Drosdeck Joseph M, Osayi Sylvester N, Peterson Laura A, Yu Lianbo, Ellison Edwin Christopher, Muscarella Peter
Department of Surgery, The Ohio State University Wexner Medical Center, Columbus, Ohio.
Department of Surgery, The Ohio State University Wexner Medical Center, Columbus, Ohio.
J Surg Res. 2015 Jun 1;196(1):60-6. doi: 10.1016/j.jss.2015.02.021. Epub 2015 Feb 18.
Previous studies have demonstrated correlations between personality traits and job performance and satisfaction. Evidence suggests that personality differences exist between surgeons and nonsurgeons, some of which may develop during medical training. Understanding these personality differences may help optimize job performance and satisfaction among surgical trainees and be used to identify individuals at risk of burnout. This study aims to identify personality traits of surgeons and nonsurgeons at different career points.
We used The Big Five Inventory, a 44-item measure of the five factor model. Personality data and demographics were collected from responses to an electronic survey sent to all faculty and house staff in the Departments of Surgery, Medicine, and Family Medicine at The Ohio State University College of Medicine. Data were analyzed to identify differences in personality traits between surgical and nonsurgical specialties according to level of training and to compare surgeons to the general population.
One hundred ninety-two house staff and faculty in surgery and medicine completed the survey. Surgeons scored significantly higher on conscientiousness and extraversion but lower on agreeableness compared to nonsurgeons (all P < 0.05). Surgery faculty scored lower in agreeableness compared with that of surgery house staff (P = 0.001), whereas nonsurgeon faculty scored higher on extraversion compared with that of nonsurgeon house staff (P = 0.04).
There appears to be inherent personality differences between surgical and nonsurgical specialties. The use of personality testing may be a useful adjunct in the residency selection process for applicants deciding between surgical and nonsurgical specialties. It may also facilitate early intervention for individuals at high risk for burnout and job dissatisfaction.
以往研究已证明人格特质与工作绩效及满意度之间存在关联。有证据表明外科医生与非外科医生之间存在人格差异，其中一些差异可能在医学培训期间形成。了解这些人格差异可能有助于优化外科住院医师的工作绩效和满意度，并用于识别有职业倦怠风险的个体。本研究旨在确定处于不同职业阶段的外科医生和非外科医生的人格特质。
我们使用了大五人格量表，这是一种对五因素模型的44项测量工具。通过向俄亥俄州立大学医学院外科、内科和家庭医学科的所有教员和住院医师发送电子调查问卷来收集人格数据和人口统计学信息。对数据进行分析，以确定根据培训水平外科和非外科专业之间人格特质的差异，并将外科医生与普通人群进行比较。
192名外科和内科的住院医师及教员完成了调查。与非外科医生相比，外科医生在尽责性和外向性方面得分显著更高，但在宜人性方面得分更低（所有P<0.05）。外科教员在宜人性方面的得分低于外科住院医师（P = 0.001），而非外科教员在外向性方面的得分高于非外科住院医师（P = 0.04）。
外科和非外科专业之间似乎存在内在的人格差异。人格测试的应用可能是在住院医师选拔过程中，帮助申请外科和非外科专业的申请人做出决定的有用辅助手段。它还可能有助于对有职业倦怠和工作不满高风险的个体进行早期干预。
