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Personnel selection and training variables versus job performance ratings in nuclear power plants
Abstract
The purpose of this study was to identify, classify and provide validity information on variables used in hiring and training nuclear power plant control room operators by contrasting these variables with job performance ratings. Fifty one control room operators and five operator instructors were evaluated for job proficiency using control room simulator performance ratings. These ratings were contrasted with the subjects' pre-employment aptitude test scores, level of formal education achieved, work attitude scores measured post selection, and training scores measured post selection. Results of the analysis were compared to a similar, but less extensive study conducted at a comparable U.S. nuclear power plant. No single pre-employment aptitude measure used by the plant was found to be correlated with the overall job performance rating variable, simulator performance average at the.05 level of significance. Least squares stepwise multiple regression using three aptitude tests yielded an adjusted R-Squared value of.18 at the.01 level of significance. To the extent that the assumptions for robust stepwise multiple regression are met, the utilization of three aptitude tests and an attitude scale could, however, yield an adjusted R-Squared value as high as.62, at the.001 level of significance. An assessment center approach was recommended for further exploratory research in the selection of control room reactor operators.
Subject Area
Inservice training
Recommended Citation
Smith, Terrance Jeffrey, "Personnel selection and training variables versus job performance ratings in nuclear power plants" (1990). Doctoral Dissertations Available from Proquest. AAI9035404.
https://scholarworks.umass.edu/dissertations/AAI9035404