Patterson Fiona, Prescott-Clements Linda, Zibarras Lara, Edwards Helena, Kerrin Maire, Cousans Fran
University of Cambridge, Cambridge, UK.
Work Psychology Group, 27 Brunel Parkway, Pride Park, Derby, DE24 8HR, UK.
Adv Health Sci Educ Theory Pract. 2016 Oct;21(4):859-81. doi: 10.1007/s10459-014-9579-4. Epub 2015 Jan 25.
Displaying compassion, benevolence and respect, and preserving the dignity of patients are important for any healthcare professional to ensure the provision of high quality care and patient outcomes. This paper presents a structured search and thematic review of the research evidence relating to values-based recruitment within healthcare. Several different databases, journals and government reports were searched to retrieve studies relating to values-based recruitment published between 1998 and 2013, both in healthcare settings and other occupational contexts. There is limited published research related to values-based recruitment directly, so the available theoretical context of values is explored alongside an analysis of the impact of value congruence. The implications for the design of selection methods to measure values is explored beyond the scope of the initial literature search. Research suggests some selection methods may be appropriate for values-based recruitment, such as situational judgment tests (SJTs), structured interviews and multiple-mini interviews (MMIs). Personality tests were also identified as having the potential to compliment other methods (e.g. structured interviews), as part of a values-based recruitment agenda. Methods including personal statements, references and unstructured/'traditional' interviews were identified as inappropriate for values-based recruitment. Practical implications are discussed in the context of values-based recruitment in the healthcare context. Theoretical implications of our findings imply that prosocial implicit trait policies, which could be measured by selection tools such as SJTs and MMIs, may be linked to individuals' values via the behaviours individuals consider to be effective in given situations. Further research is required to state this conclusively however, and methods for values-based recruitment represent an exciting and relatively unchartered territory for further research.
展现同情心、仁爱和尊重，并维护患者尊严，对于任何医疗保健专业人员而言，都是确保提供高质量护理和取得良好患者治疗效果的重要因素。本文对医疗保健领域基于价值观的招聘相关研究证据进行了结构化检索和主题综述。我们检索了几个不同的数据库、期刊和政府报告，以获取1998年至2013年间在医疗保健环境及其他职业背景下发表的与基于价值观的招聘相关的研究。直接与基于价值观的招聘相关的已发表研究有限，因此在分析价值一致性影响的同时，还探讨了现有的价值观理论背景。超出了初始文献检索范围，探讨了对衡量价值观的选拔方法设计的影响。研究表明，一些选拔方法可能适用于基于价值观的招聘，如情境判断测试（SJTs）、结构化面试和多迷你面试（MMIs）。人格测试也被认为有潜力作为基于价值观招聘议程的一部分，补充其他方法（如结构化面试）。包括个人陈述、推荐信和非结构化/“传统”面试在内的方法被确定不适用于基于价值观的招聘。在医疗保健背景下基于价值观的招聘的背景下讨论了实际意义。我们研究结果的理论意义表明，亲社会隐性特质政策（可通过SJTs和MMIs等选拔工具来衡量）可能通过个人认为在特定情况下有效的行为与个人价值观相关联。然而，需要进一步研究来最终确定这一点，基于价值观的招聘方法代表了一个令人兴奋且相对未被探索的进一步研究领域。
