Exploring medical residents’ perceived need for negotiation skills training

Abstract

ObjectivesThis study explores the optimal focus for negotiation skills development training by investigating how often medical residents negotiate in practice, and how they perceive the effectiveness of their negotiation capabilities. MethodsAn exploratory study was performed using a questionnaire regarding the medical residents’ working environment, negotiation frequency, knowledge and skills using a 5-point Likert scale, multiple choice questions and open questions. Exploratory factor analysis with principal component analysis, varimax rotation, reliability analysis, and content analysis were used to reduce the number of variables. Descriptive and interferential statistics and multiple regression analysis were used to analyze the data. ResultsWe analyzed the responses of 60 medical residents. The findings showed that the perceived development of their negotiation knowledge (M=3.06, SD=0.83) was less than their negotiation skills (M=3.69, SD=0.47). Their attitude during negotiations, especially females, differed substantially in the interactions with nurses than with their supervisors. Medical residents with more working experience, better negotiation skills or who worked in hierarchical environments negotiated more frequently with their supervisors. Medical residents with better collaboration skills and negotiation knowledge demonstrated better negotiation skills. ConclusionsThis study underlines medical residents’ need for negotiation training. In addition to the basic negotiation knowledge and skills, training programs in negotiation should focus on the medical residents’ awareness of their attitudes during negotiations, combining the assertiveness shown in interactions with supervisors with the empathy and emotional engagement present in interactions with nurses. Furthermore, attention should be paid to the influence of the environmental hierarchy on negotiation skill development.

Confirming the Impact of Training on Negotiators and Organizations

“…The survey was developed based in part on post‐course questionnaires previously used with students and informed by Likert scale‐based investigations in negotiations other than with regard to impact of training (Gunia, Brett, and Nandkeolyar 2011; Baber 2016; Gettinger, Filzmoser, and Koeszegi 2016; Isbouts et al 2019). Some survey items were based on classroom discussions around negotiation topics such as creating value or determining interests.…”

“…The respondents could not gain preferential access to the author's network or more beneficial affiliation with the author as access is available in any case to the sample population and many of them already had access prior to the survey. The survey was developed based in part on post-course questionnaires previously used with students and informed by Likert scale-based investigations in negotiations other than with regard to impact of training (Gunia, Brett, and Nandkeolyar 2011;Baber 2016;Gettinger, Filzmoser, and Koeszegi 2016;Isbouts et al 2019). Some survey items were based on classroom discussions around negotiation topics such as creating value or determining interests.…”

“…Negotiation training has exploded in popularity in recent years as students recognize a need for negotiation skills and the demand for instruction outstrips teaching capacity (Isbouts, Muijtjens and van Mook 2019). Among employers, negotiation is seen as among the top fifteen skills most critical to their employees’ success (World Economic Forum 2019).…”

“I just assume they don't know that I'm the doctor”: Gender bias and professional identity development of women residents

“…There is significant complexity when considering the gendered expectations of women residents’ behavior in direct clinical leadership positions. Studies have demonstrated the conflict between roles and expectations for women residents when leading emergency department (ED) codes and resuscitations and communicating with nurses 11–13 . For example, Kolehmainen et al 11 showed that ideal code leaders should display male‐gendered characteristics (by speaking with a deep, loud voice; using clear, direct communication; and appearing calm).…”

“…Studies have demonstrated the conflict between roles and expectations for women residents when leading emergency department (ED) codes and resuscitations and communicating with nurses. [11][12][13] For example, Kolehmainen et al 11 showed that ideal code leaders should display male-gendered characteristics (by speaking with a deep, loud voice; using clear, direct communication; and appearing calm). Women described stress associated with having to violate gender norms to meet these expectations, and some adopted rituals such as putting on a white coat or pulling back their hair to signal the erasure of their gender while leading a code.…”