Last Published:  07/31/19 10:05:30 AM (Central)
Responsible Element: Human Factors and Behavioral Performance (HFBP)
Status: Open
Description
a) Initial state

A long history of research exists in the field of personnel psychology, and this research provides evidence that several psychological measures can be implemented during employee selection to save organizations time and money by reducing the selection of individuals who cannot actually or easily be trained to perform the job without significant risk of injury or error. The benefits to organizations are reduced error in selecting the wrong people, reduced training costs, reduced errors on the job, etc.  However, many of the most predictive psychological measures are most predictive in certain combination for specific types of jobs in specific contexts for a limited time period of performance.  We do not know what combination of these traditionally predictive combinations of psychological measures will most efficiently and accurately predict individuals most or least likely, to succeed in terms of team health and performance for long duration spaceflight.  The astronaut job is unique and difficult to compare with other jobs that have evidence available, and the standards for successful astronaut performance are much broader, higher, and longer than performance standards are in typical jobs.  Research needs to inform operations of those psychological measures that are most predictive of high performance (and low error impact and frequency) in populations and job contexts that resemble those of astronauts and long duration spaceflight, and determine the combination of psychological measures that would most accurately predict astronaut performance long term.


b) Target for Closure

(1) Identify robust predictors (psychological measures that have research evidence supporting their predictive (criterion-related) validity) for task performance, teamwork, and psychosocial adaptation over time among populations similar to astronauts; (2) quantify the coefficient of predictive validity for each; (3) recommend a behavioral competency standard for exploration (e.g., individual should score > target number).


c) Metrics for interim progress

(1) Conduct an in-house job analysis for the astronaut job needed for long duration autonomous exploration missions to identify what competencies and performance characteristics are needed based on current long duration astronaut competencies and performance (20%); (2) Use job analysis results to define the performance and selection criteria NASA wants to use psychological measures to predict (10%); (3) Augment existing astronaut behavioral competencies criteria for degree if autonomy and mission duration and vett with SMEs (5%); (4) Solicit studies to determine how well each of the historically robust psychological measures for employee selection predict astronaut performance/selection criteria among individuals similar to astronauts; doing work similar to astronauts; and for performance similar to long duration missions (25%); (5) Select and supervise studies that will deliver validity coefficients (evidence of predictive validity) for each historically most robust psychological measure (personality, intelligence, work skills, job knowledge) (20%); (6) Compile report summarizing validity evidence for psychological measures across multiple validation studies conducted to date (10%); (7) Present initial study results (validity coefficients) to operational psychologists and psychiatrists involved in astronaut selection (5%); (8) Apply psychological measures validated by research to astronaut selection process (5%).


d) Approach

The conclusions/results from tasks will determine the metrics used to quantify the completion of the Gap. Based on using the job analysis results and criteria selected from that, which will ultimately lead to the selection of adequate measures for employee selection and performance prediction, we will be able to utilize effective measures that will enable us to close this particular gap. By taking these progressive steps, BHP Research can confidently suggest valuable and effective measures that will allow Operations to select adequate crewmembers & predict performance.

Target for Closure
No Target for Closure available.
Mappings
Risk Risk of Performance and Behavioral Health Decrements Due to Inadequate Cooperation, Coordination, Communication, and Psychosocial Adaptation within a Team
You are here! Gap Team Gap 4: We need to identify psychological measures that can be used to select individuals most likely to maintain team function for autonomous, long duration and/or distance exploration missions.
Active
Completed
Planned-Funded

Documentation:
No Documentation Available