Schripsema Nienke R, van Trigt Anke M, van der Wal Martha A, Cohen-Schotanus Janke
Center for Education Development and Research in Health Professions (CEDAR), Institute for Medical Education, University of Groningen, University Medical Center Groningen, Groningen, the Netherlands.
Institute for Medical Education, University of Groningen, University Medical Center Groningen, Groningen, the Netherlands.
PLoS One. 2016 Mar 9;11(3):e0150645. doi: 10.1371/journal.pone.0150645. eCollection 2016.
Research indicates that certain personality traits relate to performance in the medical profession. Yet, personality testing during selection seems ineffective. In this study, we examine the extent to which different medical school selection processes call upon desirable personality characteristics in applicants.
1019 of all 1055 students who entered the Dutch Bachelor of Medicine at University of Groningen, the Netherlands in 2009, 2010 and 2011 were included in this study. Students were admitted based on either top pre-university grades (n = 139), acceptance in a voluntary multifaceted selection process (n = 286), or lottery weighted for pre-university GPA. Within the lottery group, we distinguished between students who had not participated (n = 284) and students who were initially rejected (n = 310) in the voluntary selection process. Two months after admission, personality was assessed with the NEO-FFI, a measure of the five factor model of personality. We performed ANCOVA modelling with gender as a covariate to examine personality differences between the four groups.
The multifaceted selection group scored higher on extraversion than all other groups(p<0.01), higher on conscientiousness than both lottery-admitted groups(p<0.01), and lower on neuroticism than the lottery-admitted group that had not participated in the voluntary selection process. The latter group scored lower on conscientiousness than all other groups(p<0.05) and lower on agreeableness than the multifaceted selection group and the top pre-university group(p<0.01).
Differences between the four admission groups, though statistically significant, were relatively small. Personality scores in the group admitted through the voluntary multifaceted selection process seemed most fit for the medical profession. Personality scores in the lottery-admitted group that had not participated in this process seemed least fit for the medical profession. It seems that in order to select applicants with suitable personalities, an admission process that calls upon desirable personality characteristics is beneficial.
研究表明，某些人格特质与医学职业表现相关。然而，选拔过程中的人格测试似乎效果不佳。在本研究中，我们考察了不同医学院校选拔流程对申请者理想人格特征的要求程度。
纳入了2009年、2010年和2011年进入荷兰格罗宁根大学医学学士学位项目的1055名学生中的1019名。学生通过以下方式录取：高中成绩优异（n = 139）、通过自愿多维度选拔流程录取（n = 286）或根据高中平均绩点进行抽签加权录取。在抽签组中，我们区分了未参加自愿选拔流程的学生（n = 284）和在自愿选拔流程中最初被拒绝的学生（n = 310）。入学两个月后，使用NEO-FFI对人格进行评估，这是一种人格五因素模型的测量方法。我们进行了以性别作为协变量的协方差分析建模，以考察四组之间的人格差异。
多维度选拔组在外倾性上的得分高于所有其他组（p<0.01），在尽责性上的得分高于两个抽签录取组（p<0.01），在神经质上的得分低于未参加自愿选拔流程的抽签录取组。后一组在尽责性上的得分低于所有其他组（p<0.05），在宜人性上的得分低于多维度选拔组和高中成绩优异组（p<0.01）。
四个录取组之间的差异虽然具有统计学意义，但相对较小。通过自愿多维度选拔流程录取的组的人格得分似乎最适合医学职业。未参加此流程的抽签录取组的人格得分似乎最不适合医学职业。为了选拔出具有合适人格的申请者，一个要求具备理想人格特征的录取流程似乎是有益的。
