Mayo Clinic, Department of Anesthesiology, 14390 Mayo Boulevard, Jacksonville, FL 32224, USA.
University of Iowa, Department of Anesthesia, Division of Management Consulting, 200 Hawkins Drive, 6-JCP, Iowa City, IA 52242, USA.
J Clin Anesth. 2017 May;38:107-110. doi: 10.1016/j.jclinane.2017.01.031. Epub 2017 Feb 1.
Work habits are non-technical skills that are an important part of job performance. Although non-technical skills are usually evaluated on a relative basis (i.e., "grading on a curve"), validity of evaluation on an absolute basis (i.e., "minimum passing score") needs to be determined.
Survey and observational study.
None.
None.
The theme of "work habits" was assessed using a modification of Dannefer et al.'s 6-item scale, with scores ranging from 1 (lowest performance) to 5 (highest performance). E-mail invitations were sent to all consultant and fellow anesthesiologists at Mayo Clinic in Florida, Arizona, and Minnesota. Because work habits expectations can be generational, the survey was designed for adjustment based on all invited (responding or non-responding) anesthesiologists' year of graduation from residency.
The overall mean±standard deviation of the score for anesthesiologists' minimum expectations of nurse anesthetists' work habits was 3.64±0.66 (N=48). Minimum acceptable scores were correlated with the year of graduation from anesthesia residency (linear regression P=0.004). Adjusting for survey non-response using all N=207 anesthesiologists, the mean of the minimum acceptable work habits adjusted for year of graduation was 3.69 (standard error 0.02). The minimum expectations for nurse anesthetists' work habits were compared with observational data obtained from the University of Iowa. Among 8940 individual nurse anesthetist work habits scores, only 2.6% were <3.69. All N=65 of the Iowa nurse anesthetists' mean work habits scores were significantly greater than the Mayo estimate (3.69) for the minimum expectations; all P<0.00024.
Our results suggest that routinely evaluated work habits of nurse anesthetists within departments should not be compared with an appropriate minimum score (i.e., of 3.69). Instead, work habits scores should be analyzed based on relative reporting among anesthetists.
工作习惯是非技术技能，是工作表现的重要组成部分。尽管非技术技能通常是相对评估的（即“按曲线评分”），但需要确定绝对评估的有效性（即“最低通过分数”）。
调查和观察性研究。
无。
无。
使用 Dannefer 等人的 6 项量表的修改版评估“工作习惯”主题，得分范围为 1（表现最低）至 5（表现最高）。向佛罗里达州、亚利桑那州和明尼苏达州梅奥诊所的所有顾问和住院医师麻醉师发送电子邮件邀请。由于工作习惯的期望可能具有代际性，因此该调查是根据所有受邀（回应或未回应）麻醉师的住院医师毕业年份进行调整的。
麻醉师对护士麻醉师工作习惯最低期望的评分的总体平均值±标准偏差为 3.64±0.66（N=48）。可接受的最低分数与从麻醉住院医师毕业的年份相关（线性回归 P=0.004）。使用所有 N=207 名麻醉师调整调查无反应，调整毕业年份后的可接受最低工作习惯的平均值为 3.69（标准误差 0.02）。与从爱荷华大学获得的观察数据相比，护士麻醉师的工作习惯最低期望。在 8940 名个体护士麻醉师工作习惯评分中，只有 2.6%低于 3.69。梅奥估计的所有 N=65 名爱荷华州护士麻醉师的平均工作习惯评分均显著高于最低期望（3.69）；所有 P<0.00024。
我们的结果表明，部门内常规评估的护士麻醉师工作习惯不应与适当的最低分数（即 3.69）进行比较。相反，工作习惯评分应根据麻醉师之间的相对报告进行分析。
