Exploring the role of motivational and coping resources in a Special Forces selection process

Abstract

Orientation: Motivational and coping resources were explored within a military context by means of a mixed-methods survey study involving a group of Special Forces candidates.Research purpose: The purpose was to compare selected and not-selected candidates in terms of their sense of coherence, hardiness, locus of control and self-efficacy and to explore what they considered important for success in the selection process.Motivation for the study: Because of high attrition rates in Special Forces selection, the evaluation of the role of motivation and coping resources in terms of possible predictive utility could benefit the organisation from a logistical, financial and efficiency point of view.Research design, approach and method: A mixed-method cross-sectional survey design was used to assess an all-male candidate group (N = 73). The selected and not-selected groups were compared with regard to their sense of coherence, hardiness, locus of control and self-efficacy mean scores.Main findings: No statistically significant differences were found between the mean scores of the two groups concerning the quantitative measures used.Practical/managerial implications: The quantitative measures generally showed acceptable coefficient alpha reliabilities. Although no statistically significant mean differences were found between the groups, candidates showed high levels of sense of coherence, high levels of self-efficacy and average levels of hardiness and internal locus of control. The qualitative data confirmed the relevance of the quantitative constructs and pointed to additional aspects already considered in preparation for and during the selection process.Contribution/value-add: The results provide information regarding the constructs and measures used in a military context.

Operational Forces soldiers’ perceptions of attributes and skills for career success

“…In terms of the military environment, we may see the relation of openness to experience and career success when soldiers are required to find creative ways of using their skills, knowledge and abilities to address demanding, context-specific, practical problems. Members also need to be exceptionally openminded and adaptable (De Beer & Van Heerden, 2014). No personality factors linked to neuroticism were mentioned by participants in the study.…”

“…Recruiting, selecting and successfully training job-fit Operational Forces soldiers is a key challenge not only in South Africa, but also worldwide (Cornum, Matthews & Seligman, 2011;Gee, 2007;Orvis & Asch, 2001;The House of Commons, 2008). In South Africa, research is being conducted to improve the recruitment, selection and training success rates of Military Operational Forces (De Beer & Van Heerden, 2014Moorcroft, 2006). A career in this type of specialised military context entails a diverse working environment with its own organisational culture combined with a unique set of challenges.…”

“…A career in this type of specialised military context entails a diverse working environment with its own organisational culture combined with a unique set of challenges. In South Africa, as in the rest of the world, only the highest calibre candidates are selected to undergo specialised military training (De Beer & Van Heerden, 2014; however, attrition rates remain high, with only a small percentage of candidates successfully complete the rigorous selection training (De Beer & van Heerden, 2014). Training Operational Forces candidates is highly time consuming and costly.…”

It's been a hard day's night: A diary study on hardiness and reduced sleep quality among naval sailors

“…While some studies have found that successful selection is associated with one or more of the hardy sub-facets (Hystad et al, 2011 (Funk, 1992). Some of the above-cited studies (de Beer & van Heerden, 2017;Van Heerden & De Beer, 2014) measured hardiness using items that have been criticized and since removed from different instruments (Bartone, 1991). The studies that manage to predict admission to Special Forces and officer training generally utilize a more reliable version of the hardiness measure (DSR-15-R & DSR-30) (Hystad et al, 2010) then the studies that fail to predict admission.…”

“…Hystad et al (2011) found an effect in a sample with little pre-selection, while other studies that failed to find an effect of the hardiness measure often assessed hardiness in already selected samples, i.e. those who had completed a preparation phase or who had previous operational experience ( de Beer & Van Heerden, 2014;Gayton & Kehoe, 2015). This could mean that the use of hardiness as a tool for personnel selection to the armed forces is more useful early in the selection process where there is a greater variety of hardy and less hardy candidates.…”