Jelley R Blake, Parkes Michael A, Rothstein Mitchell G
a Department of Psychology.
b Richard Ivey School of Business, The University of Western Ontario.
Med Educ Online. 2002 Dec;7(1):4538. doi: 10.3402/meo.v7i.4538.
Purpose To examine the extent to which medical school interviewers consider perceptions of applicant personality traits during a semi-structured panel interview, the interrater reliability of assessments, and the impact of such perceptions on individual admission decisions. Method Semi-structured panel interviews were conducted with applicants to the Doctor of Medicine Program at the University of Western Ontario in London, Canada. Interviewers also provided voluntary, "research only" ratings of applicants on nine relevant personality traits. Data from 345 applicants under consideration for admission were available for analysis. Results Significant correlations were observed between personality ratings and important operational variables (e.g., interview scores). Applicants who were most likely to be admitted to the program were perceived as high on certain traits (i.e., Achievement, Nurturance, Endurance, Cognitive Structure, & Order) and low on other traits (i.e., Abasement, Aggression, & Impulsivity). Statistically removing variance shared with personality ratings from interview scores resulted in different admission decisions for over 40% of the applicants. Interrater reliabilities for personality perceptions were relatively low. However, interrater reliability of the panel interview used to make admission decisions was acceptable. Nonlinear relations between personality perceptions and interview scores were also explored. Conclusion Some evidence was found that interviewers? perceptions of applicant personality may affect their judgments when assigning interview ratings. Given that non-cognitive characteristics are perceived as important in the admissions process and that perceptions of personality traits have implications for decisions about which candidates to admit, suggestions for identifying desirable non-cognitive characteristics and for increasing the quality of assessments are offered.
目的 考察医学院面试官在半结构化小组面试中考虑申请人性格特质认知的程度、评估的评分者间信度，以及此类认知对个人录取决定的影响。方法 对加拿大伦敦西安大略大学医学博士项目的申请人进行半结构化小组面试。面试官还自愿提供了对申请人九种相关性格特质的“仅供研究”评分。有345名正在考虑录取的申请人的数据可供分析。结果 在性格评分与重要操作变量（如面试分数）之间观察到显著相关性。最有可能被该项目录取的申请人在某些特质（即成就、养育、耐力、认知结构和秩序）方面得分高，而在其他特质（即自卑、攻击性和冲动性）方面得分低。从面试分数中统计去除与性格评分共有的方差，导致超过40%的申请人录取决定不同。性格认知的评分者间信度相对较低。然而，用于做出录取决定的小组面试的评分者间信度是可以接受的。还探讨了性格认知与面试分数之间的非线性关系。结论 有证据表明，面试官对申请人性格的认知可能会在给出面试评分时影响他们的判断。鉴于非认知特征在录取过程中被视为重要因素，且性格特质的认知对录取哪些候选人的决定有影响，本文提供了识别理想非认知特征和提高评估质量的建议。
