Psychological Selection of Antarctic Personnel PDF

Articles and Notes List of articles Bishop, S. L. (2004). Evaluating teams in extreme environments: From issues to answers. *Aviation, Space, and Environmental Medicine, 75*(7), C14-C21. - What is need in EUEs ="High physical/physiological, psychological, psychosocial, and cognitive demands...

Articles and Notes List of articles Bishop, S. L. (2004). Evaluating teams in extreme environments: From issues to answers. *Aviation, Space, and Environmental Medicine, 75*(7), C14-C21. - What is need in EUEs ="High physical/physiological, psychological, psychosocial, and cognitive demands. Need for human-human, human-technology, and human-environment interfaces; and need for team coordination, cooperation, and communication" - low Neuroticism, which would be conducive to handling high-stress components in extreme environments - high on Extraversion. Although there is evidence that extraversion contributes to individual performance, it remains to be seen whether being confined in an extreme environment with an individual high on some of the subscale factors contributes positively or negatively to individual and/or group performance. - high on Openness to Experience. Again, the impact of these characteristics on group interaction in challenging environments is unknown.They were average on Agreeableness and average to high on Conscientiousness. - leadership styles, group size, cultural and gender mixes, role and power structures are frequently cited as areas that have affected group performance and impacted group functioning in the past - men and women also differ in many other arenas such as interaction styles and communication styles, need for affiliation, response to crowding, privacy and confined spaces \[15, 42, 47\]. Some general findings can be summarized beow (copy and paste in article to find reasons 'below') - Composition variables such as personality and leadership styles, group size, cultural and gender mixes, role and power structures are frequently cited as areas that have affected group performance and impacted group functioning in the past in the literature, by crews themselves and the support personnel around them \[22, 24, 39\] - Grant, I., Eriksen, H.R., Marquis, P., Orre, I.J., Palinkas, L.A., Suedfeld, P., et al. (2007). Psychological selection of Antarctic personnel: The "SOAP" instrument. *Aviation, Space, and Environmental Medicine, 78,* 793-800. - Selection of Antarctic Personnel (SOAP) - select out" individuals who are not suitable for winter appointment because of a former or present personality or psychiatric disorder, or who may be at high risk for such disorders (17). - "select in" individuals who possess the strengths and resources that are favorable for winter appointments in Antarctica. However, identifying those specific and stable traits that predict high performance and good coping during the Antarctic winter has been difficult (9,16) - Tested whether the SOAP test predicted selection for Antartica and predicted whether people coped better (select in) or worse (select out). - Results: no significant agreements between SOAPscores and selection panel ratings. The interview boards based their se-lection on factors other than personality, social skills,and motivation, as these were measured by the SOAP battery. The issue, then, is whether our post hoc anal-yses suggest that the SOAP battery identifies risk fac-tors that improve the selection process. a small andrestricted version of SOAP appeared to identify all ofthe applicants who turned out to be either poor orextremely good at adapting to the environment and totheir performance potential. - Three clusters of personality traits that were associated with effective performance during the long polar winter. These clusters were called "emotional stability," "task performance," and "social compatibility" (5). More to read if copy and paste in pdf - Any selection process for work in challenging environments has two primary goals; to select out and toselect in. To select out includes minimizing the risk of selecting persons with psychological disorders or personality disorders. To select in means identifying theapplicants who are especially well suited for coping and for producing high performance in collaboration with others. - The fit between group composition, tasks, and location are important factors for the success of any expedition (17). Team training should be used for final composition and selection when resources are avail-able McCrae, R. R., & John, O. P. (1992). An introduction to the five‐factor model and its applications. *Journal of personality, 60*(2), 175-215. chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://digitalcommons.unl.edu/cgi/viewcontent.cgi?article=1557&context=publichealthresources Big article if looking an idea search it and see what come us (I can't be bothered going through the whole thing) Steel, G.D., Suedfeld, P., Peri, A., & Palinkas, L.A. (1997). People in high latitudes: The "Big Five" personality characteristics of the circumpolar sojourner. *Environment and Behaviour, 29*, 324--47. Couldn\'t get access Herring, L. Astronaut draws attention to psychology, communication. The Journal of Human Performance in Extreme Environments, 1997; 2(1), 42-47. (Reprinted from APS Observer, 1995, September.) Couldn\'t get access Relationships between personality and social functioning, attitudes towards the team and mission, and well-being in an ICE environment. ======================================================================================================================================================================================================================== - Neuroticism is negatively related to functioning in ICE conditions \[e.g. Refs. \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib14),[\[28\]](https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib28), [\[29\]](https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib29), [\[30\]](https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib30), [\[31\]](https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib31)\]\], which is not surprising given the relationships reported for neuroticism and performance in the non-ICE literature \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib32)\]. - findings for extraversion and conscientiousness are more mixed \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib33)\]. Mixed findings for conscientiousness are particularly interesting because this trait has conceptual overlap with the mastery and work motivation aspects of the "right stuff" mentality \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib7)\]. Further, conscientiousness predicts many positive outcomes in non-ICE settings, including performance in individual and team settings \[e.g. too much extraversion could be detrimental for long-duration ICE missions \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib34)\], whereas others have suggested it could be important for providing social support \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib35)\] and adaptability \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib36)\]. Ref. \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib12)\]\]. - Openness has also been argued to be valuable for adaptability \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib33)\]. Finally, although agreeableness maps onto Gunderson\'s sociability dimension and has been shown to benefit team performance \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib12)\], studies on its effects in ICE settings are limited in comparison to other Big Five dimensions. Research does suggest that members of extreme expeditions tend to be higher in agreeableness than the general population \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib30),(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib37)\], and at least one study showed that teams that adjusted better in an ICE setting had higher agreeableness \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib38)\]. - more work is needed to better understand when and where each of the Big Five traits are suitable for ICE conditions. - hypothesized that neuroticism would be negatively related to indicators of functioning and well-being, but that extraversion and agreeableness would be positively associated with these indicators. The full set of hypotheses is depicted in [Table 1](https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#tbl1). - higher neuroticism scores may be predisposed to more negative perceptions and outcomes in ICE expeditions \[e.g. Refs. \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib14),(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib28),(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib30),(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib31),(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib74)\]\]\... related to greater variability in ratings of social cohesion and psychological difficulties. This finding supports the idea that less emotionally stable individuals might exhibit greater highs and lows in ICE settings \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib27)\]. - agreeableness was negatively related to both conflict and disappointment with the expedition. These findings are consistent with the importance of agreeableness as a predictor of sociability for members of ICE teams \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib76)\]. - agreeableness relates to more consistent ratings of social cohesion provides insight into an important and understudied form of dynamics in ICE teams \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib3)\]. Individuals with a higher level of agreeableness may offer an additional benefit for teams by having greater stability in interpersonal relationships over the duration of the expedition. - conscientiousness may also serve as a protective factor for functioning in ICE environments. Conscientious individuals reported fewer depressive symptoms at the end of their expedition and more positive perceptions of their expedition and team viability. Such findings are important as they add to the limited body of evidence that conscientiousness is useful in ICE settings \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib33)\]. Further, it is interesting that even though conscientiousness has more conceptual overlap with task abilities \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib76)\], we found that it was related to health and attitudes. This suggests that the association between conscientiousness and task abilities in ICE settings may not be direct, and conscientiousness may be relevant for a wider array of outcomes. - extraversion was positively related to health difficulties. This finding instead aligns with recommendations that individuals with low extraversion will perform better in ICE settings, possibly because their higher social needs are likely to go unmet and they may be likely to engage in conflict \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib76)\]. In addition, we found that more extraverted individuals exhibited more variability in their ratings of conflict. extraverted individuals are more likely to engage in social interactions in general and therefore have more opportunities for conflict to occur. Benefits? More research needed? - Openness was the only predictor of team satisfaction and was also related to team viability. There is not as much research on this trait in ICE environments, although it has been established as a predictor of adaptability \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib33)\]. There has been a movement within ICE research to not only focus on avoiding negative team outcomes, but to also to study positive experiences \[(https://www.sciencedirect.com/science/article/pii/S0094576521005191?via%3Dihub#bib51)\]. Kanas, N. Psychosocial Factors Affecting Simulated and Actual SpaceMissions. Aviation, Space and Environmental Medicine, 1985; 56:806-811. Can't get access Morphew, ME, Maclaren, S. Blaha suggests need for future research onthe effects of isolation and confinement. Journal of Human Performance inExtreme Environments, 1997; 2 (1), 52-53. Can\'t get access \^ list of possible articles ***[PLUS MY OWN:]*** ***[Paragraphing]*** ***[(most emphasis needs to be on Criterion 3 and 4)]*** ***[Think Broader than Antartica ]*** **[Literature findings: ]** **Criterion 1 Provide a context for the applied activity (i.e., describe EUEs and "The Right Stuff", "Select in", "select out").** **Criterion 2 Discuss the impact of personality traits on human functioning in EUEs** Gunderson recommends three things, personality allows us to select in and out based on these 3 points. The personality traits are. High or low in 'These' ones are good these ones are bad. **[My Score in light of literature findings: ]** **Criterion 3 Apply your own personality assessment data to determine your suitability for EUE employment, drawing on relevant literature regarding the personality characteristics deemed important for EUE employment** - A high neuroticism score means low emotional stability. A low neuroticism score means high emotional stability. This is a critical distinction to keep in mind as you interpret your results and compare them to the literature. **[Critically evaluate the effectivenss of personality profiling for EUEs] Criterion 4 Critically evaluate the use of personality profiling in EUE recruitment** - What are the strengths and weaknesses of relying on personality profiling in EUE recruitment? - A high neuroticism score means low emotional stability. A low neuroticism score means high emotional stability. This is a critical distinction to keep in mind as you interpret your results and compare them to the literature. Average range for openness= 27.22-32.06 Average range for Neuroticism Average range for extraversion Average range for Agreeableness Average range for Mean Std Dev Average range My Score Descriptor ------------------- ------- --------- --------------- ---------- ------------ Neuroticism 27.13 4.87 24.69-29.57 27 Moderate Extraversion 29.40 5.05 26.87-31.93 32 Mod-High Agreeableness 31.18 5.48 28.44-31.18 34 High Conscientiousness 27.04 4.91 24.58-29.5 28 Moderate Openness 29.64 4.84 27.22-32.06 29 Moderate Resilience 23.41 4.61 21.1-25.72 23 Moderate What if our group is not the mean? Make a comment if something seems off from the expected mean. Comment on who is likely to enroll in psych thus be a part of the quiz Outliers? Focus on the main personality types as do not have many words Use the graph above to save words Mean Std Dev Average range My Score Descriptor ------------------- ------- --------- --------------- ---------- ------------ Neuroticism 27.13 4.87 24.69-29.57 27 Moderate Extraversion 29.40 5.05 26.87-31.93 32 Mod-High Agreeableness 31.18 5.48 28.44-31.18 34 High Conscientiousness 27.04 4.91 24.58-29.5 28 Moderate Openness 29.64 4.84 27.22-32.06 29 Moderate Resilience 23.41 4.61 21.1-25.72 23 Moderate Figure 1