Relevant bibliographies by topics / Personnel psychology

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Personnel psychology'

Author: Grafiati
Published: 4 June 2021
Last updated: 16 February 2022

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Journal articles on the topic "Personnel psychology"

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Erdogan, Berrin. "Personnel Psychology Awards." Personnel Psychology 73, no. 4 (November 13, 2020): 557–58. http://dx.doi.org/10.1111/peps.12433.

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Abrahams, Fatima. "Review: Personnel Psychology." South African Journal of Psychology 28, no. 3 (September 1998): 188–89. http://dx.doi.org/10.1177/008124639802800311.

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Bell, Bradford S., and Maria L. Kraimer. "Personnel Psychology Correction and Retraction Policy." Personnel Psychology 70, no. 1 (February 2017): 9–10. http://dx.doi.org/10.1111/peps.12212.

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Goodman, S. "Book Review: Personnel Psychology (2nd Edition)." South African Journal of Psychology 32, no. 3 (December 2002): 64–65. http://dx.doi.org/10.1177/008124630203200311.

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Petrov, Vladislav. "Psychology of financial literacy of military personnel." Applied psychology and pedagogy 4, no. 4 (December 15, 2019): 1–9. http://dx.doi.org/10.12737/2500-0543-2019-1-9.

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The article is devoted to the problem of psychology of financially competent behavior of servicemen. The psychological etiology of financial literacy / illiteracy of the personnel of the Armed Forces of the Russian Federation is shown. The study was conducted using: 1) content analysis of information (publications, materials of official inspections, etc.) about the attitude of the personnel of law enforcement agencies to money and financial behavior; 2) expert survey; 3) psychodiagnostic examination (method "California psychological questionnaire". Experts and subjects were 67 soldiers. The study found that financially literate / illiterate behavior is determined by a pattern of both General and specific qualities. The basis of the pattern of General qualities of a soldier with a financially competent command were such characteristics as responsibility, self-control and developed intellectual and prognostic abilities. Persons with financially illiterate behavior were distinguished by: inability to competently plan a personal budget; propensity to risky financial transactions; promiscuity and inattention to spending money; frivolous attitude to debts and loans; focus on spending money, not saving it. Thus, the more socially responsible is the behavior of the soldier, the more they demonstrate financially competent behavior. The material of the article allows to justify the involvement of military psychologists to solve the problem of improving the financial literacy of personnel. First of all, it concerns preventive psychodiagnostics of propensity of the military personnel to financially illiterate behavior. This should be followed by the provision of psychological assistance to persons in need of it, as well as the formation of the personnel of financial responsibility and predictability, the ability to plan and control personal spending. Ultimately, the work to improve the financial literacy of military personnel will have a positive impact on overcoming the problem of deviant behavior of personnel, as a consequence, to maintain a high level of combat readiness of the Armed Forces.
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Fine, Saul, and Baruch Nevo. "A Phenomenon of Overqualification in Personnel Psychology." International Journal of Testing 7, no. 4 (November 14, 2007): 327–52. http://dx.doi.org/10.1080/15305050701632213.

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Hausdorf, Peter. "Review of The psychology of personnel selection." Canadian Psychology/Psychologie canadienne 52, no. 1 (2011): 64–66. http://dx.doi.org/10.1037/a0022279.

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Ross, Randall R., and Elizabeth M. Altmaier. "Implications of personnel psychology for intern selection." Professional Psychology: Research and Practice 20, no. 4 (1989): 221–28. http://dx.doi.org/10.1037/0735-7028.20.4.221.

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Gilbert, Janelle A., and Kenneth S. Shultz. "Multilevel modeling in industrial and personnel psychology." Current Psychology 17, no. 4 (December 1998): 287–300. http://dx.doi.org/10.1007/s12144-998-1012-9.

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Schmitt, N., and I. Robertson. "Personnel Selection." Annual Review of Psychology 41, no. 1 (January 1990): 289–319. http://dx.doi.org/10.1146/annurev.ps.41.020190.001445.

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Dissertations / Theses on the topic "Personnel psychology"

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Larson, Gerald E. "Frontiers of personnel assessment /." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC IP addresses, 1998. http://wwwlib.umi.com/cr/ucsd/fullcit?p9904727.

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Dahmer, Barton Lee. "Weighted Application Blanks: An Empirical Approach for the Selection of Delivery Personnel Psychology." TopSCHOLAR®, 1985. https://digitalcommons.wku.edu/theses/2082.

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The purpose of this study was to develop and validate a biographically weighted application blank for use in selecting delivery personnel. The England (1971) procedure for weighting biographical information was utilized. The criterion was a ratio of planned work time to actual work time. It was hypothesized that (a) significant derivation and cross-validities would be obtained, and (b) significant practical benefits in terms of correct placement of workers in the high and low criterion groups would result. The first hypothesis was partially supported in that a significant derivation validity was obtained (r = -.56, P < .05). However, the cross-validity (r = -.12) was not significant. Thus, the second hypothesis was not supported. A discussion of the results and recommendations for the implementation of the weighted application blank are provided.
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Smith, Alivia Nicole. "Understanding the Administrative Role fo School Psychology District Leaders." BYU ScholarsArchive, 2020. https://scholarsarchive.byu.edu/etd/8458.

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Very few articles in the published research literature have considered the clinical supervision of school psychology and even fewer articles explore the administrative supervision of school psychologists. The purpose of this study is to describe the roles, and responsibilities, and challenges faced by district leaders who supervise school psychologists. Using a purposeful sample, participants met criteria for this study if they worked at the district level, supervised at least three school psychologists, and were responsible for hiring and firing school psychologists. Nineteen participants qualified for this study and completed a phone interview that included eight open-ended questions. Participants shared that they primarily had managerial and leadership roles during their busy and unpredictable work weeks. Participants also reported challenges directly and indirectly related to the national shortage of school psychologists, difficulties with large workloads, the need to advocate for the field of school psychology, and a lack of professional guidance and training in their role. Implications for practice include developing a professional organization or community of practice for administrative supervisors, establishing best practice guidelines, and providing a defined role for these leaders. By coming to know the roles and challenges that district administrators are facing, the field of school psychology can find ways to support administrative supervision endeavors.
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Proctor, Sherrie L. "African American School Psychology Program Leavers." Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/cps_diss/45.

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This phenomenology used 21 in-depth interviews to explore seven African Americans’ experiences at the school psychology programs they left. The purpose was to investigate what experiences contributed to participants’ decisions to leave programs; if programs used retention strategies and if so, participants’ view of the strategies; and what participants believe might have encouraged their retention. Findings indicate that misalignment between participants’ career aims and their perceptions of school psychology practice as well as poor relationships with faculty and peers contributed to decisions to leave programs. Five participants reported that programs did not utilize retention strategies. Two reported that a sole faculty advocate served as a retention strategy, while one noted funding. Participants cited funding and advisement as strategies that might have encouraged their retention.
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Feltham, Robert T. "An evaluation of Home Office extended interviews for police personnel." Thesis, Aston University, 1986. http://publications.aston.ac.uk/12304/.

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In this thesis the validity of an Assessment Centre (called 'Extended Interview') operated on behalf of the British police is investigated. This Assessment Centre (AC) is used to select from amongst internal candidates (serving policemen and policewomen) and external candidates (graduates) for places on an accelerated promotion scheme. The literature is reviewed with respect to history, content, structure, reliability, validity, efficiency and usefulness of ACs, and to contextual issues surrounding AC use. The history of, background to and content of police Extended Interviews (Els) is described, and research issues are identified. Internal validation involved regression of overall EI grades on measures from component tests, exercises, interviews and peer nominations. Four samples numbering 126, 73, 86 and 109 were used in this part of the research. External validation involved regression of three types of criteria - training grades, rank attained, and supervisory ratings - on all EI measures. Follow-up periods for job criteria ranged from 7 to 19 years. Three samples, numbering 223, 157 and 86, were used in this part of the research. In subsidiary investigations, supervisory ratings were factor analysed and criteria intercorrelated. For two of the samples involved in the external validition, clinical/judgemental prediction was compared with mechanical (unit-weighted composite) prediction. Main conclusions are that: (1) EI selection decisions were valid, but only for a job performance criterion; relatively low validity overall was interpreted principally in terms of the questionable job relatedness of the EI procedure; (2) Els as a whole had more validity than was reflected in final EI decisions; (3) assessors' use of information was not optimum, tending to over-emphasize subjectively derived information particularly from interviews; and (4) mechanical prediction was superior to clinical/judgemental prediction for five major criteria.
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Harvey, Joanna Sarah. "Stress in British Army personnel." Thesis, Liverpool John Moores University, 1999. http://researchonline.ljmu.ac.uk/5987/.

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There is considerable research to date in the field of stress, particularly with respect to questionnaire research. There is, however, a lack of recent research on stress in the British Army which addresses either traumatic or organisational stress. This study considers soldiers' experiences of both occupational and traumatic stress, in addition to identifying the contribution of an individual's expectations and evaluations of a deployment, on mental well-being. Furthermore, this research methodology incorporates standardised psychological questionnaires, free response items and interviews with personnel, which serve to provide a comprehensive approach with high face validity. This study aims to encompass the major aspects which influence the onset and course of stress, including stress experiences, individual differences and coping, in one model. Both studies incorporate traumatic and organisational stress, which is particularly relevant in the military profession, where there is risk of exposure to traumatic events. This study attempts to redress the paucity of research on stress in the British Army as a result of conflicts since WWII, in addition to countering the lack of research into occupational stress in the British Army, or information of a longitudinal nature. This study also provides a much needed 'baseline' of data across the British Army regarding stress experiences and reactions. The study also incorporates qualitative aspects, where the respondents are asked what they define as stressful experiences, as opposed to completing a list of pre-defined 'stressors', in addition to incorporating interviews to validate the responses. Finally, an individual's evaluation of a situation, or belief in their actions is taken into account in this research. It is argued that this is of particular importance in a military operational context, when soldiers are no longer deploying in defence of their country against an external threat. It was therefore considered important to establish if there were any effects on psychological well-being based on an individual's evaluation of the deployment situation. This research was conducted in two phases: Study 1 which is a cross-sectional study, proportionate to size across the British Army, and Study 2 which is a longitudinal survey, before and after a six month operational deployment to Northern Ireland. The questionnaire material incorporates both standardised questionnaires and a specific Army questionnaire designed for the study. Support was found for the proposed models of both general (Study 1) and operational stress (Study 2). Previous findings were supported concerning the interrelationships between neuroticism, anxiety, emotion focused coping and adverse life events, and were independent of mastery, self esteem, problem focused coping and well-being. Thirty three and thirty nine percent of respondents reported General Health Questionnaire (GHQ12) values above the cut off criteria for Study 1 and Study 2, respectively. Individual differences concerning reported mental health were noted, particularly with respect to age, marital status and the occurrence of a significant life event. Recommendations addressed the lack of clear evidence for adopting a 'screening out' procedure based upon personality characteristics for mainstream Army deployments. It was suggested that the traumatic aspects of the research could benefit from an alternative questionnaire to the Impact of Events Scale (IES), due to some of the difficulties found in using the questionnaire. It was also suggested that coping strategies should be investigated in greater detail, within a more context specific manner with tighter response definitions. Finally, it is believed that the impact of cumulative operational deployments on the mental health of soldiers needs to be thoroughly researched.
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Arnetz, Judith E. "Violence towards health care personnel : prevalence, risk factors, prevention and relation to quality of care /." Stockholm, 1998. http://diss.kib.ki.se/1998/91-628-3254-9/.

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Ferrell, Emily Lauren. "Disordered Eating Behavior Among United States Military Personnel." Bowling Green State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1552056638682163.

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Kling, Michael Patrick. "Needs Assessment for Mental Health Support Towards Emergency Medical Service (EMS) Personnel." Thesis, Regent University, 2021. http://pqdtopen.proquest.com/#viewpdf?dispub=27961789.

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Understanding and assessing the needs of Emergency Medical Service (EMS) personnel and other first responders is crucial for providing these individuals with the resources needed within their community. The literature discusses how EMS personnel are at risk for psychological impairment due to routine exposure to traumatic events and occupational stressors within EMS organizations. Additionally, the research has supported the importance of positive coping abilities, organizational belongingness, and social support within the lives of EMS personnel to enable them to resiliently handle the occupational stress of their job. This study investigated the occupational needs of EMS providers to determine if they are receiving resources within their organization to cope with occupational stressors. Participants for this study comprised (n=153) paramedics and fire-fighters from the Tidewater EMS Council organization. A needs assessment was conducted to explore correlations between quality of life, resiliency, years of service, level of education, burnout, secondary traumatic stress, interpersonal support, positive and negative religious coping, and the occupational needs of EMS personnel. The results revealed that burnout (r=4.27**) and secondary traumatic stress (r.215*) were important factors for determining occupational turnover among EMS personnel. Furthermore, EMS providers reported occupational needs such as easier access to mental health, improved staff relations, adequate staffing, and improved shift hours are needed within their organization. Future research should explore differences in occupational needs with EMS providers among EMS organizations in metropolitan and rural communities. Keywords: Emergency Medical Services (EMS), Burnout, Occupational Stress, Traumatic Critical Incidents
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Cruise, Paula Anika. "The role of culture in organisational and individual personnel selection decisions." Thesis, City University London, 2009. http://openaccess.city.ac.uk/8607/.

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The present consensus in the literature is that the traditional personnel selection paradigm is flawed and as a consequence, it has not readily been adopted into practice (Cascio & Aguinis, 2oo8). This disparity between research and practice has particularly been attributed to researchers' lack of awareness of the complex variables impacting organisational decision-making processes (Herriot & Anderson; 1997; Hodgkinson & Payne, 1998); the conceptualisation of scientific selection along a continuum based strictly on criterion validity indices (Hough & Oswald 2000; Borman, Hanson & Hedge, 1997) and a lack of clarity on the role of culture in selection research (Ryan, McFarland, Baron & Page, 1999; Moscoso & Salgado, 2004). In an attempt to identify the impact of these variables on personnel selection decisions, this thesis examines the landscape of what is generally viewed as scientific personnel selection by taking the discussion to a setting that is atypical of those normally represented in the selection research literature. The current scheme of research utilises samples from Jamaica to examine the role of culture in individual and organisational selection decisions. In so doing, studies throughout this thesis aim to challenge the assumption of universality espoused by the traditional psychometric paradigm in the measurement and understanding of personnel selection outcomes. Through a series of 6 studies quantitative, qualitative and experimental methods were adopted to determine the influence of cultural, internal and external factors on organisational decisions to utilise criterion-based selection techniques, applicant's decisions to pursue a job and selector decisions in a simulated managerial task. Findings revealed: a) Jamaica's colonial history, workermanager relationships and worker expectations influenced perceived personnel challenges, selection decisions and the likelihood of Jamaican organisations using criterion-based selection techniques; b) the cultural history necessitated a fit-based approached to selection and preference for techniques such as structured interviews, references and application forms; c) as represented by a multidimensional perceptual map, factors influencing Jamaican selection decisions are most similar to countries characterised by moderate power distance and masculinity indices (Australia and Canada) and most divergent to cultures characterised by extremely low individualism, high power distances and high long-term orientation (Taiwan and China); d) job and organisational factors influencing applicants' decisions to apply varied across cultures and applicant performing ability. Compared to UK graduates, higher-performing Jamaican applicants were more confident when applying to jobs emphasising performance although they preferred applying to jobs emphasising fit; e) for higher-performing Jamaican applicants, overall perceptions of structured interviews mediated the attractiveness of pay in their decision to pursue a job; f) framing and information order may mediate the process and outcomes of decisions rather than act as predictors of choices in and of themselves; and g) Jamaican selectors make attributions about a candidate's suitability based on perceptions of both functional and psychosocial consequences. Fit-based factors are given priority as fit with the organisation and team is cognitively weighted as better indicators of effective performance. Findings from all six studies emphasise the role of culture in individual and organisational personnel selection decisions and indicate 'scientific' personnel selection is more fit-based and culturally determined than previously suggested. It is therefore proposed that the dominant paradigm of personnel selection be reconceptualised from a psychometric emphasis to an attitudinal-cognitivebehavioural theoretical perspective which takes into account the impact of cultural and social variables on selection decisions. The implications of this alternate approach are discussed in relation to organisational, selector and applicant selection decisions and tackling future selection research agenda.
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Books on the topic "Personnel psychology"

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Siegel, Laurence. Personnel and organizational psychology. 2nd ed. Homewood, Ill: Irwin, 1987.

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Cascio, Wayne F. Applied psychology in personnel management. 4th ed. Englewood Cliffs, N.J: Prentice Hall, 1991.

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Cascio, Wayne F. Applied psychology in personnel management. 4th ed. Englewood Cliffs: Prentice-Hall, 1991.

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Cascio, Wayne F. Applied psychology in personnel management. 3rd ed. Englewood Cliffs, NJ: Prentice-Hall, 1987.

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Adrian, Furnham, ed. The psychology of personnel selection. Cambridge: Cambridge University Press, 2010.

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Dominic, Cooper. The psychology of personnel selection: A quality approach. London: Routledge, 1995.

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Hughes, Jan N. Personal development and clinical psychology. Chichester, West Sussex, UK: Wiley-Blackwell, 2009.

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Motivation, projet personnel, apprentissages. Paris: ESF, 1993.

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Ones, Deniz, Neil Anderson, Chockalingam Viswesvaran, and Handan Sinangil. The SAGE Handbook of Industrial, Work and Organizational Psychology: Personnel Psychology and Employee Performance. 1 Oliver's Yard, 55 City Road London EC1Y 1SP: SAGE Publications Ltd, 2018. http://dx.doi.org/10.4135/9781473914940.

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Applied psychology in health care. Australia: Delmar Cengage Learning, 2009.

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Book chapters on the topic "Personnel psychology"

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Truxillo, Donald M., Talya N. Bauer, and Berrin Erdogan. "Personnel Selection." In Psychology and Work, 179–223. 2nd ed. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429055843-8.

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Truxillo, Donald M., Talya N. Bauer, and Berrin Erdogan. "Personnel Selection." In Psychology and Work, 224–68. 2nd ed. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429055843-9.

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Fisher, Cynthia D. "Personnel/Human Resource Psychology." In IAAP Handbook of Applied Psychology, 269–91. Oxford, UK: Wiley-Blackwell, 2011. http://dx.doi.org/10.1002/9781444395150.ch11.

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Moser, Klaus, Nathalie Galais, and Anastasia Byler. "Personnel Psychology in Project Management." In Management for Professionals, 107–28. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-44214-2_7.

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Hebl, Michelle R., Juan M. Madera, and Larry R. Martinez. "Personnel selection." In APA handbook of multicultural psychology, Vol. 2: Applications and training., 253–64. Washington: American Psychological Association, 2014. http://dx.doi.org/10.1037/14187-015.

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Picano, James J., Robert R. Roland, Thomas J. Williams, and Paul T. Bartone. "Assessment of Elite Operational Personnel." In Handbook of Military Psychology, 277–89. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-66192-6_17.

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Sackett, Paul R. "Personnel selection: Techniques and instruments." In Encyclopedia of psychology, Vol. 6., 152–56. Washington: American Psychological Association, 2000. http://dx.doi.org/10.1037/10521-046.

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Ng, Eddie Chi Wai, Sally M. P. Chan, and C. Harry Hui. "Personnel Psychology for Disaster Response and Recovery." In Humanitarian Work Psychology, 225–46. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137015228_10.

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Barrett, Gerald V. "Personnel selection: Selection and the law." In Encyclopedia of psychology, Vol. 6., 156–60. Washington: American Psychological Association, 2000. http://dx.doi.org/10.1037/10521-047.

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Gifford, Robert K. "War and conflict: Effects on military personnel." In Encyclopedia of psychology, Vol. 8., 226–28. Washington: American Psychological Association, 2000. http://dx.doi.org/10.1037/10523-088.

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Conference papers on the topic "Personnel psychology"

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Liu, Xingjuan. "Reflection on Improving Personnel Development of Applied Psychology Specialty." In 2016 International Conference on Advances in Management, Arts and Humanities Science (AMAHS 2016). Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/amahs-16.2016.72.

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Kovshov, Evgeny. "Applied Researches In A Field Of Robotics For Technical Personnel Training." In ICPE 2018 - International Conference on Psychology and Education. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.11.02.35.

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Vereschagina, Lada, Ludmila Goryunova, Marina Kruglova, Vladimir Kruglov, Victoria Pogrebitskaya, and Sergei Fedorov. "Extreme working conditions of recovery train personnel." In Proceedings of the II International Scientific-Practical Conference "Psychology of Extreme Professions" (ISPCPEP 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/ispcpep-19.2019.53.

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"Research on Digital Management of Enterprise Personnel File Based on eHR System in Information Age." In 2019 Scientific Conference on Management, Education and Psychology. The Academy of Engineering and Education (AEE), 2019. http://dx.doi.org/10.35532/jsss.v1.042.

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"Study on the Reform of Personnel Training Mode in Application-oriented Universities under the Perspective of Collaborative Innovation." In 2019 Scientific Conference on Management, Education and Psychology. The Academy of Engineering and Education (AEE), 2019. http://dx.doi.org/10.35532/jsss.v1.033.

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Petrash, Marina, and Elena Postnikova. "Perception of Daily Stressors in Ambulance Personnel of Saint-Petersburg and Archangelsk." In Proceedings of the II International Scientific-Practical Conference "Psychology of Extreme Professions" (ISPCPEP 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/ispcpep-19.2019.35.

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Pudjiantoro, Eko Setijo. "Evaluation of Education and Training Programs for Naval Officers Personnel Specialization in Kodiklatal (Naval School)." In Proceedings of the International Conference on Educational Psychology and Pedagogy - "Diversity in Education" (ICEPP 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200130.083.

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Decoussemaeker, Pascal. "The Use of a Second-Generation Expert System Based on “Case-Based Reasoning” for the Operational Support of Gas Turbine-Based Power Plants." In ASME Turbo Expo 2005: Power for Land, Sea, and Air. ASMEDC, 2005. http://dx.doi.org/10.1115/gt2005-68311.

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The increased complexity of power plants is driving companies to look for ways to effectively capture and re-use know-how acquired in the form of experience made by personnel involved in troubleshooting. In recent years, there has been much progress in the fields of knowledge management in general, and artificial intelligence in particular. One such technology with its roots in cognitive psychology is called case-based reasoning. This paper begins with an overview of the organizational knowledge creation process in general, a description of a technology called case-based reasoning, and an analysis of the advantages of case-based reasoning compared to more classic knowledge-based systems. It then describes what is at stake in the maintenance of mission-critical, high-technology equipment in the power industry, followed by a description of a second-generation expert system based on case-based reasoning that is designed to effectively capture and reuse troubleshooting knowledge within a large organization. Finally, it will illustrate other issues that can be addressed, such as staff turnover, availability of experts, etc..
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Vitalia, Ileana-Loredana. "Personal Development In First Year Psychology Students." In EduWorld 2018 - 8th International Conference. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.08.03.252.

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Suhir, Ephraim. "Helicopter Landing Ship (HLS): Undercarriage Strength and the Role of the Human Factor." In ASME 2009 28th International Conference on Ocean, Offshore and Arctic Engineering. ASMEDC, 2009. http://dx.doi.org/10.1115/omae2009-79034.

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Based on the probabilistic approach and using the extreme value distribution (EVD) technique, we address the helicopter undercarriage strength in a helicopter-landing-ship (HLS) situation. Our analysis contains an attempt to quantify, also on the probabilistic basis, the role of the human factor in the situation in question. This factor is important from the standpoint of the operation time and, hence, from the standpoint of the likelihood of safe landing during the lull period in the sea condition. The operation time includes the time required for the officer-on-ship-board and the helicopter pilot to come up with their go-ahead decisions, and the time of actual landing. It is assumed, for the sake of simplicity, that both these times could be approximated by Rayleigh’s law, while the lull duration follows the normal law. Safe landing can be expected if the probability that it takes place during the lull time is sufficiently high. The probability that the helicopter undercarriage strength is not compromised can be evaluated as the product of the probability that landing occurs during the lull time and the probability that the relative velocity of the helicopter with respect the ship’s deck at the moment of the encounter of the undercarriage with the deck does not exceed the allowable level. The developed model can be used when establishing the requirements for the undercarriage strength, as well as when developing guidelines for personnel training. Particularly, it can be employed for establishing the times that need to be met by the two humans involved to make their decisions for landing and to actually land the helicopter in a timely fashion. It goes without saying that plenty of additional risk analyses (associated with the need to quantify various underlying uncertainties) and human psychology related effort will be needed to make such guidelines practical.
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