This paper concerns the labor market for medical interns and residents in the U.S., and in particular, the question of whether the current matching mechanism between graduating medical students and hospitals is 'i...
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This paper concerns the labor market for medical interns and residents in the U.S., and in particular, the question of whether the current matching mechanism between graduating medical students and hospitals is 'informationally inefficient'. It was found that overall students performed better than hospital programs in contrast to the common claim that hospitals are more likely to perform better due to seeming superiority in analyzing publicly available information or through access to non-publicly available information. We also conducted a similar analysis for the different specialty programs. In six specialty programs the students' performance was better than hospitals, in two specialty programs the hospitals performance was better than the students and in 14 specialty programs the difference in performance was not statistically different from zero. Thus, only in two cases the hypothesis that the specialty market is informationally inefficient cannot be rejected using the data available. It should be noted that this market is atypical (compared with other labor markets) in that we can test whether it is informationally inefficient by using a practical definition adopted from the field of finance.
This article reports a study of the process of selecting and evaluating general surgery residents. In personnel psychology terms, a job analysis of general surgery was conducted using the Critical Incident Technique (...
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This article reports a study of the process of selecting and evaluating general surgery residents. In personnel psychology terms, a job analysis of general surgery was conducted using the Critical Incident Technique (CIT). The researchers collected 235 critical incidents through structured interviews with 10 general surgery faculty members and four senior residents. The researchers then directed the surgeons in a two-step process of sorting the incidents into categories and naming the categories. The final essential categories of behavior to define surgical competence were derived through discussion among the surgeons until a consensus was formed. Those categories are knowledge/self-education, clinical performance, diagnostic skills, surgical skills, communication skills, reliability, integrity compassion, organization skills, motivation, emotional control and personal appearance. These categories were then used to develop an interview evaluation form for selection purposes and a performance evaluation form to be used throughout residency training. Thus a continuum of evaluation was established. The categories and critical incidents were also used to structure the interview process, which has demonstrated increased interview validity and reliability in many other studies. A handbook for structuring the interviews faculty members conduct with applicants was written, and an interview training session was held with the faculty. The process of implementation of the structured selection interviews is being documented currently through qualitative research.
作者：
Luke, RGUniv Cincinnati
Coll Med Dept Internal Med APM Educ Comm Cincinnati OH 45221 USA
In June 1999, the House of Delegates of the American Medical Association (AMA) voted to instruct the AMA administration to immediately implement a national labor organization to support the development and operation o...
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In June 1999, the House of Delegates of the American Medical Association (AMA) voted to instruct the AMA administration to immediately implement a national labor organization to support the development and operation of local negotiating units, employed physicians, and for resident and fellow physicians who are authorized under state laws to collectively bargain.” At that time, union activities were immediately feasible for physicians who were salaried employees; this category now includes residents and would total about 200,000 physicians, of which about one half are residents. Currently, it is estimated that about 40,000 physicians are in unions (1).
Objective: In 1975, Donald Light, Jr., presented a "sociological calendar" as a paradigm for describing the important dimensions and stages of social and professional development in psychiatric residency tra...
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Objective: In 1975, Donald Light, Jr., presented a "sociological calendar" as a paradigm for describing the important dimensions and stages of social and professional development in psychiatric residency training. The authors sought to develop an updated calendar and to determine if the calendar is consistent with attitudes of residents in various stages of their training. Methods: A new sociological calendar was developed after conducting a focus group with chief residents. The Osgood Semantic Differential Survey (OSD) was used to measure residents' attitudes, and the results were compared with the modified calendar. Results: The updated calendar differs considerably from Light's original calendar. Findings from the OSD were generally consistent with the updated calendar. Conclusions: A modern sociological calendar illustrates the relatively predictable transitions that residents go through over the course of their training. By better understanding these stages of development, supervisors and residency directors may become more effective in their teaching and support efforts. (Academic Psychiatry 2003;27:31-38).
Objective: To determine the extent of medical toxicology training provided in U.S. psychiatry residency programs. Medical toxicology is a newly recognized field of medicine. Many patient consultations are common to ps...
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Objective: To determine the extent of medical toxicology training provided in U.S. psychiatry residency programs. Medical toxicology is a newly recognized field of medicine. Many patient consultations are common to psychiatrists and medical toxicologists, including intentional drug overdoses and adverse reactions to psychotropic medications. Methods: The authors surveyed the directors of all accredited U.S. psychiatry residency programs by mail to determine how much formal training in medical toxicology, if any, is provided in these programs. Results: Eighty program directors (48.6%) responded. Replies indicated that only 4% of psychiatry residency programs were affiliated with institutions offering defined medical toxicology electives. Although residents in 65% of programs could choose to design a medical toxicology elective, this had been done in only 2 programs. Only 41% of programs responding offered specific didactic lectures on medical toxicology topics to psychiatry residents. Conclusions: The results suggest that few psychiatry residency programs have formal medical toxicology training curricula and that, in programs responding to the survey, little interaction occurs between medical toxicologists and psychiatry residents. (Academic Psychiatry 2003;27:50-53).
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