Predictive validity of the medical specialty preference inventory

Glavin, Kevin; Richard, George V.; Porfeli, Erik J.

doi:10.1016/j.jvb.2008.11.004

Cited by 27 publications

(22 citation statements)

References 4 publications

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“…In a longitudinal study of predictive validity, Glavin et al (2009) reported that the MSPI scorers could correctly predict medical students' future specialty choice 58.1% of the time. This 15-item scale was developed to measure orientation toward collaboration and teamwork between physicians and nurses (Hojat & Herman 1985;Hojat et al 1997aHojat et al , 1999a.…”

Section: (12) the Medical Specialty Preference Inventorymentioning

confidence: 99%

Personality assessments and outcomes in medical education and the practice of medicine: AMEE Guide No. 79

Hojat

Erdmann²,

Gonnella³

2013

Medical Teacher

120

132

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In a paradigm of physician performance we propose that both ''cognitive'' and ''noncognitive'' components contribute to the performance of physicians-in-training and in-practice. Our review of the relevant literature indicates that personality, as an important factor of the ''noncognitive'' component, plays a significant role in academic and professional performances. We describe findings on 14 selected personality instruments in predicting academic and professional performances. We question the contention that personality can be validly and reliably assessed from admission interviews, letters of recommendation, essays, and personal statements. Based on conceptual relevance and currently available empirical evidence, we propose that personality attributes such as conscientiousness and empathy should be considered among the measures of choice for the assessment of pertinent aspects of personality in academic and professional performance. Further exploration is needed to search for additional personality attributes pertinent to medical education and patient care. Implications for career counseling, assessments of professional development and medical education outcomes, and potential use as supplementary information for admission decisions are discussed.''In the physician or surgeon no quality takes rank with imperturbability [which] means coolness and presence of mind under all circumstances and the physician who has the misfortune to be without it loses rapidly the confidence of his patient.''

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Section: (12) the Medical Specialty Preference Inventorymentioning

confidence: 99%

Personality assessments and outcomes in medical education and the practice of medicine: AMEE Guide No. 79

Hojat

Erdmann²,

Gonnella³

2013

Medical Teacher

120

132

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“…The MSPI‐R (Richard, ) measures interest in 18 areas of medical practice and predicts entrance into 16 major medical specialties. There are 150 items included in the MSPI‐R; however, only 102 items are used to score the instrument (Glavin et al, Of those, 88 items are used to score the 18 Medical Interest Scales, and 30 items (identified by discriminant analysis) are used to score the 16 Specialty Choice Probabilities (Richard, ). Sixteen of the items are scored in both the Medical Interest Scales and the Specialty Choice Probabilities (Richard, ).…”

Section: Methodsmentioning

confidence: 99%

“…Medical students instantaneously receive a report of results, including 16 Specialty Choice Probabilities along with 18 Medical Interest Scales (Glavin et al, For each of the 16 medical specialties (anesthesiology, dermatology, emergency medicine, family medicine, internal medicine, neurology, obstetrics and gynecology, orthopedic surgery, otolaryngology, pathology, pediatrics, physical medicine and rehabilitation, psychiatry, radiology, surgery, and urology), a percentage score is reported that indicates the likelihood that the student will enter into the specialty. The percentage score is created based on beta weights being applied to the 30 items.…”

Section: Methodsmentioning

confidence: 99%

Predictive Validity of Person Matching at the Scale and Discriminant Analysis Levels

Burns

2015

Journal of Employment Couns

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Validity comparisons (including hit rates, kappa coefficients, and chance expectancy rates) were made between person matching at the scale and discriminant analysis levels with 5,143 medical students who had taken an interest inventory and had entered their medical residencies. Person matching using the 30 discriminant analysis items demonstrated the greatest ability to assign test takers to the highest number of occupations at a rate greater than chance.

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“…In this study, medical students served as the population for examining person matching with vocational interest inventories. General vocational interest inventories (e.g., the Strong Interest Inventory [SII; Donnay, Morris, Schaubhut, & Thompson, ] or Self‐Directed Search [SDS; Holland, ]) demonstrate very limited success in helping medical students to select their medical specialty, because the generic interests measured in these types of inventories share similarities across all medical specialties (Glavin, Richard, & Porfeli, ; Sodano & Richard, ). Therefore, to compare the two scoring methodologies, I selected the Medical Specialty Preference Inventory–Revised (MSPI‐R; Richard, ) because a data set existed that included a large sample with item scores, longitudinal data, and demographic data.…”

Section: Comparing the Two Scoring Methodsmentioning

confidence: 99%

Validity of Person Matching in Vocational Interest Inventories

Burns

2014

The Career Development Quart

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Research for more than 60 years has shown that entry into occupations can be predicted from scores on interest inventories at a rate better than chance (Donnay, 1997). The psychometric scoring methodologies used today by a majority of vocational interest inventories were developed in the 1920s and 1960s. Researchers are challenged with improving the theory and science behind vocational interest inventories to align them with current vocational constructions. In this study, validity comparisons were made between person matching and standard scoring based on 5,143 medical students who had taken a vocational interest inventory and had entered their medical residency. Person matching was found to improve differentiation between occupational groups and increase the amount of information offered in the scoring report; in addition, it could potentially increase occupational group assignment to advance vocational interest inventory validity.

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Predictive validity of the medical specialty preference inventory

Cited by 27 publications

References 4 publications

Personality assessments and outcomes in medical education and the practice of medicine: AMEE Guide No. 79

Personality assessments and outcomes in medical education and the practice of medicine: AMEE Guide No. 79

Predictive Validity of Person Matching at the Scale and Discriminant Analysis Levels

Validity of Person Matching in Vocational Interest Inventories

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