列车驾驶员选择:认知能力对列车驾驶绩效的影响

IF 2.6 4区 管理学 Q3 MANAGEMENT
Michael D. Collins
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引用次数: 0

摘要

火车驾驶是一种要求很高的人类表演形式,注意力不集中或分心可能导致严重的错误和事故。因此,火车司机需要一套独特的能力来处理这些要求,特别是当面临竞争或冲突的绩效期望时(例如,准点表现和遵守安全规则)。尤其是认知能力,被认为对安全有效的火车驾驶至关重要。选择性注意力就是这样一种能力,然而,其他认知能力也同样重要。本文利用自我控制理论,考察了选择性注意、流体智力和语言推理对火车驾驶表现的综合影响。一项涉及101名有经验的火车司机的研究结果表明,在火车模拟器驾驶评估中,选择性注意力低、流体智力低、言语推理能力低的司机比这些认知能力较高的司机表现得更差。本研究结果为未来的铁路安全研究提供了方向,并为负责评估和选择列车驾驶员的从业人员提供了指导。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

Train driver selection: The impact of cognitive ability on train driving performance

Train driver selection: The impact of cognitive ability on train driving performance

Train driving is a demanding form of human performance where inattention or distraction can lead to serious errors and accidents. Train drivers, therefore, require a unique set of abilities to deal with these demands, especially when exposed to competing or conflicting performance expectations (e.g., on-time performance and following safety rules). Cognitive abilities, in particular, are considered essential to safe and effective train driving. Selective attention is one such ability, however, other cognitive abilities can be equally important. Drawing on self-control theory, this article examines the combined effect of selective attention, fluid intelligence, and verbal reasoning on train driving performance. The results of a study involving 101 experienced train drivers indicates that drivers with low selective attention, low fluid intelligence, and low verbal reasoning perform worse on a train simulator driving assessment than drivers who are higher in these cognitive abilities. The results from this study provide direction for future rail safety research and guidance for practitioners responsible for assessing and selecting train drivers.

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来源期刊
CiteScore
4.10
自引率
31.80%
发文量
46
期刊介绍: The International Journal of Selection and Assessment publishes original articles related to all aspects of personnel selection, staffing, and assessment in organizations. Using an effective combination of academic research with professional-led best practice, IJSA aims to develop new knowledge and understanding in these important areas of work psychology and contemporary workforce management.
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