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Recruiting for values in healthcare: a preliminary review of the evidence

机译：寻求医疗保健的价值：证据的初步审查

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摘要

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.
机译：显示同情，仁爱和尊重，并维护患者的尊严对任何医疗保健专业人员来说都是重要的，以确保提供高质量的护理和患者的治疗效果。本文介绍了与医疗保健中基于价值的招聘有关的研究证据的结构化搜索和主题审查。检索了几个不同的数据库，期刊和政府报告，以检索与1998年至2013年之间在医疗机构和其他职业环境中发布的基于价值的招聘有关的研究。与基于价值的招聘直接相关的已发表的研究有限，因此，在对价值一致性的影响进行分析的同时，还探讨了可用的价值理论背景。超出了最初的文献搜索范围，探讨了设计选择方法以测量值的含义。研究表明，某些选择方法可能适合基于价值的招聘，例如情境判断测试（SJT），结构化面试和多重迷你面试（MMI）。作为基于价值的招聘计划的一部分，性格测试还被认为具有补充其他方法（例如结构化面试）的潜力。包括个人陈述，参考资料和非结构化/“传统”访谈在内的方法被认为不适合基于价值的招聘。在医疗领域中基于价值的招聘中讨论了实际意义。我们发现的理论意义暗示，亲社会的内在特质政策（可以通过选择工具，如SJT和MMI来衡量）可以通过个人认为在给定情况下有效的行为与个人价值观联系起来。但是，需要进一步的研究来得出结论，并且基于价值的招聘方法代表了令人兴奋且相对未知的领域，需要进一步研究。

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