#31b mos 1990s manuals#
#31b mos 1990s manual#
#31b mos 1990s code#

In order to be most useful for this purpose, personality traits need to demonstrate not only validity for predicting important work outcomes but also differential validity across jobs. In other words, individuals are first screened to determine if they meet the requirements for the Service as a whole and then are classified into a specific job based on a broad range of decision criteria (e.g., qualification and personal preferences). In the US Military, individuals are first selected into one of the Services and then classified into a specific job within that Service. Altogether, this research suggests that assessments of personality traits may have utility for selecting high quality employees.ĭespite evidence for the validity and incremental validity of personality traits for predicting work outcomes, less is known about their utility for job classification. In addition, research has also shown that personality traits can add incremental validity over cognitive ability (Schmidt & Hunter, 1998) and that excluding personality from the employee selection process can result in decreased validity and biased selection decisions (Sackett, Laczo, & Lippe, 2003). The effort reported in this issue marks major changes in the selection and classification process, changes that can help both military and civilian organizations be more productive and successful.Ī growing body of research suggests that personality traits are valid predictors of a number of workplace outcomes including task performance (Barrick & Mount, 1991 Oh & Berry, 2009 Sackett & Walmsley, 2014), job satisfaction (Judge, Heller, & Mount, 2002), leadership effectiveness (Judge, Bono, Ilies, & Gerhardt, 2002), organizational citizenship behavior (OCB Borman & Motowidlo, 1997), counterproductive work behaviors (CWB Berry, Ones, & Sackett, 2007), and adaptability to military life (White, Young, & Rumsey, 2001), among other things. This special issue demonstrates the effectiveness of personality and interest measures in a military context, and how these tools are transforming the military selection and classification process. For these outcomes, noncognitive attributes such as personality and vocational interests provide critical predictive information. They do not predict well those aspects of performance which depend on the individual’s motivation to perform well over time, or to remain with the organization over time. However, cognitive tests have been shown to be limited in predicting elements of success beyond technical proficiency. Historically, cognitive testing has been the dominant tool for these purposes. Thus, selection and placement of personnel directly impact that effectiveness. What is the public significance of this article?-An organization’s effectiveness is based on the people who comprise it. The implications of these results for Soldier selection and classification are discussed. Results indicated that composites of personality traits were valid predictors of performance and attrition and that these composites may be useful for classifying individuals into different military occupations. We explored these issues in a large sample of Soldiers from five different MOS to examine the prediction of performance during initial military training (IMT). In addition, we also examined the potential use of personality for classification into military occupational specialties (MOS).

In this study, we examined the validity of a forced choice personality measure administered under operational conditions to explore the use of personality traits in high-stakes settings. In addition, concerns about the effects of faking on personality measures still remain.

However, less is known about the utility of personality for job classification.

#31b mos 1990s manuals#

These manuals explain how MOS codes were assigned and includes descriptions of the duties and responsibilities by job type.A number of past studies have demonstrated that personality traits are modest predictors of workplace attitudes and behaviors and can provide incremental validity over cognitive ability.

#31b mos 1990s manual#

War Department Technical Manual TM 12-405 Military Occupational Classification of Officers. View or downloan War Department Technical Manual TM 12-427 Military Occupational Classification of Enlisted Personnel.

#31b mos 1990s code#

Military Occupation Specialty Codes (MOS)Ī Military Occupation Specialty Code (MOS) is a numeric code used to identify a specific Army job comprised of one or more related duties and responsibilities normally requiring special knowledge and skills acquired through training and experience.