[Personality traits in anesthesiology : Results from a questionnaire-based requirements analysis]. / Persönlichkeitseigenschaften in der Anästhesiologie : Ergebnisse einer fragebogenbasierten Anforderungsanalyse.

BACKGROUND: Criteria for the identification of suitable applicants for undergraduate and postgraduate medical education are greatly and ubiquitously discussed. Apart from the acquisition of theoretical knowledge and practical skills, certain personality traits are necessary for practicing the medical profession; however, little is known on the personality traits required for medical subspecialties. This study had two objectives: 1) identification and evaluation of personality traits which are essential for performing anesthesiology and 2) establishment of a job specification for anesthesiology. METHODS: We performed a survey among German anesthesiologists using an online questionnaire. This questionnaire collected demographic data, such as age, gender, level of postgraduate education and 28 personality traits from 5 categories: cognition, psychomotor, physical, sensory and social interactive properties. The participants were asked to rate the personality traits on a 5-point Likert scale. Statistical analysis was performed using an ANOVA. RESULTS: A total of 714 questionnaires were analyzed. Social interactive skills and cognitive personality traits were considered as most important for a clinical career in anesthesiology. The three personality traits rated highest were a high decision-making ability, stress tolerance and speed of perception. Furthermore, a high apprehension, affability and patient-oriented behavior are needed. CONCLUSION: A job specification describing important personality traits can be useful to advise both undergraduates and postgraduates on their medical career and for medical team simulation tasks. For the clinical practice in anesthesiology, for example, high social interactive and cognitive personality traits are required.

[The "human factor" as a risk and a chance]. / "Human factor" ­ der Mensch als Risikofaktor und Chance.

Medical devices are subjected to very complex development and testing processes, in which comprehensive requirements are defined and controlled. However, this wide range of requirements is not taken into account or checked when employing medical personnel. Systematic requirement analyses and recognized competence deficits of graduate medical students show that more must be invested in training and selection in order to reduce the "human factor" as a risk and on the other hand to be able to use it positively.

[Assessment of physicians? : Results of a sample analysis for the selection of physicians for staff positions]. / Assessment für Mediziner? : Ergebnisse einer Stichprobenanalyse zur Personalauswahl für Ärzte.

As in aviation and other organizations requiring high levels of safety, medical complications and errors can in most cases be traced back to the human factor as a main cause. The correct selection of medical students and physicians is therefore very important, especially in leadership and key positions. This is not only a necessary safety aspect but also the prerequisite for the stipulated efficiency of modern medicine.

[Employees in high-reliability organizations: systematic selection of personnel as a final criterion]. / Der Mensch in Hochzuverlässigkeitsorganisationen: Systematische Personalauswahl als entscheidendes Kriterium.

Employees represent an important safety factor in high-reliability organizations. The combination of clear organizational structures, a nonpunitive safety culture, and psychological personnel selection guarantee a high level of safety. The cockpit personnel selection process of a major German airline is presented in order to demonstrate a possible transferability into medicine and urology.

[Human resource management. How do we find the right surgeons?]. / "Human resource management". Wie finden wir die geeignetsten ChirurgenInnen?

The recruitment of trainee surgeons is a demanding topic. Not only the question whether the number of applicants is sufficient but also the selection of the right candidates are of great importance. Therefore, it is of vital interest to establish the occupational requirements and to develop reliable and valid methods for the selection process.