MOR: a simulation-based assessment centre for evaluating the personal and interpersonal qualities of medical school candidates

Ziv, Amitai; Rubin, Orit; Moshinsky, Avital; Gafni, Naomi; Kotler, Moshe; Dagan, Yaron; Lichtenberg, Dov; Mekori, Yoseph A.; Mittelman, Moshe

doi:10.1111/j.1365-2923.2008.03161.x

Cited by 69 publications

(76 citation statements)

References 20 publications

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“…These can be grouped into ''paper and pencil'' assessments of personality traits (e.g., Adams et al 2012Adams et al , 2015Bore et al 2005a, b;Dowell et al 2011;Fukui et al 2014;James et al 2013;Lumsden et al 2005;Manuel et al 2005;Nedjat et al 2013), structured multiple interview approaches (Dore et al 2010;Eva et al, 2004aEva et al, , b, 2009Hofmeister et al 2008Hofmeister et al , 2009O'Brien et al 2011;Reiter et al 2007;Roberts et al 2008;Rosenfeld et al 2008), selection centres (Gafni et al 2012;ten Cate and Smal 2002;Ziv et al 2008;Gale et al 2010;Randall et al 2006a, b) and-the ''new kid on the block''-situational judgement tests (Christian et al 2010;Koczwara et al 2012;Lievens 2013;Lievens et al 2008;Patterson et al 2009). …”

Section: Introductionmentioning

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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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: Introductionmentioning

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

View full text Add to dashboard Cite

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“…Additionally there is increasing evidence that a diverse group of decision-makers and problem-solvers results in better decision-making. 17,18 When there is only a slight surplus of applicants to seats in a class, it is imperative that admissions committees and officers have criteria other than grade point averages and PCAT scores to help assess the likelihood that a candidate who does not score as well as others in those objective measures of cognitive performance will make up for any deficiencies with outstanding non-cognitive performance. The reality is that not all our applicants will have top scores on the standardized tests and selecting among those who do not is a challenge for most admissions committees.…”

Section: Discussionmentioning

confidence: 99%

“…28 Many college admissions administrators and faculty express a desire to effectively measure the non-cognitive traits of a candidate because students with strong non-cognitive skills tend to be more engaged in the learning process, motivated to succeed, committed to lifelong learning, and appreciate the effort required to be successful. 17,21,26,27,29,30,31,32,33 Furthermore, as Hamilton and Freeman stated quite some time ago, "As the demand for higher education increases, questions are bound to be asked that have profound bearing on the usefulness of the methods of selection, on educational ideals and aims, and whether the results justify the money and effort invested". 34 Finally, a study conducted by Adebayo revealed, while traditional cognitive measures were a valid predictor of success for fully admitted students, conditionally admitted students tend to have better predictors of success with a combination of both cognitive and non-cognitive measures.…”

Section: Holistic Review and Access To Educationmentioning

confidence: 99%

“…Controversy exists regarding the composition of non-cognitive traits which impact the overall ability of an individual to succeed. 14,15,16,17 Research has established grade point average (GPA), standardized tests, and past academic performance as the most valid predictors for graduate school success. Therefore, acceptance criteria for many health professions have relied solely on GPA and standardized testing as they are also predictive of success on licensing exams.…”

Section: Appendix a Summary Of Pharmacy Admissions Researchmentioning

confidence: 99%

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White Paper on Pharmacy Admissions: Developing a Diverse Work Force to Meet the Health-Care Needs of an Increasingly Diverse Society

Wall

Aljets

Ellis

et al. 2015

American Journal of Pharmaceutical Education

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“…551 to deliver (Ziv et al 2008), However, research suggests that MMIs/SCs may provide 552 greater depth and breadth of information about candidates than structured interviews 553 (Randall et al 2006a, b), suggesting that their cost effectiveness may therefore be good 554 when balanced against the increased validity (and thus reduced extended training costs) 555 they may offer (Pau et al 2013;Rosenfeld et al 2008). 556…”

Section: U N C O R R E C T E D P R O O Fmentioning

confidence: 99%

Recruiting for values in healthcare: a preliminary review of the evidence

Patterson

Prescott‐Clements

Zibarras

et al. 2015

Adv in Health Sci Educ

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This is the accepted version of the paper.This version of the publication may differ from the final published version. 9 Abstract Compassion, benevolence, respect and dignity are important for any healthcare 10 professional to ensure the provision of high quality care and patient outcomes. This paper 11 presents a structured search and thematic review of the research evidence relating to 12 values-based recruitment within healthcare. Several different databases, journals and 13 government reports were searched to retrieve studies relating to values-based recruitment 14 published between 1998 and 2013, both in healthcare settings and other occupational 15 contexts. Limited published research related to values-based recruitment directly, so the 16 available theoretical context of values is explored alongside an analysis of the impact of 17 value congruence. The implications for the design of selection methods to measure values 18 is explored beyond the scope of the initial literature search. Research suggests some 19 selection methods may be appropriate for values-based recruitment, such as situational 20 judgment tests (SJTs), structured interviews and multiple-mini interviews (MMIs). Per-21 sonality tests were also identified as having the potential to compliment other methods (e.g. DOI 10.1007/s10459-014-9579-4 Author Proof Permanent repository link:44 Adv in Health Sci Educ U N C O R R E C T E D P R O O F29 required to state this conclusively however, and methods for values-based recruitment 30 represent an exciting and relatively unchartered territory for further research.31 Keywords Values based recruitment Á Selection Á Healthcare Á Review 32 33 Introduction 34 Historically, selection into healthcare-related education and training (e.g. medicine, nursing, 35 midwifery) has been based primarily on prior academic attainment (Ferguson et al. 2002). 36 Previous reviews conclude that academic indicators are far from perfect predictors of per-37 formance (accounting for approximately 23 % the variance in performance in undergraduate 38 medical training and 6 % in postgraduate education and training, Trost et al. 1998). It is 39 argued that academic ability is necessary but not sufficient to ensure that trainees become 40 competent healthcare professionals, as other qualities, attributes and values may need to be 41 present from the start (Patterson et al. 2000, in submission;Patterson and Ferguson 2010). 42There exists a large body of international research exploring the impact of caregivers' core 43 values of compassion, empathy, respect and dignity on patients' experience of health and 44 social care services. As an illustration within the UK, although the values and behaviours 45 expected of health and social care professionals are preserved in the National Health Service 46 (NHS) Constitution (2012), recent government enquiries (Cavendish 2013; Francis 2013) 47 have highlighted major concerns about the decline in compassionate care within all health-48 care roles, which has relevance internationally. Thes...

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MOR: a simulation-based assessment centre for evaluating the personal and interpersonal qualities of medical school candidates

Abstract: MOR is a reliable tool for measuring non-cognitive attributes in medical school candidates. It has high content and face validity. Furthermore, its implementation conveys the importance of maintaining humanist characteristics in the medical profession to students and faculty staff.

Cited by 69 publications

References 20 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

White Paper on Pharmacy Admissions: Developing a Diverse Work Force to Meet the Health-Care Needs of an Increasingly Diverse Society

Recruiting for values in healthcare: a preliminary review of the evidence

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