本研究之目的在於探討：（1）「360度回饋」與「傳統上司評鑑」對於自評效標與學習成效解釋預測力的比較；（2）「360度回饋」與「管理才能心理測驗」對於自評效標與學習成效解釋預測力的比較；（3）針對「連級輔導長」，以「管理才能心理測驗」與「360度回饋」，進行多元迴歸與多重切點的「甄選策略」，以及其「入選」學員在自評效標與學習成效上的差異比較。
本研究樣本為義務役預官，共358人，包括實習幹部41人。研究結果顯示：（1）管理才能心理測驗各向度之內部一致性係數介於.52-.81，中位數為.68，且測驗結果能有效地預測自評效標上的表現（多元相關係數介於.39~.67），但對學習成效則預測較低（多元相關係數介於
.11~.20）；（2）360度回饋不同評分來源彼此之間，上司與部屬、上司與同儕之間的得分達顯著相關，且360度回饋的總分與多數效標皆達顯著相關（相關係數介於.33~.51）；（3）360度回饋僅在預測實習幹部「受訓表現」上的表現，比傳統上司評鑑可以解釋更多的效標變異量；（4）360度回饋總分在預測實習幹部「學習成效」上的表現，較管理才能心理測驗為佳；而管理才能心理測驗總分則在預測實習幹部「自評效標」上的表現，較360度回饋為佳；（5）運用管理才能心理測驗的評量結果，進行多元迴歸與多重切點的甄選策略之分析，結果均能區辨受訓學員在「自評效標」上的表現，但兩種不同甄選策略所選取出來的受測者，其在效標上的表現並未達顯著差異；然而，運用360度回饋的評量結果，進行多重切點甄選策略之分析，其結果只能區辨實習幹部在部份「學習成效」效標上的表現。最後，研究者並進一步提出本研究之限制、後續研究之方向，以及具體之實務建議。

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