66 research outputs found
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A survey of UK selection practices across different organization sizes and industry sectors
This paper presents results of a study examining the methods used to select employees in 579 UK organizations representing a range of different organization sizes and industry sectors. Overall, a smaller proportion of organizations in this sample reported using formalized methods (e.g., assessment centres) than informal methods (e.g., unstructured interviews). The curriculum vitae (CVs) was the most commonly used selection method, followed by the traditional triad of application form, interviews, and references. Findings also indicated that the use of different selection methods was similar in both large organizations and small-to-medium-sized enterprises. Differences were found across industry sector with public and voluntary sectors being more likely to use formalized techniques (e.g., application forms rather than CVs and structured rather than unstructured interviews). The results are discussed in relation to their implications, both in terms of practice and future research
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Evaluating candidate reactions to selection practices using organisational justice theory
Objectives: This study aimed to examine candidate reactions to selection practices in postgraduate medical training using organisational justice theory.
Methods: We carried out three independent cross-sectional studies using samples from three consecutive annual recruitment rounds. Data were gathered from candidates applying for entry into UK general practice (GP) training during 2007, 2008 and 2009. Participants completed an evaluation questionnaire immediately after the short-listing stage and after the selection centre (interview) stage. Participants were doctors applying for GP training in the UK. Main outcome measures were participants’ evaluations of the selection methods and perceptions of the overall fairness of each selection stage (short-listing and selection centre).
Results: A total of 23 855 evaluation questionnaires were completed (6893 in 2007, 10 497 in 2008 and 6465 in 2009). Absolute levels of perceptions of fairness of all the selection methods at both the short-listing and selection centre stages were consistently high over the 3 years. Similarly, all selection methods were considered to be job-related by candidates. However, in general, candidates considered the selection centre stage to be significantly fairer than the short-listing stage. Of all the selection methods, the simulated patient consultation completed at the selection centre stage was rated as the most job-relevant.
Conclusions: This is the first study to use a model of organisational justice theory to evaluate candidate reactions during selection into postgraduate specialty training. The high-fidelity selection methods are consistently viewed as more job-relevant and fairer by candidates. This has important implications for the design of recruitment systems for all specialties and, potentially, for medical school admissions. Using this approach, recruiters can systematically compare perceptions of the fairness and job relevance of various selection methods
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Selecting for creativity and innovation potential: implications for practice in healthcare education
The ability to innovate is an important requirement in many organisations. Despite this pressing need, few selection systems in healthcare focus on identifying the potential for creativity and innovation and so this area has been vastly under-researched. As a first step towards understanding how we might select for creativity and innovation, this paper explores the use of a trait-based measure of creativity and innovation potential, and evaluates its efficacy for use in selection for healthcare education. This study uses a sample of 188 postgraduate physicians applying for education and training in UK General Practice. Participants completed two questionnaires (a trait-based measure of creativity and innovation, and a measure of the Big Five personality dimensions) and were also rated by assessors on creative problem solving measured during a selection centre. In exploring the construct validity of the trait-based measure of creativity and innovation, our research clarifies the associations between personality, and creativity and innovation. In particular, our study highlights the importance of motivation in the creativity and innovation process. Results also suggest that Openness to Experience is positively related to creativity and innovation whereas some aspects of Conscientiousness are negatively associated with creativity and innovation. Results broadly support the utility of using a trait-based measure of creativity and innovation in healthcare selection processes, although practically this may be best delivered as part of an interview process, rather than as a screening tool. Findings are discussed in relation to broader implications for placing more priority on creativity and innovation as selection criteria within healthcare education and training in future
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Resilience Through the Lens of Interactionism: A Systematic Review
This systematic review presents findings from a conceptual and methodological review of resilience measures using an interactionist theoretical framework. The review is also intended to update findings from previous systematic reviews. Two databases (EBSCOHost and Scopus) were searched to retrieve empirical studies published up until 2013, with no lower time limit. All articles had to meet specific inclusion criteria, which resulted in 17 resilience measures selected for full review. Measures were conceptually evaluated against an interactionist framework and methodologically reviewed using Skinner's (1981) validity evidence framework. We conclude that inconsistencies associated with the definition and operationalization of resilience warrant further conceptual development to explain resilience as a dynamic and interactive phenomenon. In particular, measures of resilience may benefit from a greater focus on within-person variance typically associated with behavioral consistency across situations. The use of alternative measurement modalities to self-report scales, such as situational judgment tests, is proposed as a way of advancing knowledge in this area
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An exploration of the determinants of applicant fairness perceptions in high-stakes selection settings
In the last two decades there has been a proliferation of research focusing on the applicants' perspective of selection, which has examined the attitudes and cognitions that applicants have about a selection process. The fundamental premise underlying this research is that fairness perceptions influence certain outcomes such as applicant decision-making, organisation attractiveness and litigation intentions (Gilliland, 1993). There has been an abundance of research examining the outcomes of fairness perceptions; however, relatively little research has focused on the determinants of these perceptions. Therefore this thesis presents four studies designed to explore the determinants of applicant fairness perceptions in high-stakes selection settings. All studies took place within the context of the UK National Health Service, using samples of applicants from two selection processes: General Practice (GP) and Public Health (PH). The first study explored the role of job relatedness, personality and selfefficacy in fairness perceptions using two samples of applicants from the shortlisting (N=156) and assessment centre (N=212) stages of the GP process. The second study explored the role of procedural justice rules, cognitive ability and candidate educational background using a sample (N=132) of applicants for PH. The third study explored the role of gender, ethnicity and selection method characteristics in perceptions of job relatedness in three field-based samples (total N=973). The fourth and final study presents research examining the role of spontaneously-produced attributions in applicant perceptions of a selection process using a series of 40 applicant interviews. Overall, findings suggested that most of the variables explored were determinants of applicant fairness perceptions, including personality, self-efficacy, cognitive ability, candidate educational background and attributions. On the other hand, demographic characteristics (gender and ethnicity) were not found to be determinants of fairness perceptions in the samples examined. In the final chapter the overall findings are discussed in relation to both their theoretical and practical implications; and finally some directions for future research are suggeste
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An exploration of applicant perceptions of asynchronous video MMIs in medical selection
Over the last two decades, technological advancements internationally have meant that the Internet has become an important medium for recruitment and selection. Consequently, there is an increased need for research that examines the effectiveness of newer technology-mediated selection methods. This exploratory research study qualitatively explored applicant perceptions of fairness of asynchronous video interviews used in medical selection. Ten undergraduate medical students participated in a pilot asynchronous multiple-mini interview and were invited to share their experiences and perceptions in a follow-up interview. The data was transcribed verbatim and analysed using template analysis, with Gilliland’s (1993) organisational justice theory guiding the original template. Many of the original themes from Gilliland’s model were uncovered during analysis. Additionally, some significant themes were identified that did not form part of the original template and were therefore added to the final coding template – these were specifically relating to technology, including acceptability in a medical context; technical issues and adverse impact. Overall, results suggested that participants perceived asynchronous video interviews to be a fair method of selection. However, participants thought asynchronous interviews should only be used as part of an extensive selection process and furthermore, should not replace face-to-face interviews. Findings are discussed in line with existing research of fairness perceptions and justice theory in selection (Gilliland, 1993) and implications for research and practice are presented
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Using the theory of planned behavior to explore environmental behavioral intentions in the workplace
This paper presents a study using the theory of planned behavior (TPB) to explore environmental behavioral intentions in a workplace setting. The first stage of the research process was the development of a questionnaire covering TPB constructs, their antecedent beliefs, and environmental behavioral intentions across three scenarios (switching off PCs every time employees left their desks for an hour or more; using video-conferencing for meetings that would otherwise require travel; and recycling as much waste as possible), using best practice guidelines to ensure that it was specific and precisely defined for the target population. This was then administered to N = 449 participants, with the resulting dataset used to test hypotheses relating antecedent beliefs to behavioral intentions via the potentially mediating effect of TPB constructs. TPB constructs were found to explain between 46% and 61% of the variance in employee intentions to engage in three environmental behaviors, and to mediate the effects of specific antecedent beliefs upon employee intentions to engage in these behaviors. The results form a basis upon which interventions could be developed within the host organization, and are discussed in relation to their implications, in terms of theory, practice and future research
Recruiting for values in healthcare: a preliminary review of the evidence
Displaying compassion, benevolence and respect, and preserving the dignity of patients are important for any healthcare professional to ensure the provision of high quality care and patient outcomes. This paper presents a structured search and thematic review of the research evidence relating to values-based recruitment within healthcare. Several different databases, journals and government reports were searched to retrieve studies relating to values-based recruitment published between 1998 and 2013, both in healthcare settings and other occupational contexts. There is limited published research related to values-based recruitment directly, so the available theoretical context of values is explored alongside an analysis of the impact of value congruence. The implications for the design of selection methods to measure values is explored beyond the scope of the initial literature search. Research suggests some selection methods may be appropriate for values-based recruitment, such as situational judgment tests (SJTs), structured interviews and multiple-mini interviews (MMIs). Personality tests were also identified as having the potential to compliment other methods (e.g. structured interviews), as part of a values-based recruitment agenda. Methods including personal statements, references and unstructured/'traditional' interviews were identified as inappropriate for values-based recruitment. Practical implications are discussed in the context of values-based recruitment in the healthcare context. Theoretical implications of our findings imply that prosocial implicit trait policies, which could be measured by selection tools such as SJTs and MMIs, may be linked to individuals' values via the behaviours individuals consider to be effective in given situations. Further research is required to state this conclusively however, and methods for values-based recruitment represent an exciting and relatively unchartered territory for further research
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Trait and gender differences in personality: implications for GP training and future research
Jofe et al.’s study examines personality and trait diferences between General Practice (GP) trainers and trainees. Here, we explore these fndings, and review related concepts and avenues for further enquiry to encourage debate on this important topic within the academic and practitioner community. We explore fve key questions to contribute to a future research agenda
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Development of a questionnaire to evaluate patients’ awareness of cardiovascular disease risk in England’s National Health Service Health Check preventive cardiovascular programme
Background
The National Health Service (NHS) Health Check is a CVD risk assessment and management programme in England aiming to increase CVD risk awareness among people at increased risk of CVD. There is no tool to assess the effectiveness of the programme in communicating CVD risk to patients.
Aims
The aim of this paper was to develop a questionnaire examining patients’ CVD risk awareness for use in health service research evaluations of the NHS Health Check programme.
Methods
We developed an 85 item questionnaire to determine patients’ views of their risk of CVD. The questionnaire was based on a review of the relevant literature. After review by an expert panel and focus group discussion, 22 items were dropped and 2 new items were added. The resulting 65 item questionnaire with satisfactory content validity (content validity indices >=0.80) and face validity was tested on 110 NHS Health Check attendees in primary care in a cross sectional study between May 21 and July 28, 2014.
Results
Following analyses of data, we reduced the questionnaire from 65 to 26 items. The 26 item questionnaire constitutes 4 scales: Knowledge of CVD Risk and Prevention, Perceived Risk of Heart Attack/Stroke, Perceived Benefits and Intention to Change Behaviour and Healthy Eating Intentions. Perceived Risk (Cronbach’s α = 0.85) and Perceived Benefits and Intention to Change Behaviour (Cronbach’s α = 0.82) have satisfactory reliability (Cronbach’s α >=0.70). Healthy Eating Intentions (Cronbach’s α = 0.56) is below minimum threshold for reliability but acceptable for a three item scale.
Conclusions
The resulting questionnaire, with satisfactory reliability and validity, may be used in assessing patients’ awareness of CVD risk among NHS Health Check attendees
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