198 FUTURE SELECTION OF AQUANAUTS 



reported slightly greater satisfaction with the meals and were chosen more frequently as 

 teammates. Choice as teammates is probably due to the fact that Navy divers tended to choose 

 their colleagues rather than civilians, although this was by no means unanimous. There were 

 numerous choices across groups. Navy divers being chosen somewhat more frequently could 

 also have been due to the fact that, as a group, they were older and more experienced as divers. 

 In any case, the differences were slight. There were no differences on any of the work criteria, 

 and for practical purposes the groups can be considered equal, 



SUMMARY OF SEALAB II STUDIES 



Since the foregoing discussion is somewhat lengthy and involved, it may be best to review 

 the results before discussing how the information obtained in this study might be used in a 

 selection program for future aquanauts. 



Ten criterion variables measuring performance and adjustment were used. Four of these, 

 the work variables, were number of sorties, diving time, number of human performance tasks 

 done, and change in diving time from week one to week two. Four of the criteria are called 

 measures of adjustment. They are satisfaction with meals, quality of sleep, number of times 

 up during the night, and number of outside telephone calls. The first three of these variables 

 are based on self-reports, while the last is an objective record. Two other variables were 

 ratings by the team leader and choice as a teammate. A factor analysis of the ten variables 

 resulted in three criterion factors which were labeled the general factor, the work factor, and 

 the adjustment-evaluation factor. All ten criteria contributed in varying amounts to a score on 

 the general factor. On the work factor, the four work variables and outside telephone calls 

 made large or moderate contributions. For the evaluation-adjustment factor, leader rating, 

 teammate choice, meal satisfaction, and outside telephone calls were the significant components. 



The ten criterion variables and the three factor scores were correlated with six demo- 

 graphic variables and six values from the AUport-Vernon-Lindzey Study of Values . The demo- 

 graphic variables were age, diving experience, education, birth order, family mobility, and 

 size of home town. In addition, a pre -experiment measure of teammate choice was correlated 

 with the factor scores. 



Results of the correlation matrices indicate that men who performed better in or adapted 

 better to the Sealab environment tended to be older and more experienced divers. They were 

 more likely to have been later born rather than first, and to^have been raised in a small town 

 and moved less often during childhood. Among the Navy divers, a man tended to fare better if 

 he had relatively high theoretical interests, relatively lower economic values, and higher aes- 

 thetic values as measured by the AUport-Vernon-Lindzey Study of Values . Among the civilian 

 divers, better performance and adaptation was associated with relatively higher economic val- 

 ues, lower aesthetic falues, and less education. 



A SELECTION PROGRAM FOR AQUANAUTS 



It would be extremely naive to suggest that the results of the research reported here be 

 the sole basis of selecting future aquanauts. By using these predictors alone, one could doubt- 

 less select an excellent team of aquanauts. However, there are at least three good reasons 

 why these predictors should not be used by themselves. First, it might be difficult to find men 

 who met all or even most of the qualifications specified. Second, many well-qualified and po- 

 tentially successful men would doubtless be eliminated from consideration. And, third, better 

 predictors may be available. The value of these predictors is that they are based on experi- 

 ence. Because of their basis in real life they are invaluable and unique. The information 

 gained from this study could not be duplicated anywhere, and characteristics of men who per- 

 formed best in Sealab can contribute greatly to future selection. The question is, how can they 

 and should they be used? 



The selection criteria developed here may best be used in a seven-point program of selec- 

 tion. (Seven points are used merely to assist in presenting an outline of a selection program. 



