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2.
Am J Orthod Dentofacial Orthop ; 156(6): 758-766, 2019 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-31784009

RESUMO

INTRODUCTION: The objective of this study was to evaluate the extent to which different types of orthodontic appliances influence the hiring process of an individual applying for a customer service position. METHODS: A total of 7 images were created for 2 adult models: 1 male and 1 female. One image was produced without orthodontic appliances, and 6 simulated the use of orthodontic appliances, including a conventional metallic appliance with a gray elastic ligature, a conventional metallic appliance with blue elastic ligature, a conventional appliance with a transparent elastic ligature, a self-ligating metal appliance, a self-ligating esthetic appliance, and a clear aligner. A photo album was designed for each model and delivered, along with a questionnaire, to individuals in charge of job interviews and hiring. These evaluators included 236 individuals, divided into 4 groups according to age and gender: males between 18-35 years (M), males over 35 years (M > 35), females between 18-35 years (F), and females over 35 years (F > 35). The evaluators quantified the chance of hiring the models using a Visual Analogue Scale. The Mann-Whitney test was used to compare the evaluators according to gender and age. The Wilcoxon test was used to compare the models according to gender. The Kruskal-Wallis and Dunn post hoc tests were used to compare the appliances according to design. A 5% significance level was used for all tests. RESULTS: The clear aligner group showed the highest likelihood of being hired, followed by the group without orthodontic appliances, the groups with esthetic appliances (ie, conventional appliance with a transparent elastic ligature, and self-ligating esthetic appliance), and the groups with metallic appliances (ie, self-ligating metal appliance, conventional metallic appliance with gray elastic ligature, and conventional metallic appliance with blue elastic ligature). CONCLUSIONS: Assuming all other qualifications of the applicants are equivalent, the use of an orthodontic appliance may influence job interviews. The better the esthetics of the appliance, the higher the likelihood of the individual being hired.


Assuntos
Emprego , Desenho de Aparelho Ortodôntico , Braquetes Ortodônticos , Seleção de Pessoal , Adolescente , Adulto , Estética Dentária , Feminino , Humanos , Masculino , Aparelhos Ortodônticos , Adulto Jovem
4.
Soins Psychiatr ; 40(325): 21-24, 2019 Dec.
Artigo em Francês | MEDLINE | ID: mdl-31836065

RESUMO

The aim of the nurse tutor programme is to support the induction and training of newly recruited professionals, a real challenge for public mental health facilities. Such a facility in Ville-Évrard is experimenting with an innovative training course for nurse tutors. A practice analysis group is organised as part of advanced practice. This approach enables tutors to reinforce their position and their practice. It also helps to identify ways in which the institute can improve support of this function.


Assuntos
Educação em Enfermagem , Humanos , Seleção de Pessoal
5.
Int J Pharm Compd ; 23(6): 478-482, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31751945

RESUMO

One of the biggest and most important investments that can be made in planning for and operating an Intravenous Admixture Compounding program is the selection of personnel. The reputation of the facility is based in a large part on the quality of the personnel doing the compounding and their interaction with other pharmacists and healthcare personnel. Not just anyone can work effectively in the cleanroom environment due to the partial isolation, sound level, and stress. In this article, the characteristics of a desirable individual have been divided into six categories, including (1) Personality/Emotional/Mental Characteristics Desired, (2) Personal Appearance, Habits, etc., (3) Work Ethic Characteristics, (4) Training, (5) Competency Requirements, and (6) Management/Leadership/Followership. Granted, it may be very difficult or impossible to find an individual possessing all these characteristics, but these characteristics can be used to select the best and most appropriate candidate. One of the biggest and most important investments that can be made in planning for and operating an Intravenous Admixture Compounding program is the selection of personnel. The reputation of the facility is based in a large part on the quality of the personnel doing the compounding and their interaction with other pharmacists and healthcare personnel. Not just anyone can work effectively in the cleanroom environment due to the partial isolation, sound level, and stress. In this article, the characteristics of a desirable individual have been divided into six categories, including (1) Personality/Emotional/Mental Characteristics Desired, (2) Personal Appearance, Habits, etc., (3) Work Ethic Characteristics, (4) Training, (5) Competency Requirements, and (6) Management/ Leadership/Followership. Granted, it may be very difficult or impossible to find an individual possessing all these characteristics, but these characteristics can be used to select the best and most appropriate candidate.


Assuntos
Seleção de Pessoal , Serviço de Farmácia Hospitalar , Administração Intravenosa , Composição de Medicamentos , Humanos , Farmacêuticos
6.
Pan Afr Med J ; 33: 217, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31692790

RESUMO

Nurses have been identified as active workforce post-retirement. Little is known about nurses' intention to work post-retirement and their work ability and perceptions post-retirement. The aim of this scoping review is to identify studies that have investigated nurses' intention and recruitment strategies to work post-retirement and their work ability and perceptions post-retirement. PubMed, CINAHL, Web of Science, Nursing and Health Database and in addition Google scholar were searched using different keywords (retired nurses, retired RNs, work intention, work ability, work perceptions, and older nurses) and an independent reviewer cross-validated all the identified articles. Of the thirty-seven studies identified from the search, 26 papers were excluded based on exclusion criteria, with a total of 11 studies finally included in the study sample. The review found in two studies low and high intentions to work as nurses after retirement. Factors influencing both intentions and recruitment strategies to work as a nurse post-retirement focused on lighter and flexible work conditions, supportive environment, financial incentives and formal rehiring policies. Nurses working post-retirement reported benefits (intrinsic factors such as self-worth, overcoming social isolation) and barriers (such as job demands and reduced physical work ability). The review found low and high intentions to work as nurses after retirement and identified factors influencing both intentions and recruitment strategies to work as a nurse post-retirement and benefits and barriers of working as nurses post-retirement that can inform strategies to retain nurses post-retirement.


Assuntos
Atitude do Pessoal de Saúde , Enfermeiras e Enfermeiros/estatística & dados numéricos , Aposentadoria/estatística & dados numéricos , Humanos , Intenção , Enfermeiras e Enfermeiros/psicologia , Seleção de Pessoal/estatística & dados numéricos , Avaliação da Capacidade de Trabalho
7.
Br J Nurs ; 28(18): 1225, 2019 Oct 10.
Artigo em Inglês | MEDLINE | ID: mdl-31597061

RESUMO

Sam Foster, Chief Nurse, Oxford University Hospitals, discusses recruitment issues and how the concept of NHS organisations as 'anchor institutions' that contribute to the wellbeing of the local community may help.


Assuntos
Recursos Humanos de Enfermagem , Seleção de Pessoal/métodos , Medicina Estatal/organização & administração , Inglaterra , Humanos
8.
Fam Med ; 51(8): 641-648, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31509215

RESUMO

BACKGROUND AND OBJECTIVES: The optimal length of residency training in family medicine is under debate. This study compared applicant type, number of applicants, match positions filled, matched applicant type, and ranks to fill between 3-year (3YR) and 4-year (4YR) residencies. METHODS: The Length of Training Pilot (LOTP) is a case-control study comparing 3YR (seven residencies) and 4YR (six residencies) training models. We collected applicant and match data from LOTP programs from 2012 to 2018 and compared data between 3YR and 4YR programs. National data provided descriptive comparisons. An annual resident survey captured resident perspectives on training program selection. Summary statistics and corresponding t-tests and χ2 tests of independence were performed to assess differences between groups. We used a linear mixed model to account for repeated measures over time within programs. RESULTS: There were no differences in the mean number of US MD, US DO, and international medical graduate applicants between 3YR and 4YR programs. Both the 3YR and 4YR programs had a substantially higher number of US MD and DO applicants compared to national averages. The percentages of positions filled in the match and positions filled by US MDs, DOs and IMGs were not different between groups. The percentage of residents in 4YR programs who think training in family medicine requires a fourth year varied significantly during the study period, from 35% to 25% (P<.001). The predominant reasons for pursuing training in a 4YR program was a desire for more flexibility in training and a desire to learn additional skills beyond clinical skills. CONCLUSIONS: The applicant pool and match performance of the residencies in the LOTP was not affected by length of training. Questions yet to be addressed include length of training's impact on medical knowledge, scope of practice, and clinical preparedness.


Assuntos
Competência Clínica , Avaliação Educacional/estatística & dados numéricos , Medicina de Família e Comunidade/educação , Internato e Residência , Seleção de Pessoal/estatística & dados numéricos , Adulto , Estudos de Casos e Controles , Educação de Pós-Graduação em Medicina , Feminino , Humanos , Masculino , Estudos Prospectivos , Fatores de Tempo
9.
Psychiatr Danub ; 31(Suppl 3): 242-248, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31488734

RESUMO

BACKGROUND: Psychiatrists play a multifaceted and critical role in improving the lives of people with mental illness. However, despite how rewarding, important and thrilling a career in mental health is, there continues to remain a shortage of psychiatrists in Low-, Middle- and High-Income Countries. There has been resurgence in interest in improving the image of psychiatry over recent years and several initiatives have been launched to increase recruitment into the specialty at Sixth Form level in the UK. DESIGN: We conducted a single-arm, pre-post, comparison study with Sixth Form students at an inner-city school in London. Students were invited to complete a survey before and after exposure to an assembly on mental health that was delivered by an Expert by Personal and Professional Experience (EPPE). Our aims were to detect and measure if there were any changes in perceptions of psychiatry and if there was an increase in interest in pursuing this profession as a career in this group. RESULTS: 63 out of 123 participants completed the before and after survey (51% response rate). Following exposure to the assembly, there were statistically significant improvements between the pre- and post- intervention means for, "Psychiatry has a positive impact on peoples' lives" (p value <0.0001), "People with mental illness can achieve success and be the best at what they do" (p value <0.0001) and, "I would consider psychiatry as a career" (p value <0.0001). CONCLUSION: Notwithstanding the limitations of this pilot study, our findings suggest that an assembly on mental health delivered by an EPPE (i.e. 'Wounded Healer') might be effective at increasing interest in psychiatry as a career at Sixth Form level. We suggest that assemblies on mental health and psychiatry be delivered by 'Wounded Healers' in schools and colleges nationwide to help drive recruitment into psychiatry.


Assuntos
Escolha da Profissão , Transtornos Mentais , Saúde Mental/educação , Seleção de Pessoal/métodos , Psiquiatria/educação , Estudantes de Medicina/psicologia , Humanos , Londres , Transtornos Mentais/psicologia , Projetos Piloto , Inquéritos e Questionários
10.
Curr Urol Rep ; 20(10): 61, 2019 Sep 02.
Artigo em Inglês | MEDLINE | ID: mdl-31478091

RESUMO

PURPOSE OF REVIEW: This article summarizes the current state of underrepresented minorities (URM) and women within urology. Specific strategies to promote the recruitment and retention of URM and women within urology are discussed. RECENT FINDINGS: Minorities and women remain underrepresented within urology, a disparity that has roots as early as medical school and persists throughout residency and practice. This is likely due to implicit and explicit bias, lack of role models, and persistent disparities in compensation and promotion. Strategies to improve recruitment and retention of these individuals should focus on increasing early exposure to urology, opportunities for mentorship, and support in professional development. Creation of a supportive institutional culture, consideration of alternative career advancement paths, and intentional diversity-focused recruitment efforts are also critical. Successful recruitment and retention of URM and women in urology requires specific, directed efforts to increase opportunities for exposure, mentorship, and career promotion at a programmatic, institutional, and national level.


Assuntos
Escolha da Profissão , Grupos Minoritários , Seleção de Pessoal/métodos , Médicas , Urologia/organização & administração , Feminino , Humanos , Mentores , Cultura Organizacional , Desenvolvimento de Pessoal , Estados Unidos
11.
Urology ; 134: 56-61, 2019 12.
Artigo em Inglês | MEDLINE | ID: mdl-31491451

RESUMO

OBJECTIVE: To determine whether implicit gender bias exists in the urology residency application process, we compared linguistic differences in letters of recommendation (LOR) submitted for male and female applicants. METHODS: LOR were abstracted from residency applications to a urology residency program. Linguistic Inquiry and Word Count, a validated text analysis software program, characterized the linguistic content of the letters. Analyzed letters were compared according to gender of the applicant using multivariable analysis, examining the association of applicant gender, letter writer, and letter characteristics. Multivariable analysis was also performed to determine the association of letter characteristics with matching into a urology residency. RESULTS: Of 460 letters evaluated, letters for male applicants are written in a more authentic tone compared to letters written for female applicants. Letters written for male applicants contain significantly more references to personal drive, work, and power than letters written for female applicants. Significant differences are maintained on multivariable analysis when controlling for race and Step 1 score of the applicant. Letters with references to power were significantly more likely to be associated with an applicant who matched into urology than an applicant who didn't match. CONCLUSION: Significant linguistic differences exist among LOR written for men and women applying into urology, suggesting that gender bias may permeate resident recruitment. These differences may affect the likelihood of women matching into urology.


Assuntos
Internato e Residência , Candidatura a Emprego , Seleção de Pessoal , Sexismo , Urologia/educação , Feminino , Humanos , Internato e Residência/ética , Internato e Residência/métodos , Masculino , Seleção de Pessoal/ética , Seleção de Pessoal/métodos , Sexismo/ética , Sexismo/prevenção & controle , Estados Unidos
12.
J Nurs Adm ; 49(9): 436-440, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31436742

RESUMO

OBJECTIVE: The purpose of this study was to describe current practices for onboarding travel nurses (TRNs) and identify TRNs' specific onboarding needs. BACKGROUND: Onboarding must be streamlined and organized for TRNs to provide safe patient care. METHODS: Cross-sectional descriptive survey was used with 306 TRNs throughout United States who were recruited electronically from a closed social media group page. RESULTS: The TRNs identified critical information, including unit patient ratios, onboarding schedule 7 to 14 days before travel assignment start, and login IDs/accesses on day 1. Travel nurse onboarding and competency assessment checklists should be specific to the unit/facility where they will work. CONCLUSION: Findings from this study have the potential to support hospitals in the development of streamlined and tailored TRN onboarding to support regulatory compliance and patient safety as well as realize significant cost savings for TRN onboarding.


Assuntos
Capacitação em Serviço/organização & administração , Recursos Humanos de Enfermagem no Hospital/normas , Segurança do Paciente/normas , Seleção de Pessoal/normas , Admissão e Escalonamento de Pessoal/normas , Enfermagem de Viagem/estatística & dados numéricos , Enfermagem de Viagem/normas , Adulto , Estudos Transversais , Feminino , Previsões , Humanos , Capacitação em Serviço/tendências , Masculino , Pessoa de Meia-Idade , Recursos Humanos de Enfermagem no Hospital/tendências , Segurança do Paciente/estatística & dados numéricos , Seleção de Pessoal/tendências , Admissão e Escalonamento de Pessoal/tendências , Enfermagem de Viagem/tendências , Estados Unidos
15.
Rev. psicol. trab. organ. (1999) ; 35(2): 53-64, ago. 2019. tab
Artigo em Inglês | IBECS | ID: ibc-184730

RESUMO

Social networks websites, and specially the LinkedIn platform, have changed the landscape of recruitment and personnel selection to a unified organizational process. Thus, apart from using LinkedIn as a recruitment tool, professionals also use it to make evaluative inferences regarding the individual characteristics of the candidates (e.g., their personality). However, most of the research focused on LinkedIn has left aside the evidence about its validity for decision making in the work setting. In our study we analyze the criterion oriented validity of LinkedIn incumbents professional profiles (N = 615) in the information and communication technology (ICT) sector with some measures of job performance. The results show four major factors underlying LinkedIn profiles about professional experience, social capital, updating knowledge, and non-profesional information. These factors are significantly related to productivity, absenteeism, and the potential for professional development. These findings are discussed in light of their theoretical and practical implications


Las redes sociales, y especialmente la plataforma LinkedIn, están convirtiendo la función de reclutamiento y selección de personal en un proceso cada vez más unificado. Además de como herramienta de reclutamiento, los profesionales utilizan esta plataforma para hacer inferencias de evaluación sobre las características individuales de los candidatos, aunque la mayoría de las investigaciones han dejado de lado el análisis de su validez para la toma de decisiones en el entorno laboral. En nuestra investigación hemos estudiado los perfiles profesionales en LinkedIn de trabajadores del sector de las tecnologías de la información y la comunicación (N = 615), y su validez orientada a criterios de desempeño laboral. Los resultados muestran cuatro factores principales que subyacen a los perfiles de LinkedIn: experiencia profesional, capital social, actualización de conocimientos e información complementaria. Estos factores están significativamente relacionados con la productividad, el absentismo y el potencial de desarrollo profesional. Estos hallazgos se discuten a la luz de sus implicaciones teóricas y prácticas


Assuntos
Humanos , Redes Sociais Online , Seleção de Pessoal/métodos , Competência Profissional , Psicometria/métodos , Controle de Qualidade , Habilidades para Realização de Testes/psicologia , Descrição de Cargo
16.
Rev. psicol. trab. organ. (1999) ; 35(2): 65-74, ago. 2019. tab
Artigo em Inglês | IBECS | ID: ibc-184731

RESUMO

Over the years, various governmental, employment, and academic organizations have identified a list of skills to successfully master the challenges of the 21st century. So far, an adequate assessment of these skills across countries has remained challenging. Limitations inherent in the use of self-reports (e.g., lack of self-insight, socially desirable responding, response style bias, reference group bias, etc.) have spurred on the search for methods that could complement or even substitute self-report inventories. Situational judgment tests (SJTs) have been proposed as one of the complements/alternatives to the traditional self-report inventories. SJTs are low-fidelity simulations that confront participants with multiple domain-relevant situations and request to choose from a set of predefined responses. Our objectives are twofold: (a) outlining how a combined emic-etic approach can be used for developing SJT items that can be used across geographical regions and (b) investigating whether SJT scores can be compared across regions. Our data come from Laureate International Universities (N = 5,790) and comprise test-takers from Europe and Latin America who completed five different SJTs that were developed in line with a combined emic-etic approach. Results showed evidence for metric measurement invariance across participants from Europe and Latin America for all five SJTs. Implications for the use of SJTs as measures of 21st century skills are discussed


A lo largo de los años, varias organizaciones gubernamentales de empleo y académicas han identificado una lista de habilidades para superar con éxito los desafíos del siglo XXI. Hasta ahora, una evaluación adecuada de estas habilidades en los países ha continuado siendo un reto. Las limitaciones inherentes al uso de autoinformes (p. ej., falta de autoconocimiento, respuestas socialmente deseables, sesgo en el estilo de respuesta, sesgo del grupo de referencia, etc.) han estimulado la búsqueda de métodos que puedan complementar o incluso sustituir inventarios de autoinforme. Los tests de juicio situacional (TJS) se han propuesto como uno de los complementos/alternativas a los inventarios tradicionales de autoinforme. Los TJS son simulaciones de baja fidelidad que enfrentan a los participantes con múltiples situaciones de dominio relevantes y solicitan elegir entre un conjunto de respuestas predefinidas. Tenemos un doble objetivo: (a) explicar cómo se puede utilizar un enfoque emic-etic combinado para desarrollar ítems de TJS que se puedan emplear en todas las regiones geográficas y (b) investigar si las puntuaciones de los TJS se pueden comparar entre regiones. Nuestros datos provienen de las Laureate International Universities (N = 5,790) y están compuestos por examinandos de Europa y América Latina que cumplimentaron cinco TJS diferentes que se desarrollaron de acuerdo a un enfoque emic-ethic. Los resultados mostraron la existencia de invarianza en la medición en los participantes de Europa y América Latina para los cinco TJS. Se discuten las implicaciones para el uso de TJS como medida para detectar habilidades en el siglo XXI


Assuntos
Humanos , Seleção de Pessoal/métodos , Competência Profissional , Habilidades para Realização de Testes/psicologia , Descrição de Cargo , Psicometria/métodos , Testes Psicológicos , Autorrelato/classificação , Europa (Continente) , América Latina
17.
Rev. psicol. trab. organ. (1999) ; 35(2): 75-83, ago. 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-184732

RESUMO

Multidimensional forced-choice questionnaires are widely regarded in the personnel selection literature for their ability to control response biases. Recently developed IRT models usually rely on the assumption that item parameters remain invariant when they are paired in forced-choice blocks, without giving it much consideration. This study aims to test this assumption empirically on the MUPP-2PL model, comparing the parameter estimates of the forced-choice format to their graded-scale equivalent on a Big Five personality instrument. The assumption was found to hold reasonably well, especially for the discrimination parameters. In the cases in which it was violated, we briefly discuss the likely factors that may lead to non-invariance. We conclude discussing the practical implications of the results and providing a few guidelines for the design of forced-choice questionnaires based on the invariance assumption


Los cuestionarios de elección forzosa multidimensionales son bastante apreciados en la literatura de selección de personal por su capacidad para controlar los sesgos de respuesta. Los modelos de TRI desarrollados recientemente normalmente asumen que los parámetros de los ítems permanecen invariantes cuando se emparejan en bloques de elección forzosa, sin dedicarle mucha atención. Este estudio tiene como objetivo poner a prueba empíricamente este supuesto en el modelo MUPP-2PL, comparando las estimaciones de los parámetros del formato de elección forzosa con su equivalente en escala graduada, en un instrumento de personalidad Big Five. Se encontró que el supuesto se cumplía razonablemente bien, especialmente para los parámetros de discriminación. En los casos en los que no se cumplió se discuten brevemente los posibles factores que pueden dar lugar a no invarianza. Concluimos discutiendo las implicaciones prácticas de los resultados y proponiendo algunas pautas para el diseño de cuestionarios de elección forzosa basados en el supuesto de invarianza


Assuntos
Humanos , Seleção de Pessoal/métodos , Competência Profissional , Psicometria/métodos , Habilidades para Realização de Testes/psicologia , Descrição de Cargo , Autoeficácia , Interpretação Estatística de Dados , Comportamento de Escolha , Testes Psicológicos/estatística & dados numéricos
18.
Rev. psicol. trab. organ. (1999) ; 35(2): 85-92, ago. 2019. graf
Artigo em Inglês | IBECS | ID: ibc-184733

RESUMO

Technological advances in assessment have radically changed the landscape of employee selection. This paper focuses on three areas where the promise of those technological changes remains undelivered. First, while new ways of measuring constructs are being implemented, new constructs are not being assessed, nor is it always clear what constructs the new ways are measuring. Second, while technology in assessment leads to much greater efficiency, there are also untested assumptions about effectiveness and fairness. There is little consideration of potential negative byproducts of contextual enhancement, removing human judges, and collecting more data. Third, there has been insufficient consideration of the changed nature of work due to technology when assessing candidates. Virtuality, contingent work arrangements, automation, transparency, and globalization should all be having greater impact on selection assessment design. A critique of the current state of affairs is offered and illustrations of future directions with regard to each aspect is provided


Los avances tecnológicos en la evaluación han cambiado radicalmente el panorama de la selección de empleados. Este estudio se enfoca en tres áreas en las que los cambios tecnológicos aún no se han producido. En primer lugar, mientras se están implementando nuevas formas de medir los componentes de la evaluación, estos nuevos componentes no se están evaluando, ni tampoco está claro qué componentes están midiendo los nuevos modelos. En segundo lugar, si bien la tecnología en la evaluación conduce a una eficiencia mucho mayor, también hay suposiciones no probadas sobre su eficacia e imparcialidad. Existe una escasa consideración de los posibles subproductos negativos de la mejora contextual, la eliminación de los juicios humanos y la recopilación de más datos. En tercer lugar, no se ha considerado suficientemente la naturaleza cambiante del trabajo debido a la tecnología a la hora de evaluar a los candidatos. La virtualidad, la supeditación a los acuerdos laborales, la automatización, la transparencia y la globalización deberían tener un mayor impacto en el diseño de la evaluación en selección. Se hace una crítica de la situación actual y se proporcionan ejemplos de directivas futuras con respecto a cada uno de estos aspectos


Assuntos
Humanos , Seleção de Pessoal/métodos , Competência Profissional , Habilidades para Realização de Testes/psicologia , Descrição de Cargo , Tecnologia da Informação/estatística & dados numéricos , Psicometria/métodos , Eficiência/classificação , Inovação
19.
Am J Dermatopathol ; 41(8): 585-586, 2019 Aug.
Artigo em Inglês | MEDLINE | ID: mdl-31335411

RESUMO

Dermatopathology represents a unique field at the intersection of dermatology and pathology. Although programs are approved by the ACGME, there is neither uniformity in application materials, timetables, and deadlines, nor a centralized application process. Despite the competitive nature of dermatopathology fellowships, no formal studies have thoroughly examined the selection criteria by program directors. Our study fills this gap in the literature and evaluates the impact of selection criteria for dermatopathology fellows. Applicants can now gain insight into the most important and meaningful aspects of their application.


Assuntos
Dermatologia/educação , Educação de Pós-Graduação em Medicina , Bolsas de Estudo , Internato e Residência , Patologia/educação , Seleção de Pessoal/métodos , Autoria , Correspondência como Assunto , Humanos , Entrevistas como Assunto , Avaliação de Programas e Projetos de Saúde , Estados Unidos
20.
Work ; 63(4): 547-557, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31282462

RESUMO

BACKGROUND: The National Ambulance Resilience Unit (NARU) works on behalf of each National Health Service (NHS) Ambulance Trust in England to strengthen national resilience and improve patient outcome in challenging pre-hospital scenarios. OBJECTIVE: To conduct a Job Task Analysis and describe the physical demands of NARU roles. METHODS: A focus group was conducted to describe the physically demanding tasks performed by NARU personnel. Subsequently, the physical demands of the identified tasks were measured in 34 NARU personnel (29 male and 5 female). RESULTS: Eleven criterion tasks were identified; Swift Water Rescue (SWR), Re-board Inflatable Boat (RBIB), Set up Decontamination Tent (SDT), Clinical Decontamination (CD), Movement in Gas Tight Suits (MGTS), Marauding Terrorist Fire Arms (MTFA), Over Ground Rescue (OGR), Unload Incidence Response Unit Vehicle (UIRUV), Above Ground Rescue (AGR), Over Rubble Rescue (ORR) and Subterranean Rescue (SR). The greatest cardiovascular strain was measured during SWR, MGTS, and MTFA. The most thermally challenging tasks were the MTFA, CD, SR and OGR. The greatest muscular strength requirements were during MTFA and OGR. CONCLUSIONS: All five components of fitness (aerobic endurance, anaerobic endurance, muscular strength, muscular endurance and mobility) were required for successful completion of the physically demanding tasks performed by NARU personnel.


Assuntos
Ambulâncias/normas , Auxiliares de Emergência/normas , Avaliação de Desempenho Profissional/normas , Aptidão Física , Análise e Desempenho de Tarefas , Ambulâncias/organização & administração , Inglaterra , Feminino , Grupos Focais , Humanos , Masculino , Seleção de Pessoal/normas , Melhoria de Qualidade , Medicina Estatal/organização & administração , Medicina Estatal/normas
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