A criterion validation of the New Zealand Army Officer Selection Board : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Psychology at Massey University
The purpose of this research was to assess the incremental validity of selection measures employed on the New Zealand Army Officer Selection Board (OSB) over and above measures of cognitive ability. The study assessed whether the use of measures of personality, cognitive ability, peer assessment ratings, and observer competency gradings, could predict future training performance and job performance. Criterion measures of training and job performance included Officer Cadet School (OCS) performance results, supervisor ratings, and annual reporting documents. The sample population consisted of 72 New Zealand Army officers. Of these participants 15 were female and 57 were male. The average age of the participants was 27.5 years. It was hypothesised that individual elements of the assessment centre (observer ratings, psychologist ratings, and peer assessment ratings) would provide incremental validity over cognitive ability testing. It was also hypothesised that elements of the Eysenck Personality Questionnaire (EPQ-R) and the Gordon Personal Profile-Inventory (GPP-I) would be positively correlated with measures of training performance and job performance. Lastly, it was hypothesised that increased time since commissioning would be positively correlated with higher job performance. The results demonstrate that no linear combination of predictors was able to predict future training performance or job performance. Only the last hypothesis was supported and the results are discussed in light of methodological shortcomings.