药学专业虚拟多站面试的有效性证据。
Validity evidence for a virtual multiple mini interview at a pharmacy program.
机构信息
School of Social Work, UNC Chapel Hill, Chapel Hill, NC, USA.
Division of Practice Advancement and Clinical Education, Director, Center for Innovative Pharmacy Education and Research, UNC Eshelman School of Pharmacy, UNC Chapel Hill, Chapel Hill, NC, USA.
出版信息
BMC Med Educ. 2023 Aug 3;23(1):551. doi: 10.1186/s12909-023-04521-9.
BACKGROUND
Numerous health professions schools have transitioned to virtual admissions interviews in recent years. While some research suggests that virtual multiple mini-interviews (vMMIs) are feasible, acceptable, and more affordable, there is a paucity of research concerning the validity of this approach. The purpose of this study was to examine the validity and reliability of vMMIs and explore differences in performance between vMMI and in-person MMIs.
METHODS
Data were collected for two years of in-person MMIs and two years of vMMIs at a pharmacy program/school in the United States. An exploratory factor analysis (principal components analysis) with varimax rotation and Kaiser rule (i.e. retaining factors with eigenvalue > 1.0) was used to explore the construct validity of the vMMI data. Pearson correlation was used to examine correlations between vMMI stations and Cronbach alpha was used to determine the internal consistency of each station. Independent t-tests were used to examine differences between in-person MMI and vMMI scores. Cohen's d was used to determine effect sizes.
RESULTS
Four hundred and thirty-eight (42.69%) candidates completed an in-person MMI and 588 (57.31%) completed a vMMI. Factor analysis indicated that each vMMI station formed a single factor with loads ranging from 0.86 to 0.96. The vMMI stations accounted for most of the total variance, demonstrated weak to negligible intercorrelations, and high internal consistency. Significant differences between in-person and vMMI scores were found for the teamwork-giving, teamwork-receiving, and integrity stations. Medium effect sizes were found for teamwork-giving and teamwork-receiving and a small effect size was found for integrity.
CONCLUSIONS
Initial evidence suggests that the vMMI is a valid and reliable alternative to in-person MMIs. Additional research is needed to examine sources of differences in rating patterns between the two approaches and identify strategies that align with institutional priorities for recruitment and admissions.
背景
近年来，许多健康专业学校已经过渡到虚拟招生面试。虽然一些研究表明虚拟多迷你面试（vMMI）是可行的、可接受的且更经济实惠的，但关于这种方法的有效性的研究很少。本研究的目的是检验 vMMI 的有效性和可靠性，并探讨 vMMI 和面对面 MMIs 之间表现的差异。
方法
数据是在美国的一个药学项目/学校的两年面对面 MMIs 和两年 vMMIs 中收集的。采用探索性因子分析（主成分分析）和方差极大旋转法（即保留特征值大于 1.0 的因子）来探索 vMMI 数据的结构有效性。使用 Pearson 相关系数来检验 vMMI 站之间的相关性，使用 Cronbach alpha 来确定每个站的内部一致性。使用独立 t 检验来检验面对面 MMI 和 vMMI 分数之间的差异。使用 Cohen's d 来确定效应大小。
结果
共有 438 名（42.69%）候选人完成了面对面 MMI，588 名（57.31%）完成了 vMMI。因子分析表明，每个 vMMI 站都形成了一个单一的因素，负荷从 0.86 到 0.96。vMMI 站占总方差的大部分，表现出微弱到可忽略的相互关系，以及高内部一致性。在团队合作-给予、团队合作-接收和诚信站方面，发现了面对面和 vMMI 分数之间的显著差异。在团队合作-给予和团队合作-接收方面发现了中等效应大小，在诚信方面发现了小效应大小。
结论
初步证据表明，vMMI 是面对面 MMIs 的有效且可靠的替代方法。需要进一步研究来检验两种方法之间评分模式差异的来源，并确定与机构招聘和招生优先事项一致的策略。
Zotero 插件