ABSTRACT
Few psychological tests have been left untried when it comes to pilot selection, and few occupational groups have been so extensively studied as pilots (Carretta & Ree, 2003; Hilton & Dolgin, 1991; Hunter & Burke, 1995; Martinussen, 2010; Paullin et al., 2006). There are probably several reasons for this, one of which is the military importance pilots have played since WWI. Furthermore, successful selection is associated with reduced training costs and improved operational readiness (Hunter, 1989). In the case of civil aviation, training costs may also be a factor in addition to increased safety and passenger satisfaction. From a more long-term perspective, other organizational outcomes such as engaged and satisfied workers, effective leadership and reduced turnover are desired outcomes of a successful selection and training process (Sackett & Lievens, 2008).
