Anesthesiology resident personality type correlates with faculty assessment of resident performance

Schell, Randall M.; DiLorenzo, Amy N.; Li, Hsin-Fang; Fragneto, Regina; Bowe, Edwin A.; Hessel, Eugene A.

doi:10.1016/j.jclinane.2012.04.008

Cited by 19 publications

(14 citation statements)

References 8 publications

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“…Bell [18] examines the diverse personality styles of post-graduate medical students and their teachers as well as their impact on learning. To our knowledge, large-scale studies concerning personality preferences in healthcare focus on medical students [17], and very few have been conducted with clinical teachers, senior physicians, or other medical staff [36, 37]. Although the case number of enrolled physicians from various specialties is relatively limited in our research, we identified interesting trends that are noteworthy for future studies.…”

Section: Discussionmentioning

confidence: 92%

“…The literature also demonstrates that a greater understanding of personality preferences may affect medical training curricula insofar as personality preferences can illuminate learners’ support needs and learning styles [4, 16]. Moreover, personality preference research has led to a more comprehensive understanding of how faculty evaluations of residents’ performances should be approached [17, 18].…”

Section: Introductionmentioning

confidence: 99%

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Examining the association of career stage and medical specialty with personality preferences – a cross-sectional survey of junior doctors and attending physicians from various specialties

et al. 2019

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Background Personality preference research on medical students and physicians demonstrates that personality preferences may affect one’s choice of specialty and transform over the course of one’s academic career as well as during one’s time spent in the clinical setting. The literature offers valuable methods for evaluating medical curricula, understanding medical specialties, and rethinking communication techniques between educators and learners. In line with this encompassing body of work, this study examines the personality preferences of junior doctors and attending physicians from various specialties to investigate how career stage and medical specialty are associated with personality preferences. Method The Myers–Briggs Type Indicator (MBTI) was applied to assess the personality preferences of junior doctors (postgraduates year 1–3) and attending physicians from six major medical specialties. Participants completed a self-administered 93-item questionnaire, while a certified MBTI practitioner explained the personality dichotomies as well as facilitated the self-evaluation process and the questionnaire’s interpretation. Contrasted dichotomous scores and radar plots were employed to illustrate the distinction between junior doctors and attending physicians’ personality preferences. All analyses were performed using the SAS statistical software, while a Wilcoxon rank-sum test was used to quantify the polarisation of personality preferences between junior doctors and attending physicians. Results In total, 98 participants were recruited, of whom 59 were attending physicians and 39 were junior doctors. The most common personality types among the junior doctors were ESTJ (15.4%), INTP (12.8%), and ESFJ (10.3%), while among the attending physicians, the most common types were ISTJ (23.7%) and ESTJ (18.6%). Both junior doctors and attending physicians expressed personality preferences for sensing, thinking, and judging. However, compared to the junior doctors, more polarised personality preferences were noted among the attending physicians for sensing (p = 0.038), thinking (p = 0.032), and judging (p = 0.024). Moreover, junior doctors exhibited less distinct personality preferences in this study. Conclusion Attending physicians and junior doctors exhibited greater personality inclinations for sensing, thinking, and judging, although the former expressed these personality preferences more strongly than the latter. These findings highlight that, amongst physicians, career stage is strongly associated with the expression of personality preferences.

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Section: Discussionmentioning

confidence: 92%

Section: Introductionmentioning

confidence: 99%

Examining the association of career stage and medical specialty with personality preferences – a cross-sectional survey of junior doctors and attending physicians from various specialties

et al. 2019

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“…21 But, faculty evaluations of residents can be biased about practice performance due to several factors, including the personality type of the resident being evaluated. 22 …”

Section: Discussionmentioning

confidence: 99%

Automated Near–Real-time Clinical Performance Feedback for Anesthesiology Residents

et al. 2014

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Background Anesthesiology residencies are developing trainee assessment tools to evaluate 25 milestones that map to the 6 core competencies. The effort will be facilitated by development of automated methods to capture, assess, and report trainee performance to program directors, the Accreditation Council for Graduate Medical Education and the trainees themselves. Methods We leveraged a perioperative information management system to develop an automated, near-real-time performance capture and feedback tool that provides objective data on clinical performance and requires minimal administrative effort. Prior to development, we surveyed trainees about satisfaction with clinical performance feedback and about preferences for future feedback. Results Resident performance on 24,154 completed cases has been incorporated into our automated dashboard, and trainees now have access to their own performance data. Eighty percent (48 of 60) of our residents responded to the feedback survey. Overall, residents ‘agreed/strongly agreed’ that they desire frequent updates on their clinical performance on defined quality metrics and that they desired to see how they compared to the residency as a whole. Prior to deployment of the new tool, they ‘disagreed’ that they were receiving feedback in a timely manner. Survey results were used to guide the format of the feedback tool that has been implemented. Conclusions We demonstrate the implementation of a system that provides near real-time feedback concerning resident performance on an extensible series of quality metrics, and which is responsive to requests arising from resident feedback about desired reporting mechanisms.

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“… 2 , 3 Further, introverted medical students and residents scored lower than extraverts on subjective clinical evaluations but not on objective assessments. 4 , 5 Although some studies found extraversion to be related to aspects of success in and outside of medical careers, 6 , 7 others identified more nuanced measures of personality and non-cognitive attributes to be related to success (eg, conscientiousness, 6 , 8 emotional stability, 8 and proactivity 9 ), qualities possessed by both introverts and extraverts. We found no studies suggesting that quiet individuals were unsuccessful in, or unsuited for, EM careers.…”

Section: Introductionmentioning

confidence: 99%

The Standardized Letter of Evaluation: How We Perceive the Quiet Student

Quinn

Mongelluzzo

Addo

et al. 2023

WestJEM

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Introduction: The Standardized Letter of Evaluation (SLOE) is an emergency medicine (EM)-specific assessment designed to help EM residency programs differ entiate applicants. We became interested in SLOE-narrative language referencing personality when we observed less enthusiasm for applicants described as “quiet” in their SLOEs. In this study our objective was to compare how quiet-labeled, EM-bound applicants were ranked compared to their non-quiet peers in the global assessment (GA) and anticipated rank list (ARL) categories in the SLOE. Methods: We conducted a planned subgroup analysis of a retrospective cohort study of all core EM clerkship SLOEs submitted to one, four-year academic EM residency program in the 2016-2017 recruitment cycle. We compared SLOEs of applicants who were described as “quiet,” “shy,” and/or “reserved” — collectively referred to as “quiet” — to SLOEs from all other applicants, referred to as “non-quiet.” We compared frequencies of quiet to non-quiet students in GA and ARL categories using chi-square goodness-of-fit tests with a reject ion criteria (alpha) of 0.05. Results: We reviewed 1,582 SLOEs from 696 applicants. Of these, 120 SLOEs described quiet applicants. The distributions of quiet and non-quiet applicants across GA and ARL categories were significantly different (P < 0.001). Quiet applicants were less likely than non-quiet applicants to be ranked in the top 10% and top one-third GA categories combined (31% vs 60%) and more likely to be in the middle one-third category (58% vs 32%). For ARL, quiet applicants were also less likely to be ranked in the top 10% and top one-third categories combined (33% vs 58%) and more likely to be in the middle one-third category (50% vs 31%). Conclusion: Emergency medicine-bound students described as quiet in their SLOEs were less likely to be ranked in the top GA and ARL categories compared to non-quiet students. More research is needed to determine the cause of these ranking disparities and address potential biases in teaching and assessment practices.

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Anesthesiology resident personality type correlates with faculty assessment of resident performance

Cited by 19 publications

References 8 publications

Examining the association of career stage and medical specialty with personality preferences – a cross-sectional survey of junior doctors and attending physicians from various specialties

Examining the association of career stage and medical specialty with personality preferences – a cross-sectional survey of junior doctors and attending physicians from various specialties

Automated Near–Real-time Clinical Performance Feedback for Anesthesiology Residents

The Standardized Letter of Evaluation: How We Perceive the Quiet Student

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