Recruiting for values in healthcare: a preliminary review of the evidence
| Autor: | Fiona Patterson, Máire Kerrin, Linda Prescott-Clements, Helena Edwards, Fran Cousans, Lara Zibarras |
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| Rok vydání: | 2015 |
| Předmět: |
Social Values
020205 medical informatics Attitude of Health Personnel media_common.quotation_subject Applied psychology 02 engineering and technology Morals Education Judgment Dignity 0502 economics and business Health care 0202 electrical engineering electronic engineering information engineering Humans Personality Big Five personality traits Personnel Selection media_common Situational judgement test business.industry 05 social sciences General Medicine Bioethics Prosocial behavior Structured interview Trait business Psychology RA Social psychology 050203 business & management |
| Zdroj: | Advances in Health Sciences Education. 21:859-881 |
| ISSN: | 1573-1677 1382-4996 |
| DOI: | 10.1007/s10459-014-9579-4 |
| Popis: | 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. |
| Databáze: | OpenAIRE |
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