Stammers, 2004).
在过去十年中，无人驾驶航空的指数级发展和远程驾驶飞机(RPA)飞行员的出现引发了对潜在的新型虚拟战士的担忧。在汤姆·沃尔夫(Tom Wolfe) 1979年的小说《正确的东西》(The Right Stuff)的现代版中，科学界负责定义这些新战士所需的基本品质。根据沃尔夫的描述，艾森豪威尔总统先发制人地缩小了宇航员选拔的交易空间，他很早就选择将选拔范围限制在飞行员身上。美国空军(USAF)领导层也做出了类似的决定，从现有的训练有素的飞行员中选择RPA飞行员。直到最近，美国空军才重新审视了这一决定，制定了从军官候选人直接到RPA地面控制站的独特加入途径。今后的挑战是克服由RPA飞行员选择的先前经验造成的任何残余锚定偏差。Rose和他的同事们在RPA飞行员选择难题中增加了一个关于人格测试潜在功效的有价值的部分。他们的主要贡献是新观察到开放性的五大人格特质，特别是反思方面，与仪表飞行训练表现的几个指标之间存在负相关。总的来说，他们对预测相关性的分析，包括能力测量(即空军军官资格试飞员2.0，基本航空技能测试，飞行员候选人选拔方法2.0，以及先前的飞行经验)和性格测量(自我描述量表+)，证实了一般的历史模式，即能力在解释个人表现差异方面比性格起着更重要的作用。尽管如此，与性格测量的微小相关性并不意味着缺乏实用价值，特别是当工作管道的选择范围相对狭窄时。研究已验证的人格测量和绩效指标之间的相关性的努力，往往因两种方法上的考虑而变得复杂。首先要考虑的是情境依赖性:性格和表现之间的联系对环境的影响很敏感，比如压力和兴奋的条件。第二个考虑因素是任务依赖性:人格与绩效之间的关系随着所研究任务的信息处理需求而变化。因此，人格维度与非颗粒型绩效之间的关联模式可能相当复杂(Matthews, Davies, Westerman， & Stammers, 2004)。
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