Validity Of The Method Of Interpersonal Perception Scale In Cadre Selection Of The Armed Forces

“Prosperity of a country depends on the talented ones. The key point of rulingis the proper selection of people.”January2014， Organization Department ofthe CPC Central Committee issued "on the strengthening of supervision of thework of selecting and appointing cadres advice"，with particular emphasis onthe point that it is necessary to make good cadres doorway to prevent the "sickselection". The work of selecting and appointing cadres is closely related topublic support and vicissitude of the democracy. To fairly select cadres withgood integrity， high quality， outstanding performance， and publicappreciation for important leading positions, it is necessary to strengthen theresearch of cadre selection method.Currently， there are some issues in thequality evaluation system of cadres of Armed Forces， such as the outdatedevaluation method， the low work efficiency and evaluating overly based onexperience. which， to a certain extent， decreased the accuracy andscientificity of evaluation，hindered the improvement of cadres’ quality anddelayed the modernization process of the Forces.Interpersonal PerceptionTest， developed by Wang Jinli， Zhang Yuejuan in2002，is apsychological assessment tool designed according to the characteristics of thearmed forces. It has been officially applied to the National Armed Forces in2008and promoted in some units in the PLA.The quiz dimensions can bedesigned according to the purpose of screening and selection as well as thetroops’ work needs. The screening is the detection of mental disorders andpeople who is not suitable for working in the Armed Forces.The selection is tochoose excellent personnel most competent for a particular job.Both of thesefeatures can provide effective basis for the recruitment of PAPF sergeant aswell as the testing and promotion of cadres. Objective:1To explore the possibilities of the method of interpersonal perceptionscale for cadre selection of the Armed Forces， and to create a simple andscientific method.2To provide an effective tool for cadre selection and recrui-ting PAPF sergeant， and in order to improve quality and combateffectiveness.3To provide the basic theory and guidelines that can beused more widely in the future.Methods:1Select the PAPF40cadres Interpersonal for the Perception Test.Themeasuring process is arranged by the faculty of the psychology professional.Meanwhile， the40cadres were evaluated by7leaders from the five aspectsof moral character， psychological， work diligently， ability to work andoverall assessment.2Select121PAPF sergeantsInterpersonal for the Perception Test.Themeasuring process is arranged by the faculty of the psychology professional.Meanwhile，121PAPF sergeants were evaluated by3leaders from the threeaspects of moral character， work and learning and overall assessment.3Summarize and document the results of the Interpersonal PerceptionTest and the leaders’ evaluation forms. Examine the validity of theInterpersonal Perception Test. Through related analysis and accuracyinvestigation， explore the validity of the test in the aspect of cadre selectionand sergeants recruitment.Results:1Five dimensions of the Interpersonal Perception Test were significantlyassociated with the leaders’evaluation， and the correlation coefficients werebetween0.539to0.719， the overall quality dimension was the mostsignificant.2five dimensions of the Interpersonal Perception Test can predict threedimensions of the leaders’evaluation， which can explain56.7%of the totalvariance of the character; explained28.7%of the work of the total variance;explain the overall quality of the total variance34.2%.3the hit rate of the Interpersonal Perception Test is0.88.Conclusion: Interpersonal Perception Test shows good validity in cadreselection and sergeants recruitment， therefore can be applied to the cadresand sergeants selection in Armed Police Force.