Laura G. Barron

Early Identification of Unmanned Aircraft Pilots Using Measures of Personality and Aptitude

This study evaluated the extent to which personality measures (Self-Description Inventory+) could improve prediction of remotely piloted aircraft (RPA) training outcomes, beyond currently used cognitive, psychomotor, and aviation knowledge and experience predictors included in the U.S. Air Force (USAF) Pilot Candidate Selection Method 2.0. Participants were 170 USAF officers with RPA Initial Flight Screening (RFS) outcomes and 110 USAF officers with RPA Instrument Qualification (RIQ) outcomes. Both RFS and RIQ emphasize development of skills traditionally required for manned aircraft pilots, also considered essential for USAF RPA pilots. Results showed significant negative relationships between the Big Five personality trait of Openness and several RPA training outcomes, and significant incremental variance explained by Openness beyond other predictors. Additionally, RFS and RIQ training outcomes were generally predicted by measures traditionally used for selection into manned aircraft pilot training courses and careers. Together, these findings suggest that personality, specifically Openness scores, and scores on traditional pilot selection measures, can serve as useful indicators in the early identification of RPA pilot talent.

Relative Validity of Distinct Spatial Abilities: An Example with Implications for Diversity

Despite the increasingly recognized importance of spatial ability in STEM (science, technology, engineering, and mathematics) fields, research to date has largely ignored distinctions in the criterion�?related validity and subgroup differences associated with theoretically distinct spatial abilities. This study aims to enhance practical understanding by spotlighting a prominent military context as an example wherein specific spatial abilities may be both differentially relevant and differentially apt to result in adverse impact. Analyses compared the relative importance of (i) spatial orientation, (ii) visualization, (iii) closure flexibility, and (iv) perceptual speed for predicting U.S. Air Force pilot performance (N = 1440), and compared subgroup differences in a large applicant sample (N = 10,643). Given that specific spatial abilities vary substantially in the extent to which gender differences exist, this study highlights the practical implications associated with the choice of particular spatial ability measures in personnel selection.

Big Five Traits: Predictors of Retesting Propensity and Score Improvement

Although most high-stakes admissions, credentialing, and pre-employment tests allow candidates to retest, relatively little is known about the personal traits of candidates who persist in retesting upon initial failure. In this study we investigated whether Big Five traits may predispose initially unsuccessful applicants to retest and subsequently improve on high-stakes cognitive ability and knowledge tests required for personnel selection. In this study personality measures (unlike the cognitive tests) did not affect selection outcomes and hence did not provide applicants incentive to distort their personality responses to gain entry into the organization. Applicants higher in conscientiousness were more likely to retest, and emotional stability positively predicted cognitive test score improvement. We discuss implications of these results for organizations considering retesting policies.

Predictive Validity of UAS/RPA Sensor Operator Training Qualification Measures

U.S. Air Force sensor operators (SOs) are enlisted aviators who work side-by-side with unmanned aerial systems/remotely piloted aircraft (UAS/RPA) pilots, providing assistance with all aspects of aircraft employment and sensor management. SO training qualification includes medical, citizenship, and security standards and aptitude requirements. The current study examined the validity of the Armed Services Vocational Aptitude Battery (ASVAB) for predicting grades of students in three SO courses. The ASVAB composites used for SO training qualification (General and Electronics) demonstrated good predictive validity for all three courses (corrected for range restriction and criterion unreliability): Basic Sensor Operator Course, n = 461, r = .541 and .535; MQ-1 Initial Qualification/Requalification Training, n = 430, r = .583 and .553; MQ-9 Initial Qualification/Requalification Training, n = 249, r = .357 and .334). Although current selection methods are effective, based on results of UAS/RPA job/task analyses, the Air Force is examining the utility of other measures to supplement the ASVAB.

Multitasking as a Predictor of Pilot Performance: Validity Beyond Serial Single-Task Assessments

Although multitasking has been identified as an important competency for many jobs, standardized preemployment tests of multitasking are uncommon, and their validity beyond separate single-task assessments is unclear. To address this gap, this study compared the validity of a preemployment multitasking assessment (with math, memorization, and monitoring tasks presented concurrently) to an assessment in which the same constituent tasks were assessed separately. Among military pilot applicants, concurrent multitasking predicted both flying and academic performance, whereas serial single-task scores and their combination predicted only academic performance. Larger multitasking decrements (i.e., operationalized as the difference between single-task and multiple-task performance of the same constituent tasks) were associated with poorer flying performance. Results suggest the potential utility of multitasking assessments in selection for military jobs requiring competing, concurrent task demands.

Aptitude and Trait Predictors of Manned and Unmanned Aircraft Pilot Job Performance

Previous research has shown that the same aptitude and trait measures that predict success in U.S. Air Force (USAF) manned aircraft pilot training predict remotely piloted aircraft (RPA) pilot training outcomes with generally similar levels of validity ( Carretta, 2013; Rose, Barron, Carretta, Arnold, & Howse, 2014). However, because USAF RPA pilots initially train in manned aircraft, validation of aptitude and traits predictive of RPA pilot success has thus far been limited to RPA pilot training outcomes that actually require manned flight. Hence, thus far, there has been no basis for determining the aptitudes and traits predictive of success in environments in which pilots actually fly RPAs. To address this gap, the present study evaluated preaccession trait (Big Five personality domains) and aptitude (spatial, quantitative, and aviation knowledge) measures as predictors of manned and unmanned aircraft pilot performance on-the-job, as measured by supervisor and senior rater stratification on 3 years of Officer Performance Reports (OPRs). Results were generally consistent in showing that the same aptitudes, knowledge, and personality traits that predict successful job performance for manned aircraft pilots also predict successful job performance for RPA pilots. However, results also showed preaccession aviation knowledge to be a stronger predictor of job performance for RPA pilots than for manned aircraft pilots. These findings and their implications for attracting and selecting RPA pilots are discussed.

Predictive Validity of Spatial Ability and Perceptual Speed Tests for Aviator Training

ABSTRACT Objective: To present a multistudy examination of spatial ability and perceptual speed tests as predictors of Air Force aviator academic and flying training outcomes. Background: Whereas verbal and math tests are commonly used in academic and pre-employment selection, spatial ability and perceptual speed testing are less common. Spatial ability and perceptual speed tests have been a mainstay in U.S. Air Force aviation training selection batteries for decades, as part of the process for selecting aviation training candidates. Method and Results: Factor analysis (Study 1) of spatial, perceptual speed, and academic aptitude tests shows a 2-factor solution. Meta-analysis results (Study 2) of the predictive validity of spatial and perceptual speed tests relative to verbal, math, and technical knowledge tests show spatial ability, aviation knowledge, and perceptual speed tests are better significant predictors of aviator flying performance, whereas academic aptitude best predicts classroom performance. Incremental validity analyses (Study 3) of spatial and perceptual speed above academic and technical knowledge for academic and pilot trainee flying performance were performed. Although spatial ability lacks incremental validity over academic and technical aptitude, perceptual speed has incremental validity above academic and technical aptitude for predicting pilot trainee flying performance. Conclusion: Perceptual speed, an aspect of spatial ability, can provide incremental predictive validity beyond academic and technical knowledge measures alone for applied science, technology, engineering, and mathematics fields like military aviation.

Validity of Spatial Ability Tests for Selection into STEM (Science, Technology, Engineering, and Math) Career Fields: The Example of Military Aviation

Quantitative and verbal aptitude tests are widely used in the context of student admissions and pre-employment screening. In contrast, there has been “contemporary neglect” of the potential for organizations to use spatial abilities testing to make informed decisions on candidates’ success in educational settings (Wai J, Lubinski D, Benbow CP, J Educ Psychol 101:817–835, 2009) and the workplace. We begin with a review of the research literature on the validity of spatial ability tests for predicting performance in STEM fields (e.g., engineering, surgery, mathematics, aviation). We address the controversy regarding the extent to which spatial abilities provide incremental validity beyond traditional measures of academic aptitude. We then present results from over a decade of U.S. Air Force research that has examined the validity of spatial ability tests relative to verbal and quantitative measures for predicting aircrew and pilot training outcomes. Finally, consistent with meta-analyses examining pilot training outcomes across several countries (e.g., Martinussen M, Int J Aviat Psychol 6:1–20, 1996), we present results showing spatial ability tests add substantive incremental validity to measures of numerical and verbal ability for predicting pilot training outcomes. Hence, organizations that fail to include spatial testing in screening may be overlooking many individuals most likely to excel in STEM fields. We conclude with a discussion of potential challenges associated with spatial ability testing and provide practical recommendations for organizations considering implementing spatial ability testing in student admissions or personnel selection.

Gender, Racial, and Ethnic Differences in Job Context and Work-Activity Preferences

Military leaders have increasingly expressed concern in response to the lack of demographic diversity within certain military occupations (e.g., women and African Americans being underrepresented in aircrew positions), as well as to recent United States Secretary of Defense instructions to open all military jobs to women that had previously been closed to them. Although a lack of demographic diversity in certain military occupations may be the result of recruiters steering recruits to specific occupations, the lack of demographic diversity may alternatively reflect preexisting differences in the types of job contexts and work activities in which recruits from different demographic groups are most likely to be interested. To evaluate demographic differences in recruits’ own work interests, we evaluated how interest in 12 general Job-Context factors and 28 specific work activities distinguished entry-level jobs by gender, race, and ethnicity in a sample of recent United States Air Force enlistees (N = 1,018). Results showed significant Realistic–Social-factor differences (i.e., interest in things vs. people) in Job-Context and Work-Activity factors most attractive to men versus women (Prediger, 1982). Differences were also found among racial/ethnic minorities and their Caucasian counterparts. Implications for military service and recruiter strategies to increase demographic diversity in occupations in which women and minorities are currently underrepresented are discussed.