Could situational judgement tests be used for selection into dental foundation training?

Patterson, Fiona; Ashworth, Vicki; Mehra, S.; Falcon, H. C.

doi:10.1038/sj.bdj.2012.560

Cited by 27 publications

(30 citation statements)

References 12 publications

(15 reference statements)

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“…However, few of the reported studies have examined the predictive validity of the PQA, and those which have been carried out are limited in their methodology (e.g., small scale, local outcome measures e.g., Adams et al 2012Adams et al , 2015Dowell et al 2011;Manuel et al 2005) and-at best-find only modest correlations (Adams et al 2012(Adams et al , 2015. We would argue that, given the evidence to date as to the utility of SJTs in a variety of professional groups (see earlier, and Patterson et al 2012a, b for a review) the use of a validated SJT as an outcome measure is more robust than the comparators used by other authors, and hence the weak relationship we found is probably a more accurate assessment of the power of the IVQ and ITQ to predict outcomes at the end of medical school.…”

Section: Discussionmentioning

confidence: 97%

“…However, there are currently no comprehensive, standardized assessments across the UK akin to say the Canadian or US licensing examination, and so we had to be pragmatic and use what outcome measures were available to us. The SJT predictive validity remains to be determined but there is good reason to expect this, based on related previous work (McManus et al 2013;Patterson et al 2012aPatterson et al , 2015a. However, although we did not have access to the full dataset of test-takers (i.e.…”

Section: Discussionmentioning

confidence: 99%

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Do personality traits assessed on medical school admission predict exit performance? A UK-wide longitudinal cohort study

MacKenzie

Dowell

Ayansina

et al. 2016

Adv in Health Sci Educ

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Traditional methods of assessing personality traits in medical school selection have been heavily criticised. To address this at the point of selection, ''non-cognitive'' tests were included in the UK Clinical Aptitude Test, the most widely-used aptitude test in UK medical education (UKCAT: http://www.ukcat.ac.uk/). We examined the predictive validity of these non-cognitive traits with performance during and on exit from medical school. We sampled all students graduating in 2013 from the 30 UKCAT consortium medical schools. Analysis included: candidate demographics, UKCAT non-cognitive scores, medical school performance data-the Educational Performance Measure (EPM) and national exit situational judgement test (SJT) outcomes. We examined the relationships between these variables and SJT and EPM scores. Multilevel modelling was used to assess the relationships adjusting for confounders. The 3343 students who had taken the UKCAT non-cognitive tests and had both EPM and SJT data were entered into the analysis. There were four types of non-cognitive test: (1) libertariancommunitarian, (2) NACE-narcissism, aloofness, confidence and empathy, (3) MEARS-self-esteem, optimism, control, self-discipline, emotional-nondefensiveness (END) and faking, (4) an abridged version of 1 and 2 combined. Multilevel regression showed that, after correcting for demographic factors, END predicted SJT and EPM decile. Aloofness and empathy in NACE were predictive of SJT score. This is the first large-scale study examining the relationship between performance on non-cognitive selection tests and medical school exit assessments. The predictive validity of these tests was limited, and the relationships revealed do not fit neatly with theoretical expectations. This study does not support their use in selection.

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Section: Discussionmentioning

confidence: 97%

Section: Discussionmentioning

confidence: 99%

Do personality traits assessed on medical school admission predict exit performance? A UK-wide longitudinal cohort study

MacKenzie

Dowell

Ayansina

et al. 2016

Adv in Health Sci Educ

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“…An SJT's content, format and test length is designed to fit the role, the selection criteria and specification requirements for the test (Lievens et al 2008). SJTs have been used in assessment for over 40 years across a broad range of occupational contexts in both the public and private sectors (Chan et al 1998, Wyatt et al 2010, and more recently have been applied to roles in medicine and other healthcare professions -see Patterson et al (2012a) for a systematic review.…”

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confidence: 99%

“…Undoubtedly, an important first step is ensuring Job analysis research provides supporting evidence for the importance of nonacademic attributes for successful performance in various healthcare roles. For example, attributes such as empathy, resilience, team involvement and integrity are necessary for medicine and dental students (Patterson et al 2012a) and in postgraduate medical training (Patterson et al 2000(Patterson et al , 2008. In terms of selection, this presents a challenge regarding how to reliably assess values, personal qualities and attributes in an effective and efficient way, because many methods that aim to assess non-academic attributes have not been found to be robust (Albanese et al 2003).…”

Section: Introductionmentioning

confidence: 99%

Situational judgement tests in medical education and training: Research, theory and practice: AMEE Guide No. 100

Patterson¹,

Zibarras²,

Ashworth³

2015

Medical Teacher

169

228

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This is the accepted version of the paper.This version of the publication may differ from the final published version. Vicki specialises in the fields of assessment and selection, evaluation and organisational development, delivering bespoke solutions to public and private sector clients in the UK and internationally. Permanent repository link Acknowledgements:We especially would like to thank Anna Rosselli and Fran Cousans for their support in preparing the final manuscript. reactions to a number of hypothetical role-relevant scenarios, which reflect situations candidates are likely to encounter in the target role. These scenarios are based on a detailed analysis of the role and should be developed in collaboration with subject matter experts, in order to accurately assess the key attributes that are associated with competent performance.From a theoretical perspective, SJTs are believed to measure prosocial Implicit Trait Policies (ITPs), which are shaped by socialisation processes that teach the utility of expressing certain traits in different settings such as agreeable expressions (e.g. helping others in need), or disagreeable actions (e.g. advancing ones own interest at others expense).

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“…The results presented here have implications for designing selection methodology in other medical and healthcare specialties internationally, 1,[22][23][24] and for the design of selection methods for medical school admissions. The study would argue that the cornerstone to effective selection is in conducting a detailed job analysis study to accurately identify valid selection criteria.…”

Section: Competing Interestsmentioning

confidence: 99%

The predictive validity of selection for entry into postgraduate training in general practice: evidence from three longitudinal studies

Patterson¹,

Lievens²,

Kerrin³

et al. 2013

Br J Gen Pract

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Background The selection methodology for UK general practice is designed to accommodate several thousand applicants per year and targets six core attributes identified in a multi-method job-analysis study Aim To evaluate the predictive validity of selection methods for entry into postgraduate training, comprising a clinical problem-solving test, a situational judgement test, and a selection centre. Design and setting A three-part longitudinal predictive validity study of selection into training for UK general practice. Method In sample 1, participants were junior doctors applying for training in general practice (n = 6824). In sample 2, participants were GP registrars 1 year into training (n = 196). In sample 3, participants were GP registrars sitting the licensing examination after 3 years, at the end of training (n = 2292). The outcome measures include: assessor ratings of performance in a selection centre comprising job simulation exercises (sample 1); supervisor ratings of trainee job performance 1 year into training (sample 2); and licensing examination results, including an applied knowledge examination and a 12-station clinical skills objective structured clinical examination (OSCE; sample 3). Results Performance ratings at selection predicted subsequent supervisor ratings of job performance 1 year later. Selection results also significantly predicted performance on both the clinical skills OSCE and applied knowledge examination for licensing at the end of training. Conclusion In combination, these longitudinal findings provide good evidence of the predictive validity of the selection methods, and are the first reported for entry into postgraduate training. Results show that the best predictor of work performance and training outcomes is a combination of a clinical problem-solving test, a situational judgement test, and a selection centre. Implications for selection methods for all postgraduate specialties are considered

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Could situational judgement tests be used for selection into dental foundation training?

Cited by 27 publications

References 12 publications

Do personality traits assessed on medical school admission predict exit performance? A UK-wide longitudinal cohort study

Do personality traits assessed on medical school admission predict exit performance? A UK-wide longitudinal cohort study

Situational judgement tests in medical education and training: Research, theory and practice: AMEE Guide No. 100

The predictive validity of selection for entry into postgraduate training in general practice: evidence from three longitudinal studies

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