Huntington William P, Haines Nikkole, Patt Joshua C
Department of Orthopaedic Surgery, Carolinas Medical Center, 1025 Morehead Medical Drive, Suite 300, Charlotte, NC, 28204, USA,
Clin Orthop Relat Res. 2014 Sep;472(9):2859-66. doi: 10.1007/s11999-014-3692-9. Epub 2014 Jun 5.
In accordance with the American Academy of Orthopaedic Surgeons' strategic goal of enriching our field by building a more diverse orthopaedic workforce, the specialty needs further information delineating the factors important to the applicant pool as a whole and more specifically to women and other underrepresented minority groups.
QUESTIONS/PURPOSES: This study aims to identify (1) factors important to residency applicants selecting an orthopaedic residency program; (2) differences in factor importance for men, women, and minorities, and (3) the importance of different information sources used when making his or her rank list.
All 742 applicants who applied to the authors' orthopaedic surgery residency program in the 2013 National Resident Matching Program were queried. The response rate was 28% (207 of 742). Respondents were asked to rank, on a 5-point Likert scale, 37 factors that may have affected their rank lists to differing degrees. Respondents also identified the importance of sources of information used to make their rank lists, factors that residency programs considered important when ranking applicants, and their level of agreement with various sex- and racial-specific statements regarding orthopaedic training.
The most important factors affecting rank lists were perceived happiness/quality of life of current residents, resident camaraderie, and impression after an away rotation. Women weighed their personal interactions and a program's proximity to family and friends more heavily when determining a rank list. Sixty-eight percent of women eliminated residency programs from their options based on perceived sex biases versus less than 1% of men. Applicants valued information obtained from away rotations at an institution and in talking with current residents most when determining his or her rank list.
Programs should consider interpersonal factors, like quality of life and resident camaraderie as factors in attracting applicants. They also should minimize perceived biases and emphasize interactions with current residents during the application process to meet their goals of attracting an exceptional and more diverse orthopaedic workforce.
根据美国矫形外科医师学会的战略目标，即通过建立更加多样化的矫形外科人才队伍来丰富我们的领域，该专业需要更多信息来描述对整个申请人群体，特别是对女性和其他代表性不足的少数群体重要的因素。
问题/目的：本研究旨在确定：（1）对选择矫形外科住院医师培训项目的住院医师申请人重要的因素；（2）男性、女性和少数群体在因素重要性方面的差异；（3）在制定排名列表时使用的不同信息来源的重要性。
对2013年全国住院医师匹配计划中申请作者所在矫形外科住院医师培训项目的所有742名申请人进行了调查。回复率为28%（742人中的207人）。要求受访者用5分制李克特量表对37个可能不同程度影响其排名列表的因素进行排序。受访者还确定了用于制定排名列表的信息来源的重要性、住院医师培训项目在对申请人进行排名时认为重要的因素，以及他们对关于矫形外科培训的各种性别和种族特定陈述的认同程度。
影响排名列表的最重要因素是当前住院医师的幸福感/生活质量、住院医师之间的情谊以及外地轮转后的印象。女性在确定排名列表时更看重个人互动以及项目与家人和朋友的距离。68%的女性基于感知到的性别偏见从选择中排除住院医师培训项目，而男性这一比例不到1%。申请人在确定排名列表时最看重从机构的外地轮转以及与当前住院医师交谈中获得的信息。
培训项目应将生活质量和住院医师情谊等人际因素视为吸引申请人的因素。它们还应尽量减少感知到的偏见，并在申请过程中强调与当前住院医师的互动，以实现吸引优秀且更加多样化的矫形外科人才队伍的目标。
