Bowe Sarah N, Laury Adrienne M, Gray Stacey T
1 Department of Otolaryngology, Massachusetts Eye & Ear Infirmary, Boston, Massachusetts, USA.
3 Department of Otolaryngology-Head and Neck Surgery, San Antonio Uniformed Services Health Education Consortium (SAUSHEC), Ft. Sam Houston, Texas, USA.
Otolaryngol Head Neck Surg. 2017 Jun;156(6):981-984. doi: 10.1177/0194599817698432. Epub 2017 Mar 28.
There has been a heightened focus on improving the resident selection process, particularly within highly competitive specialties. Previous research, however, has generally lacked a theoretical background, leading to inconsistent and biased results. Our recently published systematic review examining applicant characteristics and performance in residency can provide historical insight into the predictors (ie, constructs) and outcomes (ie, criteria) previously deemed pertinent by the otolaryngology community. Personnel psychology uses evidence-based practices to identify the most qualified candidates for employment using a variety of selection methods. Extensive research in this discipline has shown that integrity tests, structured interviews, work samples, and conscientiousness offer the greatest increase in validity when combined with general cognitive ability. Blending past research knowledge with the principles of personnel selection can provide the necessary foundation with which to engage in theory-driven, longitudinal studies on otolaryngology resident selection moving forward.
人们越来越关注改进住院医师选拔过程，尤其是在竞争激烈的专业领域。然而，以往的研究通常缺乏理论背景，导致结果不一致且有偏差。我们最近发表的关于住院医师申请特征和表现的系统评价，可以为耳鼻喉科领域之前认为相关的预测因素（即构念）和结果（即标准）提供历史洞察。人事心理学采用循证实践，通过多种选拔方法来确定最符合条件的求职者。该学科的大量研究表明，诚信测试、结构化面试、工作样本以及尽责性与一般认知能力相结合时，效度提升最大。将过去的研究知识与人员选拔原则相结合，可以为今后开展关于耳鼻喉科住院医师选拔的理论驱动的纵向研究提供必要的基础。
