No abstract

OBJECTIVES This study aimed to evaluate the validity and utility of and candidate reactions towards cognitive ability tests, and current selection methods, including a clinical problemsolving test (CPST) and a situational judgement test (SJT), for postgraduate selection.METHODS This was an exploratory, longitudinal study to evaluate the validities of two cognitive ability tests (measuring general intelligence) compared with current selection tests, including a CPST and an SJT, in predicting performance at a subsequent selection centre (SC). Candidate reactions were evaluated immediately after test administration to examine face validity. Data were collected from candidates applying for entry into training in UK general practice (GP) during the 2009 recruitment process. Participants were junior doctors (n = 260). The mean age of participants was 30.9 years and 53.1% were female. Outcome measures were participants' scores on three job simulation exercises at the SC.RESULTS Findings indicate that all tests measure overlapping constructs. Both the CPST and SJT independently predicted more variance than the cognitive ability test measuring non-verbal mental ability. The other cognitive ability test (measuring verbal, numerical and diagrammatic reasoning) had a predictive value similar to that of the CPST and added significant incremental validity in predicting performance on job simulations in an SC. The best single predictor of performance at the SC was the SJT. Candidate reactions were more positive towards the CPST and SJT than the cognitive ability tests.CONCLUSIONS In terms of operational validity and candidate acceptance, the combination of the current CPST and SJT proved to be the most effective administration of tests in predicting selection outcomes. In terms of construct validity, the SJT measures procedural knowledge in addition to aspects of declarative knowledge and fluid abilities and is the best single predictor of performance in the SC. Further research should consider the validity of the tests in this study in predicting subsequent performance in training.change management

This is the unspecified version of the paper.This version of the publication may differ from the final published version. attribution questionnaire prior to a structured patient consultation exercise, during which patients and assessors rated physician empathy. The exercise was audiotaped, transcribed and content analyzed for verbal behaviors. Support was found for the hypotheses, however, patients but not medical assessors associated empathy with reassurance and provision of medical information. Permanent repository link: Predicting empathy judgments 2Empathy is particularly important for medical practitioners. Physician empathy has been shown to predict patient trust, compliance with clinical decisions, and satisfaction with medical services (Barnett, Howard, King & Dino, 1981;Becker & Maiman, 1975;Newton et al. 2000). Yet surprisingly little is known about the factors that lead patients to judge physician empathy. This research set out to address two related research questions: a) how can we explain and predict individual differences in judged physician empathy, and b) what are the behavioral cues that lead patients to judge their physician as empathic? We tested a socio-cognitive model of judged empathy among 100 physicians undertaking standardized patient consultations as part of a structured selection process. Proximal and Distal Predictors of Perceived EmpathyEmpathy has been defined in many ways, reflecting a multitude of theoretical and empirical perspectives (cf. Preston & de Waal, 2002). It is most often conceptualized in one of two ways: (1) as a heightened sensitivity to another"s emotional state that results in a shared emotional response and feelings of sympathy, or (2) as the ability to decode a target person"s thoughts and feelings and respond accordingly (Marangoni, Ickes, Garcia & Teng, 1995). Both of these treat empathy as a predominantly intra-psychic phenomenonsomething experienced (or felt) by the person who is empathizing, rather than something perceived by someone who is being empathized with (Hakansson & Montgomery, 2003). In patient consultations, however, it is arguably whether patients judge their physician to demonstrate empathy that is important (Newton et al., 2000): an interpersonal perspective that is reflected in many medical definitions of empathy. For example, More (1996) Predicting empathy judgments 3 suggests that empathy is "… a form of relational knowledge. Its manifestation is not "concern" but "presence." The empathetic physician is neither objective nor subjective, Communication Behavior and EmpathyThe nature of physician-patient interactions influences both positive clinical outcomes and less positive outcomes such as lawsuits for malpractice (Di Blazi, Harkness, Predicting empathy judgments 4Ernst, Georgiou & Kleijnen, 2001;Levinson & Chaumeton, 1999; Mercer, McConnachie, Maxwell, Heaney & Watt, 2005;Vincent, Young & Phillips, 1994). Yet, despite a considerable body of research investigating physician-patient communication (e.g., BenSira, 1980; Buller & Buller, 19...

The current UK national recruitment and selection process for public health specialty training has good predictive validity. The individual components of the process are testing different skills and abilities and together they are providing additive value.

The purpose of this study was to reexamine the role of personality in occupational specialty choice, to better understand how and in what ways personality traits might influence vocational development after a person has chosen a career. Design/Methodology/Approach: The study tested hypotheses in a sample of UK medical students, each of whom had chosen their specialty pathway, and completed a measure of the Big Five personality traits. Associations of the junior doctor's Big Five personality traits with the Holland RIASEC (Realistic, Investigative, Artistic, Social, Enterprising, Conventional) profiles of their medical specialty selections (derived from the O*NET database) were examined. Findings: Findings provided good support for our hypotheses. Junior doctors' Agreeableness (with Social) and Neuroticism (with Realistic, Artistic, and Enterprising) were the main predictors of the RIASEC profiles of their specialty selections. Research Implications: The findings suggest that personality traits influence specialty selection in predictable ways, and differently compared to occupational choice. The paper discusses findings within a theoretical framework that explains how and why trait influences on withinoccupational specialty selection differ from influences on occupational interest and choice more broadly. The potential mechanisms underlying these associations are explored in the context of motivational aspects of Agreeableness and Neuroticism. Practical Implications: Within-occupation specialties should feature in career guidance discussions and interventions more explicitly to enable people to decide whether occupational specialties are available that appeal to their individual differences. Originality/Value: This is the first study to examine the relations of personality and occupational specialty through the lens of the RIASEC model, and the first to propose cross-PERSONALITY AND OCCUPATIONAL SPECIALTY 3 occupation theoretical pathways from personality to specialty choice. The data from the field of medicine enable us to test our propositions in a suitably diverse set of occupational specialties.

Purpose The aim of this paper is to examine the impact of personality traits of the Big Five model on training outcomes to help explain variation in training effectiveness. Design/methodology/approach Associations of the Big Five with self-reported learning following training were tested in a pre- and post-design in a field sample of junior medical practitioners (N = 99), who attended a training workshop on self-awareness. Associations are reported of personality traits with post-training learning measured immediately following the workshop and one-month later controlling for pre-training learning. Findings Conscientiousness was related to post-training learning at both times. None of the remaining Big Five factors were associated with post-training learning. Research limitations/implications The study contributes to the literature on personality and training outcomes, clarifying the associations of traits with outcomes in a pre-and-post design. Although the study sample has limitations, the findings have implications for numerous lines of future research, in particular in understanding the role of training in relations of personality and job performance. Practical implications Practitioners should consider ways to encourage training participants to approach training conscientiously. Personality assessment might help people reflect on their approach to learning to adapt it during training. Originality/value No study has previously examined the role of personality traits in training outcomes using a pre- and post-design. The role of conscientiousness in workplace learning is underlined by the findings. While dimensions such as openness and extraversion may encourage people to participate in training, conscientiousness may make the difference in promoting internalized individual development and change following training.

This paper describes a new approach to developing strengthened medical appraiser skills prior to the introduction of medical revalidation. We describe how we extended previous skills-based models and competency checklists to produce a behavioural model of effective appraiser performance. Development centre (DC) methods were used to produce a one-day workshop to encourage appraisers to reflect on their current level of ability and to identify and address additional required skills through observation, practice and feedback. In describing the DC, we discuss the impact of using the concept of emotional intelligence (EI) to develop appraiser skills and improve self-awareness. This aimed to support appraisers to effectively influence appraisees' continual professional development (CPD) and review appraisee practice through audit, significant events and patient and colleague feedback, with the ultimate aim of improving patient care. Finally, we provide initial evaluation data for our DC approach.

This paper describes a longitudinal evaluation of six pilot medical appraiser development centres (ADCs) with GPs held between February and September 2009 in the Kent, Surrey and Sussex Deanery. The ADCs were developed using traditional development centre methods and incorporated the concept of emotional intelligence (El). Initial evaluation results have shown positive short-term outcomes relating to appraiser skills and self-confidence as well as transfer of learning. This paper extends this earlier evaluation by looking at appraiser and appraisee feedback approximately one year after the ADCs using a validated framework for training evaluation. We discuss the long-term affective, cognitive and behavioural learning outcomes and the impact participation in the ADCs has on the broader healthcare system, including effects upon patient care and safety. Limitations of the current project and opportunities for future research are discussed.