陆军学院学员军事职业资格人格特征研究
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摘要
在军事组织与军事管理中，军事指挥员始终处于主导地位，他们的心
理品质、军事才能和领导能力，直接影响部队的军事训练效率和战斗力，
是决定军事组织能否在战争中生存并取得最终胜利的最重要的因素之一。
人格是心理品质中最重要的心理特征，表现为对人对己对环境适应的方
式。人格并没有好坏之分，但是，不同职业对人格特征倾向会有不同的要
求。具有与某种职业相适应的人格特征，会具有对其更好的职业适应性，
提高其工作绩效。军事作业环境具有极大的特殊性，在高技术军事作业环
境中工作的军事指挥员的工作任务、工作性质和工作方法有其要求的独特
性，对其心理品质的要求也远远超出常人。因此，有效地进行人格特征与
军事职业资格的预测及人格特征与陆军学院学员的选拔和培训研究就显
得十分重要。
本研究以陆军学院学员为研究对象，以修订后的中文版MBTI人格类
第四军医大学硕士学位论文 中文摘要
一
型量表为测量工具，以陆军学院学员军事职业资格评价体系为效标，通过
研究陆军学院学员军事职业资格与人格特征的关系，揭示军事职业资格对
人格特征的要求。本研究主要结果有：①首次修订完成了中文版MBTI人
格类型量表，经验证该量表具有较好的效度和信度，适用于陆军学院学员
军事职业资格选拔和测试；②建立了一套适应陆军学院学员军事职业资格
评价体系，通过11个评价因子对陆军学院学员的军事职业资格进行评价，
经过验证该效标体系具有较好的效度并取得了较好的效果；③优秀的陆军
学院学员人格特征上有独特的表现形式，个性特征表现为日、S、T、J人
格倾向。
In military organization and management, military commanders are all the time in the leading position. Their psychological features, military talent and leadership have direct influence on military training efficiency and combat effectiveness, and are one of the most important factors that decide if the military organization can exist and finally win victory in a war. Personality is one of the most psychological characteristics in psychological trait, and represents itself as the way people adapt themselves to their environment. Personality is not distinguished as good or bad. Different professions have different requirements for personality. People with a personality matching their professions will have a better professional adaptability and a higher working performance. Military operation environment is very demanding. Task, nature and way of work of military commanders working in high-tech military operation environment are very unique, demanding of them psychological trait far more than of ordinary people. Therefore, studies on effective prediction of personality and military professional status and relations of personality to selection and training of cadets are very important.
In the present study, with cadets from a military college as subjects, with naturalized Chinese version
MBTI personality type inventory as tool, and with military college cadets' military professional status
system as criterion, relations are studied between military college cadets' professional status and personality characteristics, and requirements of military professional status for personality are unveiled. The main results are as follows: (1) MBTI personality type inventory is first naturalized into Chinese version in China; Testing shows that the naturalized inventory has a high validity and credibility, suitable for military college cadets' military professional status selection and test. (2) A military professional status assessment system is established fit for cadets from military colleges; Evaluation is conducted of military professional status for cadets from a military college using 11 evaluation factors; Testing shows that the criterion system established has a good validity and achieves a good result. (3) Excellent military college cadets have unique forms and factors of representation in personality trait; Personality trait demonstrates personality inclinations as E, S, T and J.
理品质、军事才能和领导能力，直接影响部队的军事训练效率和战斗力，
是决定军事组织能否在战争中生存并取得最终胜利的最重要的因素之一。
人格是心理品质中最重要的心理特征，表现为对人对己对环境适应的方
式。人格并没有好坏之分，但是，不同职业对人格特征倾向会有不同的要
求。具有与某种职业相适应的人格特征，会具有对其更好的职业适应性，
提高其工作绩效。军事作业环境具有极大的特殊性，在高技术军事作业环
境中工作的军事指挥员的工作任务、工作性质和工作方法有其要求的独特
性，对其心理品质的要求也远远超出常人。因此，有效地进行人格特征与
军事职业资格的预测及人格特征与陆军学院学员的选拔和培训研究就显
得十分重要。
本研究以陆军学院学员为研究对象，以修订后的中文版MBTI人格类
第四军医大学硕士学位论文 中文摘要
一
型量表为测量工具，以陆军学院学员军事职业资格评价体系为效标，通过
研究陆军学院学员军事职业资格与人格特征的关系，揭示军事职业资格对
人格特征的要求。本研究主要结果有：①首次修订完成了中文版MBTI人
格类型量表，经验证该量表具有较好的效度和信度，适用于陆军学院学员
军事职业资格选拔和测试；②建立了一套适应陆军学院学员军事职业资格
评价体系，通过11个评价因子对陆军学院学员的军事职业资格进行评价，
经过验证该效标体系具有较好的效度并取得了较好的效果；③优秀的陆军
学院学员人格特征上有独特的表现形式，个性特征表现为日、S、T、J人
格倾向。
In military organization and management, military commanders are all the time in the leading position. Their psychological features, military talent and leadership have direct influence on military training efficiency and combat effectiveness, and are one of the most important factors that decide if the military organization can exist and finally win victory in a war. Personality is one of the most psychological characteristics in psychological trait, and represents itself as the way people adapt themselves to their environment. Personality is not distinguished as good or bad. Different professions have different requirements for personality. People with a personality matching their professions will have a better professional adaptability and a higher working performance. Military operation environment is very demanding. Task, nature and way of work of military commanders working in high-tech military operation environment are very unique, demanding of them psychological trait far more than of ordinary people. Therefore, studies on effective prediction of personality and military professional status and relations of personality to selection and training of cadets are very important.
In the present study, with cadets from a military college as subjects, with naturalized Chinese version
MBTI personality type inventory as tool, and with military college cadets' military professional status
system as criterion, relations are studied between military college cadets' professional status and personality characteristics, and requirements of military professional status for personality are unveiled. The main results are as follows: (1) MBTI personality type inventory is first naturalized into Chinese version in China; Testing shows that the naturalized inventory has a high validity and credibility, suitable for military college cadets' military professional status selection and test. (2) A military professional status assessment system is established fit for cadets from military colleges; Evaluation is conducted of military professional status for cadets from a military college using 11 evaluation factors; Testing shows that the criterion system established has a good validity and achieves a good result. (3) Excellent military college cadets have unique forms and factors of representation in personality trait; Personality trait demonstrates personality inclinations as E, S, T and J.
引文
1，沈善文，崔正华主编．新世纪旋风—世界军政显要谈高技术与战争，北京：国防大学出版社，1993
2. Cronin, Christopher J. Military psychology. New York: Simon & Schuster, Inc. 1998
3．赵景华，马金生主编，实用军事心理学词典．北京：国防大学出版社，1992
4．张春兴主编．现代心理学．上海：上海人民出版社，1999
5. Myers I B , MacCaulley M H. Manual: A Guide to the Development and Use of the Myers-Briggs Type Indicator. Palo Alto, CA:Consulting Psychologists Press, 1987:31-34.
6. Gardner W L, Martinko M J.The Relationship Between Psychological Types, Managerial Behavior, and Managerial Effeciveness:An Empirical Investigation.Psychol Type, 1990; 19: 35-43.
7. Moore T. Personality Test Are Back. New York:Fortune Magazine.1987:lO-12.
8. McCaulley, Mary H. Myers-Briggs Type Indicator: A bridge between counseling and consulting. Consulting Psychology Journal, 2000; 52: 117-132.
9. Myers I B. Introduction to Type(4th ed).Palo Alto, CA: Consulting Psychologists Press, 1987
10．吴岩主编．领导心理学．北京：中央编译出版社，1998
11．徐联仓，陈龙主编．管理心理学．北京：人民日报出版社，1990
12. Lewin K. Lippitt R.& White, R.K.; Pattern of Aggressive Behavior in Experimentally Created,Journal of Social Psychology, 1939; 10:271-399
13．三隅二不二主编(日)．领导行为科学．北京：光明日报出版社，1991
14. Fledller F E.A Thieory of Leadership Effectiveness. New York:Mcgraw-Hill Book Co.,1967
15. Heller FA, Wilpert B. Competence and Power in Managerial Decision Making:A Study of Senior Levels of Organization in Eight Countries. John Wiley Sons,1981
16．郑晓明，领导权变理论述评．应用心理学，1990：5(1)：19-24
17．美国西点军校编。军事领导艺术．北京：军事科学出版社，1992
18. Campbell JP. Dunnet MD. Managerial Behavior, Performace and Effectiveness. New York:McGraw-Hill, 1970
19. Van Fleet D. Toward Identifying Critical Elements in a Behavioral Descripion of Leadership. Public Personnel Management, 1974; 3:70-82
20. James HB, Lawrence JK. military Leadership. London:Beverly Hills, 1981
21．陈捷，个性与工作绩效关系研究的新进展．心理学动态，1999；7(2)：29-33
22．王黎，张建新．从人格特质角度看管理人员应付组织变革．心理学动态，2000：8(4)：57-62
23. Bass B. Sdogdill's Handbook of Leadership:A Survey of Theory and Research. New York:Free Press,1981
24. Bass B. Bass and Sdogdill's Handbook of Leadership. New York:Free Press, 1990
25. SegalD. Management, Leadershipand the Futrue Battle Field. Washington D C:Pergamon-Brassey, 1985
26. House R.The Distribution and Exercise of Power in Complex Organizations:A Meso Theory. Leadership Quarterly, 1991; 2(1):23-38
27. Lord R.,DeVader C, Alliger G.A Meta-Analysis of the Relation Between Personality Traits and Leadership Perceptions. Journal of Applied
Psychology,1986; 71:402-410
28． Bass B. Organizational Decision Making. Homewood Illionis:Richard D. Irwin, 1985
29． Bass B. Leadership and Performance beyond Expectations. New York:Free Press, 1985
30． Myers I, McCaulley M. Manual:A Guide to the Development and Use of Myers-Briggs Type Indicator. California:Consulting Psychologists Pess,1986
31． Miles R, Petty M. Leader Effectiveness in Small Bureaucracies. Academy of Management Journal, 1977; 20:238-250
32． Osborn T, Osborn D.Leadership Profiles in Latin America:How Different areLatin America Managers from Their Counterparts. Issues and Observations,1986; 6:7-10
33． Carder W, Martinko M. Using Psychological Type Theory to Understand the Manager:Past Contributions and Future directions. Working Paper, University of Mississippi, 1989
34． Routamaa V, Ponti V. Situational Leadership and the MBTI Types of Certain Filnish Managers.Conference of the Myers-Briggstype Indicator and Leadership:An International Research Conference. College Park, MD. 1994
35． Gushee AB. An Examination of the Relationship Between Personality Type and Leadership Styles.Unpuplished Master' s Thisis, University of Maryland, College Park, MD. 1990
36． Rumsey, Michael G. Personnel Selection and Classification. NJ, USA: Lawrence Erlbaum Associates, Inc. 1994
37．吴光裕．指挥员心理品质与修养．上海：上海科学普及出版社，1991
38. Milgram, Norman A. Personality Factors in Military Psychology. Handbook of Military Psychology. Chichester,England UK: John Wiley & Sons, 1991
39. Leanne E A, Francis JY. Personal Attributes as Predictors of Superios' and Subordinates' Perceptions of Military Academy Leadership. Human Relations, 1993:46(5):645-669
40. Roush P, Atwater. Using the MBTI to Understand Transformational Leadership and Self-Peception Accuracy. Military Psychology, 1992:4(1):17-34
41. Tett R P, Jackson D N, Rothstein M. Personality Measures as Predictors of Job Performance:A Meta-Analytic Review. Personnel Psychology, 1991;42:703-742
42. Hough L M, Eaton N K, Dunnette M D. Criterion-Related Validities of Personality Constructs and the Effects of Response Distortion on Those Validities. Journal of Applied Psychology, 1990; 75:581-595
43. Barrick M R, Mount M K. Autonomy as a Moderator of the Relationships between the Big Five Personality Dimensions and Job Performance. Journal of Applied Psyeholigy, 1993:78:111-118
44．董燕，苗丹民，皇甫恩．初级指挥官人格类型与PM领导行为类型有效性的关系．应用心理学，1997：3(1)：25-29
45．朱德旺，何鹏飞，魏利荣et al．武警官兵个性特点的调查研究．中国临床心理学杂志，2000；8(4)：215-217
46. Warren H C. Dictionary of Psychology. Boston: Houghton--Mifflin, 1934
47. Arthur S J. Dictionary of Psychology. NY: England Viking Penguin Inc, 1985
49. Austin J T, Villanoya P The Criterion Problem: 1917-1992. Journal of
48．荆其诚．简明心理学百科全书．湖南教育出版社，1992．
Applied Psychology, 1992; 77:838
50． Bingham W V, Freyd M. Procedures in Employment Psychology. Washington, DC: SHOW, 1926
51． Burtt H E. Principles of Employment Psychology. Boston: Houghton-Mifflin, 1926
52． Viteles M S. Industrial Psychology. New_York: Norton, 1932
53． Ewart E, Seashore S E, Tiff in J. A Factor Analysis of An Industrial Merit rating Scale. Journal Of Applied Psychology,1941; 25: 481-486
54． Rush C H, Jr. A Factorial Study of Scales Criteria. Personnel Psychology, 1953; 6:9-24
55． Cascio W F. Applied Psychology in Personnel Management. 2~ed. Virginia: Reston, 1982; 115-116
56． Cascio W F. Applied Psychology in Personnel Management. 2~ed. Virginia: Reston. 1982; 116
57． Borman W C, Motowidlo S J. Expanding the Criterion Domain to Include Elements of Contexual Performance. In: Schmitt N, Borman W C ed. Personnel Selection in Organizations. San Francisco: Jossey-Bass, 1993; 77-98
58． Motowidlo S J, Van Scotter J R. Evidence that Task Performance Should be Distinguished From Contextual Performance. Journal of Applied Psychology, 1994; 79:475-480
59． Conway J M. Analysis and Design of Mutitrait-multirater Performance Appraisal Studies. Journal Manage, 1996,22:139-162．
60． Van Scotter J P, Motowidlo S J. Interpersonal Facilitation and Job Dedication as Separate Facets of Contextual PerforMance. Journal of Applied Psychology, 1996; 81: 525-531
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70． Myers I B, MacCaulley M H. Manual: a guide to the development and use of the Myers-Briggs Type Indicaor. Consulting Psychologists Press, 1988
71． Cattell R B, Eber H W, Tatsuka M M. Handbook for the sixteen personality factor questionnaire (16PF). Champaign I L: Institute for Personality and Ability Testing, 1970
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75． Leanne E A, Francis J Y. Personal Attributes as Predictary Academy Leadership. Humna Relationa, 1993; 46(5) : 645-669
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2. Cronin, Christopher J. Military psychology. New York: Simon & Schuster, Inc. 1998
3．赵景华，马金生主编，实用军事心理学词典．北京：国防大学出版社，1992
4．张春兴主编．现代心理学．上海：上海人民出版社，1999
5. Myers I B , MacCaulley M H. Manual: A Guide to the Development and Use of the Myers-Briggs Type Indicator. Palo Alto, CA:Consulting Psychologists Press, 1987:31-34.
6. Gardner W L, Martinko M J.The Relationship Between Psychological Types, Managerial Behavior, and Managerial Effeciveness:An Empirical Investigation.Psychol Type, 1990; 19: 35-43.
7. Moore T. Personality Test Are Back. New York:Fortune Magazine.1987:lO-12.
8. McCaulley, Mary H. Myers-Briggs Type Indicator: A bridge between counseling and consulting. Consulting Psychology Journal, 2000; 52: 117-132.
9. Myers I B. Introduction to Type(4th ed).Palo Alto, CA: Consulting Psychologists Press, 1987
10．吴岩主编．领导心理学．北京：中央编译出版社，1998
11．徐联仓，陈龙主编．管理心理学．北京：人民日报出版社，1990
12. Lewin K. Lippitt R.& White, R.K.; Pattern of Aggressive Behavior in Experimentally Created,Journal of Social Psychology, 1939; 10:271-399
13．三隅二不二主编(日)．领导行为科学．北京：光明日报出版社，1991
14. Fledller F E.A Thieory of Leadership Effectiveness. New York:Mcgraw-Hill Book Co.,1967
15. Heller FA, Wilpert B. Competence and Power in Managerial Decision Making:A Study of Senior Levels of Organization in Eight Countries. John Wiley Sons,1981
16．郑晓明，领导权变理论述评．应用心理学，1990：5(1)：19-24
17．美国西点军校编。军事领导艺术．北京：军事科学出版社，1992
18. Campbell JP. Dunnet MD. Managerial Behavior, Performace and Effectiveness. New York:McGraw-Hill, 1970
19. Van Fleet D. Toward Identifying Critical Elements in a Behavioral Descripion of Leadership. Public Personnel Management, 1974; 3:70-82
20. James HB, Lawrence JK. military Leadership. London:Beverly Hills, 1981
21．陈捷，个性与工作绩效关系研究的新进展．心理学动态，1999；7(2)：29-33
22．王黎，张建新．从人格特质角度看管理人员应付组织变革．心理学动态，2000：8(4)：57-62
23. Bass B. Sdogdill's Handbook of Leadership:A Survey of Theory and Research. New York:Free Press,1981
24. Bass B. Bass and Sdogdill's Handbook of Leadership. New York:Free Press, 1990
25. SegalD. Management, Leadershipand the Futrue Battle Field. Washington D C:Pergamon-Brassey, 1985
26. House R.The Distribution and Exercise of Power in Complex Organizations:A Meso Theory. Leadership Quarterly, 1991; 2(1):23-38
27. Lord R.,DeVader C, Alliger G.A Meta-Analysis of the Relation Between Personality Traits and Leadership Perceptions. Journal of Applied
Psychology,1986; 71:402-410
28． Bass B. Organizational Decision Making. Homewood Illionis:Richard D. Irwin, 1985
29． Bass B. Leadership and Performance beyond Expectations. New York:Free Press, 1985
30． Myers I, McCaulley M. Manual:A Guide to the Development and Use of Myers-Briggs Type Indicator. California:Consulting Psychologists Pess,1986
31． Miles R, Petty M. Leader Effectiveness in Small Bureaucracies. Academy of Management Journal, 1977; 20:238-250
32． Osborn T, Osborn D.Leadership Profiles in Latin America:How Different areLatin America Managers from Their Counterparts. Issues and Observations,1986; 6:7-10
33． Carder W, Martinko M. Using Psychological Type Theory to Understand the Manager:Past Contributions and Future directions. Working Paper, University of Mississippi, 1989
34． Routamaa V, Ponti V. Situational Leadership and the MBTI Types of Certain Filnish Managers.Conference of the Myers-Briggstype Indicator and Leadership:An International Research Conference. College Park, MD. 1994
35． Gushee AB. An Examination of the Relationship Between Personality Type and Leadership Styles.Unpuplished Master' s Thisis, University of Maryland, College Park, MD. 1990
36． Rumsey, Michael G. Personnel Selection and Classification. NJ, USA: Lawrence Erlbaum Associates, Inc. 1994
37．吴光裕．指挥员心理品质与修养．上海：上海科学普及出版社，1991
38. Milgram, Norman A. Personality Factors in Military Psychology. Handbook of Military Psychology. Chichester,England UK: John Wiley & Sons, 1991
39. Leanne E A, Francis JY. Personal Attributes as Predictors of Superios' and Subordinates' Perceptions of Military Academy Leadership. Human Relations, 1993:46(5):645-669
40. Roush P, Atwater. Using the MBTI to Understand Transformational Leadership and Self-Peception Accuracy. Military Psychology, 1992:4(1):17-34
41. Tett R P, Jackson D N, Rothstein M. Personality Measures as Predictors of Job Performance:A Meta-Analytic Review. Personnel Psychology, 1991;42:703-742
42. Hough L M, Eaton N K, Dunnette M D. Criterion-Related Validities of Personality Constructs and the Effects of Response Distortion on Those Validities. Journal of Applied Psychology, 1990; 75:581-595
43. Barrick M R, Mount M K. Autonomy as a Moderator of the Relationships between the Big Five Personality Dimensions and Job Performance. Journal of Applied Psyeholigy, 1993:78:111-118
44．董燕，苗丹民，皇甫恩．初级指挥官人格类型与PM领导行为类型有效性的关系．应用心理学，1997：3(1)：25-29
45．朱德旺，何鹏飞，魏利荣et al．武警官兵个性特点的调查研究．中国临床心理学杂志，2000；8(4)：215-217
46. Warren H C. Dictionary of Psychology. Boston: Houghton--Mifflin, 1934
47. Arthur S J. Dictionary of Psychology. NY: England Viking Penguin Inc, 1985
49. Austin J T, Villanoya P The Criterion Problem: 1917-1992. Journal of
48．荆其诚．简明心理学百科全书．湖南教育出版社，1992．
Applied Psychology, 1992; 77:838
50． Bingham W V, Freyd M. Procedures in Employment Psychology. Washington, DC: SHOW, 1926
51． Burtt H E. Principles of Employment Psychology. Boston: Houghton-Mifflin, 1926
52． Viteles M S. Industrial Psychology. New_York: Norton, 1932
53． Ewart E, Seashore S E, Tiff in J. A Factor Analysis of An Industrial Merit rating Scale. Journal Of Applied Psychology,1941; 25: 481-486
54． Rush C H, Jr. A Factorial Study of Scales Criteria. Personnel Psychology, 1953; 6:9-24
55． Cascio W F. Applied Psychology in Personnel Management. 2~ed. Virginia: Reston, 1982; 115-116
56． Cascio W F. Applied Psychology in Personnel Management. 2~ed. Virginia: Reston. 1982; 116
57． Borman W C, Motowidlo S J. Expanding the Criterion Domain to Include Elements of Contexual Performance. In: Schmitt N, Borman W C ed. Personnel Selection in Organizations. San Francisco: Jossey-Bass, 1993; 77-98
58． Motowidlo S J, Van Scotter J R. Evidence that Task Performance Should be Distinguished From Contextual Performance. Journal of Applied Psychology, 1994; 79:475-480
59． Conway J M. Analysis and Design of Mutitrait-multirater Performance Appraisal Studies. Journal Manage, 1996,22:139-162．
60． Van Scotter J P, Motowidlo S J. Interpersonal Facilitation and Job Dedication as Separate Facets of Contextual PerforMance. Journal of Applied Psychology, 1996; 81: 525-531
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