Predictive validity of a selection instrument measuring resilience: The INSPIRE resilience scale.

Military personnel needs to be resilient to be able to remain effective, motivated, and in good mental and physical health. Military organizations select on resilience to determine whether candidates are psychologically fit for their job. The INSPIRE Resilience Scale (IRS) is such a selection instrument that aims to assess the psychological resilience potential of candidates in high-risk professions. A longitudinal predictive validity study was conducted in five European Defense organizations and in the Dutch National Police. The IRS was submitted in selection (N = 11,404), and criterion data about performance and health were collected in the second half of the first training year (N = 726). The results based on correlational and regression analyses showed that the IRS scores significantly predicted the criterion measures. Emotional stability, part of the IRS, turned out to be the best predictor. Results also showed that candidates who dropped out of training had significantly lower means on the IRS in selection than candidates who were still in training in the second half of the first training year. Overall, the IRS proved to be a valid instrument to assess resilience potential in candidates for high-risk professions. Selecting on resilience may therefore contribute to training success and reduction of health problems.

[Measures to preserve the mental health of sailors when working on autonomous surface vessels].

Currently, all sectors of the national economy are subject to rapid processes of digital transformation, which requires the restructuring of both production processes and the improvement of the personnel selection system. The field of maritime transport is no exception, which has recently been focused on the active development of autonomous maritime shipping. The introduction of autonomous ships into operation radically changes the working conditions of ship crew members, including due to a significant reduction in their number. As a result, in the near future, seafarers will be forced not only to work in difficult conditions caused by maritime specifics, but also to experience the additional impact of a limited ship crew. The lack of necessary skills and training among current ship crew members to work in the new realities, as well as the high risk of impairment of their mental health, shows the objective need to find new approaches to the training and selection of seafarers. In order to develop recommendations for improving the rules for training, recruiting and selecting seafarers to work in conditions of a limited ship crew, the article studied regulations and levels of autonomy of sea surface vessels. A survey was conducted among active sailors, which made it possible to identify key problems on the stated issues, and also studied the types of temperament, personality and accentuation.

Comments on the articles dealing with individual performance criteria that are included in this special issue of Military Psychology.

Individual performance criterion measurement is central to effective personnel management in the military services, and to all other organizations as well. The articles in this special issue summarize the state of the art in all major phases of performance criterion development and assessment. The overall record, while it varies in terms of current progress across the major parts, is admirable. What's next is an equally thorough examination of the utility of validity.

Defining integrity: An approach and military application.

Personnel selection research has seen an increasing interest in integrity tests. Although these tests have been found to predict a variety of workplace criteria, a long-standing criticism of integrity tests is their criterion-focussed nature. A construct-oriented approach to integrity test development involves identifying important elements of integrity and developing content to reflect those elements. Drawing upon earlier attempts to define integrity, this paper conceptualizes integrity as a behavior, and elaborates on two definitional elements, nature of standards and their referent. Undertaking a content analysis of the high-level codes of conduct of 13 military nations, this paper illustrates the application of an approach to defining integrity for use in the military context. It includes a discussion on the operationalization of integrity for assessment purposes, highlighting considerations that must be given to all aspects of the assessment development process.

The psychometric properties and norm data of the Norwegian military personality inventory (NMPI).

The five-factor structure is a well-established model for personality. The five traits covary with job-performance and work-relevant outcomes. The practical administration of existing big-five measurement scales is, however, somewhat limited, in a Norwegian setting, as existing scales are impractically large or have unknown psychometric properties. Because of this, a new brief Norwegian personality assessment tool has been developed by the Norwegian Armed Forces. This study aims to uncover the psychometric properties of the 50-item Norwegian military personality inventory (NMPI-50) and establish norm data for practical use. The inventory was administered to the 2002 cohort of Norwegian 17-year olds (N = 54,355), and analyzed with factor analysis, graded response models and tests of gender invariance. The five scales of the NMPI-50 showed satisfactory internal consistency, yielded high information across a broad range of the five traits, and conformed to a bi-factor structure with one general factor and five specific factors. The general factor was positively associated with motivation for military service, indicating some measurement bias. The openness scale is less clearly psychometrically defined, compared to the other scales, and both extroversion and openness show some evidence of multidimensionality. The scales also showed scalar invariance between genders except for the openness scale. Overall, the results support the use of NMPI-50 in personnel assessment and research.

[Factors and interventions that affect working conditions and environment to increase the attraction, recruitment and retention of human resources for health at the primary care level in rural, remote or underserved areas]. / Factores e intervenciones que inciden en las condiciones y medio ambiente de trabajo para incrementar la atracción, captación y retención de recursos humanos en salud en el primer nivel de atención de áreas rurales, remotas o desatendidas.

OBJECTIVE: To identify and systematize available empirical evidence on factors and interventions that affect working conditions and environment in order to increase the attraction, recruitment and retention of human resources for health at the primary care level in rural, remote or underserved areas. METHODS: Rapid review of reviews selected according to relevance, eligibility and inclusion criteria. The search was conducted on electronic and manual databases, including grey literature. AMSTAR I was used to assess the quality of systematic reviews and a thematic analysis for synthesis of the results. RESULTS: Sixteen reviews were included, one of which contained 14 reviews. Of the total, 20 reviews analyzed factors and 9 evaluated the effectiveness of interventions. The evidence on factors is abundant, but of limited quality. Individual, family and "previous exposure to a rural setting" factors were associated with higher recruitment; organizational and external context factors were important for human resource retention. Networking and professional support influenced recruitment and retention. Evidence on the effectiveness of interventions was limited, both in quantity and quality. The most frequently used intervention was incentives. CONCLUSIONS: Evidence on factors that are positively related to recruitment and retention of workers at the first level of care in rural, remote or underserved areas is sufficient and should be taken into account when designing interventions. Quality evidence on the effectiveness of interventions is scarce. More controlled studies with methodological rigor are needed, particularly in the Americas.

Does expertise and thinking mode matter for accuracy in judgments of job applicants' cognitive ability?

The present research examined the role of thinking mode for accuracy in recruiters and laypeople's judgments of applicants' cognitive ability. In Study 1, students who relied on their intuition were somewhat less accurate. In Study 2, an experimental manipulation of thinking mode (intuitive vs analytical) revealed no apparent differences in accuracy. Moreover, there were no differences in accuracy or agreement between recruiters and laypeople. Examination of the use of specific resume content suggested that intuitive thinking corresponds to basing one's judgments more on the way that applicants present themselves in their personal letter and less on diagnostic biographical information such as SAT scores. The findings point to the possibility that professional recruiters may not possess intuitive expertise in this context.

Development and evaluation of a prospective staffing model to improve retention.

AIMS: To improve predictability and accuracy of hiring using historical staffing data, quality improvement and workforce engagement. BACKGROUND: Twenty-three per cent of newly licensed nurses leave their first job within one year, costing employers $52,100 per nurse replacement. Tools for anticipatory hiring strategies are not available in the literature. METHODS: We used retrospective, secondary data analysis to develop a Prospective Staffing Model and conduct a five-year longitudinal evaluation of the implementation of the model in a convenience sample at a quaternary academic Cardiothoracic Intensive Care Unit. We used a team-based, quality improvement approach to restructure recruitment and hiring strategies, standardize new graduate nurse orientation and implement AACN Healthy Work Environment standards. RESULTS: Over the five-year prospective evaluation period (2014-2018), 388 nurses were hired and included in the evaluation cohort. Retention increased (n = 286 days) and turnover decreased (17.6%) between 2014 and 2018. Improvements in workforce stability were sustained at five years. CONCLUSIONS: Use of a Prospective Staffing Model is associated with improved nurse retention and decreased turnover, and may improve workforce stability. IMPLICATIONS FOR NURSING MANAGEMENT: Results suggest that an innovative tool can mitigate the deleterious effects of turnover, adding to current knowledge and providing a method for anticipatory assessment of local turnover.

Personality and interests for selection: Theoretical perspectives.

This article explores two theoretical perspectives on both personality and vocational interests in terms of their value for personnel selection. These theories stand out for the amount of research attention each has received. The personality perspectives considered are trait theory and social cognitive theory. The two vocational interest theories are Holland's typology model and social cognitive career theory. These theories are compared on the basis of how they address three questions: (1) What is the nature of personality and of vocational interests? (2) What are the processes by which each becomes instilled in the individual? and (3) What are the processes by which personality and interests are translated into behavior? Although each approach has certain strengths and weaknesses, the potential benefits associated with personality trait theory and Holland's typology model, both of which are viewed as essentially trait-based approaches, seem particularly salient for the immediate future.

Examining personality for the selection and classification of soldiers: Validity and differential validity across jobs.

A number of past studies have demonstrated that personality traits are modest predictors of workplace attitudes and behaviors and can provide incremental validity over cognitive ability. However, less is known about the utility of personality for job classification. In addition, concerns about the effects of faking on personality measures still remain. In this study, we examined the validity of a forced choice personality measure administered under operational conditions to explore the use of personality traits in high-stakes settings. In addition, we also examined the potential use of personality for classification into military occupational specialties (MOS). We explored these issues in a large sample of Soldiers from five different MOS to examine the prediction of performance during initial military training (IMT). Results indicated that composites of personality traits were valid predictors of performance and attrition and that these composites may be useful for classifying individuals into different military occupations. The implications of these results for Soldier selection and classification are discussed.

Working well: a systematic scoping review of the Indigenous primary healthcare workforce development literature.

BACKGROUND: Strong and effective workforce models are essential for improving comprehensive Indigenous primary healthcare service (PHC) provision to Indigenous peoples in Canada, Australia, New Zealand and the USA (CANZUS nations). This review systematically scoped the literature for studies that described or evaluated models and systems that support the sustainability, capacity or growth of the Indigenous PHC workforce to provide effective PHC provision. METHODS: Eleven databases, 10 websites and clearinghouses, and the reference lists of 5 review articles were searched for relevant studies from CANZUS nations published in English from 2000 to 2017. A process of thematic analysis was utilised to identify key conditions, strategies and outcomes of Indigenous PHC workforce development reported in the literature. RESULTS: Overall, 28 studies were found. Studies reported enabling conditions for workforce development as government funding and appropriate regulation, support and advocacy by professional organisations; community engagement; PHC leadership, supervision and support; and practitioner Indigeneity, motivation, power equality and wellbeing. Strategies focused on enhancing recruitment and retention; strengthening roles, capacity and teamwork; and improving supervision, mentoring and support. Only 12/28 studies were evaluations, and these studies were generally of weak quality. These studies reported impacts of improved workforce sustainability, workforce capacity, resourcing/growth and healthcare performance improvements. CONCLUSIONS: PHCs can strengthen their workforce models by bringing together healthcare providers to consider how these strategies and enabling conditions can be improved to meet the healthcare and health needs of the local community. Improvement is also needed in the quality of evidence relating to particular strategies to guide practice.

Clinician Job Searches in the Internet Era: Internet-Based Study.

BACKGROUND: Traditional methods using print media and commercial firms for clinician recruiting are often limited by cost, slow pace, and suboptimal results. An efficient and fiscally sound approach is needed for searching online to recruit clinicians. OBJECTIVE: The aim of the study was to assess the Web-based methods by which clinicians might be searching for jobs in a broad range of specialties and how academic medical centers can advertise clinical job openings to prominently appear on internet searches that would yield the greatest return on investment. METHODS: We used a search engine (Google) to identify 8 query terms for each of the specialties and specialists (eg, dermatology and dermatologist) to determine internet job search methodologies for 12 clinical disciplines. Searches were conducted, and the data used for analysis were the first 20 results. RESULTS: In total, 176 searches were conducted at varying times over the course of several months, and 3520 results were recorded. The following 4 types of websites appeared in the top 10 search results across all specialties searched, accounting for 52.27% (920/1760) of the results: (1) a single no-cost job aggregator (229/1760, 13.01%); (2) 2 prominent journal-based paid digital job listing services (157/1760, 8.92% and 91/1760, 5.17%, respectively); (3) a fee-based Web-based agency (137/1760, 7.78%) offering candidate profiles; and (4) society-based paid advertisements (totaling 306/1760, 17.38%). These sites accounted for 75.45% (664/880) of results limited to the top 5 results. Repetitive short-term testing yielded similar results with minor changes in the rank order. CONCLUSIONS: On the basis of our findings, we offer a specific financially prudent internet strategy for both clinicians searching the internet for employment and employers hiring clinicians in academic medical centers.

Flaws in the design of the Examen Nacional para Aspirantes a Residencias Médicas produce inequity.

OBJECTIVE: To assess the assumption of 'equity' of Mexico's resident-selection assessment tool, the Examen Nacional para Aspirantes a Residencias Médicas (ENARM). MATERIALS AND METHODS: Official ENARM-2016 and -2017 databases were analyzed. Differences in the absolute number of correct answers (multivariable linear regression) and the number of applicants reaching their specialty minimum score (SMS) per test day (odds ratio [OR]) were calculated. Applicants affected by test-day inequity were estimated. RESULTS: There were 36 114 applicants in 2016, and 38 380 in 2017. In 2016, day-2 applicants had significantly higher scores and more reached the SMS than on days 1-3-4 (OR 1.55), and 5 (OR 3.8); 3 565 non-passing applicants were affected by inequity (equivalent to 44.64% of those selected). In 2017, day-1 and -2 applicants had significantly higher scores and more reached the SMS than on days 3-4 (OR 1.85), and 5 (OR 4.04); 3,155 non-passing applicants were affected by inequity (37.2% of those selected). CONCLUSIONS: Analysis of official ENARM databases does not support the official attribution of equity, suggesting the test should be redesigned.

OBJETIVO: Evaluar el atributo de "equidad" asignado al Examen Nacional para Aspirantes a Residencias Médicas (ENARM). MATERIAL Y MÉTODOS: Se analizaron las bases de datos oficiales del ENARM 2016 y 2017. Se compararon las diferencias inter-día de respuestas correctas (regresión linear multivariable) y de sustentantes que alcanzaron el puntaje mínimo de su especialidad (PME) (razón de momios [RM]). Se estimó a los afectados por la inequidad. RESULTADOS: Hubo 36 114 sustentantes en 2016 y 38 380 en 2017.Los días 2 (ENARM-2016) y 1-2 (ENARM-2017) registraronpuntajes significativamente más altos, y más sustentantes alcanzaron el PME que en los días 1-3-4 (RM .55) y 5 (RM 3.8) en 2016, y los días 3-4 (RM 1.85) y 5 (RM 4.04) en 2017. Se estimó que cuatro de cada diez sustentantes que aprobaron el ENARM no lo hubieran hecho si el examen fuera equitativo. CONCLUSIONES: Los resultados sugieren que el atributo de equidad del ENARM está en duda.

Predicting Airport Screening Officers' Visual Search Competency With a Rapid Assessment.

Objective The study's objective was to assess a new personnel selection and assessment tool for aviation security screeners. A mobile app was modified to create a tool, and the question was whether it could predict professional screeners' on-job performance. Background A variety of professions (airport security, radiology, the military, etc.) rely on visual search performance-being able to detect targets. Given the importance of such professions, it is necessary to maximize performance, and one means to do so is to select individuals who excel at visual search. A critical question is whether it is possible to predict search competency within a professional search environment. Method Professional searchers from the USA Transportation Security Administration (TSA) completed a rapid assessment on a tablet-based X-ray simulator (XRAY Screener, derived from the mobile technology app Airport Scanner; Kedlin Company). The assessment contained 72 trials that were simulated X-ray images of bags. Participants searched for prohibited items and tapped on them with their finger. Results Performance on the assessment significantly related to on-job performance measures for the TSA officers such that those who were better XRAY Screener performers were both more accurate and faster at the actual airport checkpoint. Conclusion XRAY Screener successfully predicted on-job performance for professional aviation security officers. While questions remain about the underlying cognitive mechanisms, this quick assessment was found to significantly predict on-job success for a task that relies on visual search performance. Application It may be possible to quickly assess an individual's visual search competency, which could help organizations select new hires and assess their current workforce.

Innovation in values based public health nursing student selection: A qualitative evaluation of candidate and selection panel member perspectives.

OBJECTIVES: Values based recruitment emerges from the premise that a high degree of value congruence, or the extent to which an individual's values are similar to those of the health organization in which they work, leads to organizational effectiveness. The aim of this evaluation was to explore how candidates and selection panel members experienced and perceived innovative methods of values based public health nursing student selection. DESIGN AND SAMPLE: The evaluation was framed by a qualitative exploratory design involving semi-structured interviews and a group exercise. Data were thematically analyzed. Eight semi-structured interviews were conducted with selection panel members. Twenty-two successful candidates took part in a group exercise. INTERVENTION: The use of photo elicitation interviews and situational judgment questions in the context of selection to a university-run public health nursing educational program was explored. RESULTS: While candidates were ambivalent about the use of photo elicitation interviews, with some misunderstanding the task, selection panel members saw the benefits for improving candidate expression and reducing gaming and deception. Situational interview questions were endorsed by candidates and selection panel members due to their fidelity to real-life problems and the ability of panel members to discern value congruence from candidates' responses. CONCLUSIONS: Both techniques offered innovative solutions to candidate selection for entry to the public health nursing education program.

Developing a Web Site: A Strategy for Employment Integration of Internationally Educated Nurses.

In Canada and elsewhere, the case for hiring internationally educated nurses (IENs) has not been adequately made and guidance for employers is lacking. The Web site Internationally Educated Nurses: An Employer's Guide, launched in 2012, is intended to provide healthcare employers in Ontario with comprehensive information on the hiring and integration of IENs. An evaluation framework and mixed methods design were used to determine the usability of the site in relation to its goal. Convenience sampling was employed to select participants representing specified users (i.e., healthcare employers). Overall evaluation of usability was positive. Participants indicated that it raised their awareness of the advantages of hiring and integrating IENs to address shortages, increase workforce diversity, and provide culturally competent care. Future projects should focus on collaboration with employers to increase the uptake of IENs.

Au Canada et ailleurs, les avantages de l'embauche des infirmières et infirmiers diplômés à l'étranger (IIDE) n'ont pas été expliqués adéquatement et les employeurs manquent d'orientation à ce propos. Le site Web Internationally Educated Nurses: An Employer's Guide (Infirmières et infirmiers diplômés à l'étranger: Un guide destiné aux employeurs, en anglais seulement), lancé en juin 2012, vise à fournir aux employeurs dans le domaine des soins de santé de l'Ontario des renseignements complets sur l'embauche et l'intégration des IIDE. À partir d'un cadre d'évaluation et de diverses méthodes, le site Web a été soumis à une analyse afin de déterminer sa facilité d'utilisation en fonction de son objectif. Un groupe de participants représentant des utilisateurs précis (les employeurs dans le domaine de la santé) a été constitué au moyen d'un échantillonnage de commodité. Globalement, le résultat de l'évaluation de la facilité d'utilisation du site Web s'est révélé positif. Les participants ont indiqué que le site avait contribué à mieux les sensibiliser aux avantages et à l'importance de l'embauche des IIDE pour résoudre les problèmes de pénurie, pour accroître la diversité de l'effectif et pour offrir des soins adaptés sur le plan culturel. Les projets futurs devraient être axés sur une collaboration avec les employeurs afin d'accroître l'intégration des IIDE.

Eye-tracking measurements and their link to a normative model of monitoring behaviour.

Increasing automation necessitates operators monitoring appropriately (OMA) and raises the question of how to identify them in future selections. A normative model was developed providing criteria for the identification of OMA. According to this model, the monitoring process comprises distinct monitoring phases (orientation, anticipation, detection and recheck) in which attention should be focused on relevant areas. The current study tests the normative model on the basis of eye tracking. The eye-tracking data revealed increased concentration on relevant areas during the orientation and anticipation phase in comparison to the other phases. For the assessment of monitoring behaviour in the context of personnel selection, this implies that the anticipation and orientation phases should be considered separately as they appear to be more important in the context of monitoring than the other phases. PRACTITIONER SUMMARY: A normative model was developed for the assessment of monitoring behaviour. Using the eye-tracking method, this model was tested with applicants for an Air Traffic Controller training programme. The results are relevant for the future selection of human operators, who will have to monitor highly automated systems.

[Personnel marketing in anesthesiology. Perception, use and evaluation by the target group]. / Personalmarketing in der Anästhesiologie. Wahrnehmung, Nutzung und Bewertung durch die Zielgruppe.

BACKGROUND: The human resources situation in the healthcare system is characterized by a manpower shortage. Recruiting medical staff is of great importance for hospitals and particularly in anesthesiology. Approaching and recruiting staff usually happens through external personnel marketing (PM); however, up until now the efficacy of these PM measures has barely been empirically investigated. AIM: The goal of this empirical study was to examine how familiar hospital physicians at varying career levels are with the different tools employed by external PM and how frequently they used as well as rated these tools in terms of benefits. Based on this information, the preferences of medical staff with respect to detailing the workplace of "hospital physician" as well as factors of the hospital's attractiveness as an employer were evaluated. Another aim was to derive recommendations on how to optimize the marketing instruments used for external PM in the healthcare system. MATERIAL AND METHODS: In an internet-based survey, 154 female and male physicians were questioned about their knowledge, use and benefit assessment of a total of 43 PM tools. RESULTS: Conventional methods of addressing applicants were commonly used but ranked behind the more personal and direct targeting tools in terms of benefit assessments. Internet-based tools with a conceptual affinity to conventional methods were also highly rated in terms of benefits. In contrast, unconventional methods of addressing applicants were hardly known and were not viewed as being useful. The PM tools from the field of "overall conditions for cooperation in the company" mainly received high to very high benefit assessments. These referred primarily to non-monetary factors, human resource development measures and also to aspects of remuneration. Image-promoting PM tools were rarely assessed as being useful, with the exception of measures aimed at creating personal contact between the hospital or unit/department and applicants or those allowing personal insight into the department's range of activities. The correlation between familiarity with PM tools and positive benefit assessments was low. CONCLUSION: The results of this PM study can contribute to the development of an effective and efficient conception of PM measures by hospitals. Addressing applicants through traditional job and internet-based advertisements should be supplemented by personalized targeting of potential applicants and innovative targeting instruments must be systematically developed and promoted in order to become effective. It remains questionable whether the target group of external PM can be reached with exclusively or even predominantly image-cultivating measures on behalf of the healthcare company, such as image campaigns. The most effective PM tools create good working conditions and develop factors contributing to the employer's attractiveness. These two tools should be given priority in human resource development also taking material incentives into consideration, all of which support the effective set-up of an employer branding.

A survey of academic emergency medicine department chairs on hiring new attending physicians.

BACKGROUND: For graduating emergency medicine (EM) residents, little information exists as to what attributes department chairs are seeking in hiring new attendings. STUDY OBJECTIVES: To determine which qualities academic EM department chairs are looking for when hiring a new physician directly out of residency or fellowship. METHODS: An anonymous 15-item Web-based survey was sent to the department chairs of all accredited civilian EM residency programs in March of 2011. The questions assessed the desirability of different candidate attributes and the difficulty in recruiting EM-trained physicians. Respondents were also asked to give the current number of available job openings. RESULTS: Fifty-five percent of eligible department chairs responded. On a 5-point scale, the most important parts of a candidate's application were the interview (4.8 ± 0.4), another employee's recommendation (4.7 ± 0.5), and the program director's recommendation (4.5 ± 0.7). The single most important attribute possessed by a candidate was identified as "Ability to work in a team," with 58% of respondents listing it as their top choice. Advanced training in ultrasound was listed as the most sought-after fellowship by 55% of the chairs. Overall, department chairs did not have a difficult time in recruiting EM-trained physicians, with 56% of respondents stating that they had no current job openings. CONCLUSION: How a physician relates to others was consistently rated as the most important part of the candidate's application. However, finding a job in academic EM is difficult, with graduates having limited job prospects.

The influence of item order on intentional response distortion in the assessment of high potentials: assessing pilot applicants.

An experiment was conducted to investigate the effects of item order and questionnaire content on faking good or intentional response distortion. It was hypothesized that intentional response distortion would either increase towards the end of a long questionnaire, as learning effects might make it easier to adjust responses to a faking good schema, or decrease because applicants' will to distort responses is reduced if the questionnaire lasts long enough. Furthermore, it was hypothesized that certain types of questionnaire content are especially vulnerable to response distortion. Eighty-four pre-selected pilot applicants filled out a questionnaire consisting of 516 items including items from the NEO five factor inventory (NEO FFI), NEO personality inventory revised (NEO PI-R) and business-focused inventory of personality (BIP). The positions of the items were varied within the applicant sample to test if responses are affected by item order, and applicants' response behaviour was additionally compared to that of volunteers. Applicants reported significantly higher mean scores than volunteers, and results provide some evidence of decreased faking tendencies towards the end of the questionnaire. Furthermore, it could be demonstrated that lower variances or standard deviations in combination with appropriate (often higher) mean scores can serve as an indicator for faking tendencies in group comparisons, even if effects are not significant.