人格：研究生药剂学住院医师选拔中一个潜在的未被开发的资源。
Personality: A potentially untapped resource in the selection of postgraduate pharmacy residents.
机构信息
Department of Pharmacy Practice and Science, University of Maryland School of Pharmacy, Baltimore, MD, USA.
Department of Pharmacy, University of Maryland Medical Center, Baltimore, MD, USA.
出版信息
Am J Health Syst Pharm. 2022 Mar 21;79(7):540-546. doi: 10.1093/ajhp/zxab450.
PURPOSE
This study assessed whether personality testing of postgraduate year 1 (PGY1) pharmacy residency applicants was feasible and predicted important selection outcomes, including interview offers.
METHODS
Applicants to the PGY1 pharmacy residency program at a large academic medical center were invited to complete a 50-item online personality test based on the 5-factor model (ie, the "Big Five"). Scores were sealed until after matching, at which point they were compared to screening, interview, and ranking and match outcomes. Endpoints of interest included the feasibility of the test (eg, time required for completion, completion rate) and whether personality predicted the odds of an interview offer.
RESULTS
The personality test was taken by 137 PGY1 applicants (69.5%) and required a median of 6.8 minutes to complete. Openness to experience was associated with decreased odds of an interview offer (adjusted odds ratio [OR], 0.86; 95% confidence interval [CI], 0.75-0.98), whereas conscientiousness and extraversion were associated with increased odds of an interview offer (conscientiousness: adjusted OR, 1.26; 95% CI, 1.02-1.55; extraversion: OR, 1.16; 95% CI, 1.03-1.31). When combined with traditional screening criteria (eg, awards, leadership positions), openness to experience and extraversion remained predictors of an interview offer (in the directions specified above), whereas conscientiousness did not. In an exploratory analysis of interviewees, agreeableness was a negative predictor of interview score. Personality did not predict screening scores or final ranking.
CONCLUSION
Personality testing, based on the traits desired at individual residency programs, could be a valuable addition to the methods used for selecting PGY1 pharmacy residents.
目的
本研究评估了对住院药师规范化培训第 1 年（PGY1）申请人进行人格测试是否可行，以及预测重要的选择结果，包括面试机会。
方法
邀请参加大型学术医疗中心 PGY1 药房住院医师项目的申请人完成基于 5 因素模型（即“大五”）的 50 项在线人格测试。分数在匹配后才被封存，然后与筛选、面试、排名和匹配结果进行比较。感兴趣的终点包括测试的可行性（例如，完成所需的时间、完成率）以及人格是否预测获得面试机会的几率。
结果
137 名 PGY1 申请人（69.5%）参加了人格测试，完成测试需要中位数 6.8 分钟。开放性与获得面试机会的几率降低有关（调整后的优势比[OR]，0.86；95%置信区间[CI]，0.75-0.98），而尽责性和外向性与获得面试机会的几率增加有关（尽责性：调整后的 OR，1.26；95%CI，1.02-1.55；外向性：OR，1.16；95%CI，1.03-1.31）。当与传统的筛选标准（例如，奖项、领导职位）相结合时，开放性和外向性仍然是获得面试机会的预测因素（按上述方向），而尽责性则不是。在对面试者的探索性分析中，宜人性是面试分数的负预测因素。人格与筛选分数或最终排名无关。
结论
基于各住院医师计划所需的特质进行人格测试，可能是选择 PGY1 药房住院医师的方法的有益补充。
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