The relationship of perceived instructor performance ratings and personality trait characteristics of U.S. Air Force instructor pilots

This research furthers the field of knowledge in the use of personality trait theory with aircrew classification and training. It was an exploratory study in the use of personality trait characteristics and demographic background characteristics to predict perceived instructor pilot performance effectiveness. Performance effectiveness was measured using a 360-degree performance rating technique, a process which includes perceived instructor effectiveness appraisals from three distinct groups: students, peer-instructors, and supervisors. Three stepwise regression equations were developed to predict perceived instructor pilot performance using: personality traits, demographic variables, and a combination of personality traits and demographic variables. The subjects included 152 U.S. Air Force Air Training Command instructor pilots from two undergraduate pilot training bases. Cluster sampling of entire flights (classrooms) was employed to obtain comprehensive performance assessment for each instructor. A typical instructor's performance was rated by 15 students, 8 peers, and one supervisor. A total of 423 students and 19 supervisors participated. This constitutes approximately 35% of the population of U.S. Air Force Undergraduate Instructor Pilots. Performance appraisal criteria included seven dimensions identified through a pilot study: Job Competence-Knowledge, Job Competence-Performance, Job Competence-Performance under Pressure, Leadership, Teamwork, Personality, and Communication Skills. The performance assessment instrument was a modified version of the NASA/UT Astronaut Assessment Survey. Personality traits were measured with the Personality Characteristics Inventory (PCI). The first assessment established the validity of the performance appraisal criteria. The various rating groups evaluated the appropriateness of each performance criterion scale on the NASA/UT performance assessment instrument for instructor pilot applicability. All groups agreed or strongly agreed on all performance scale applicability. Regression results using multiple stepwise regression accounted for 5% of the variance in the personality trait only equation with two significant variables: Negative Communion (P=-.16), and Impatience/Irritability (P=-.17). The demographic equation accounted for 11% of the variance with two significant variables: Number of Children (P=.22), and Military Rank (P=.24). The combined regression equation accounted for 14% of the variance and included three variables: Number of Children (Ps=.22), Military Rank (P=.23), and Verbal Aggression (P=-.19). Although the prediction portion of the research resulted in marginal findings, the performance appraisal portion was very successful. All rating groups identified the new performance appraisal criteria as good to very good. The 360-degree rating technique was well received with many instructor pilots reporting eagerness for this type of unique feedback. The implications of this study include the contribution and development of a new performance appraisal method for instructor pilots that is more comprehensive and insightful. Additionally, personality research in aviation is further explored. Future research should continue the performance prediction design investigation by applying the new Big Five personality assessment measure and by studying specific.