TY - CHAP
T1 - What are values and how can we assess them? Implications for values-based recruitment in healthcare
AU - Patterson, Fiona
AU - Kerrin, Máire
AU - Born, Marise Ph.
AU - Oostrom, Janneke K.
AU - Prescott-Clements, Linda
PY - 2015/7/24
Y1 - 2015/7/24
N2 - This chapter examines the evidence base for the effectiveness of a range of selection methods that have the potential to assess values in values-based recruitment. It explores one selection method in detail and provides a review of Situational Judgement Tests (SJTs) as a reliable and valid method for measuring the values that are important in clinical practice, including integrity, caring, empathy and compassion. A key objective of the chapter is to explore the evidence base underpinning the effectiveness of values-based recruitment and how this relates to important outcomes, especially demonstrating care and compassion towards patients. SJTs are an established method of selection for use in high-volume selection for many occupational groups, and they can be used to reliably select for a range of professional attributes. To explain why SJTs are often correlated with measures of personality traits, Motowidlo, Hooper and Jackson developed the implicit trait policy (ITP) theory. This chapter explores contemporary theoretical developments drawn from psychology literature on values, and examines the evidence base for the effectiveness of selection methods used in healthcare recruitment (e.g. situational judgement tests; SJTs) and their appropriateness for use in values-based recruitment, with case examples to illustrate their use. Theoretical values, models and organisational fit theories are also outlined, as well as the distinction between personality and values and the impact of values on outcomes such as job satisfaction, organisational commitment and turnover.
AB - This chapter examines the evidence base for the effectiveness of a range of selection methods that have the potential to assess values in values-based recruitment. It explores one selection method in detail and provides a review of Situational Judgement Tests (SJTs) as a reliable and valid method for measuring the values that are important in clinical practice, including integrity, caring, empathy and compassion. A key objective of the chapter is to explore the evidence base underpinning the effectiveness of values-based recruitment and how this relates to important outcomes, especially demonstrating care and compassion towards patients. SJTs are an established method of selection for use in high-volume selection for many occupational groups, and they can be used to reliably select for a range of professional attributes. To explain why SJTs are often correlated with measures of personality traits, Motowidlo, Hooper and Jackson developed the implicit trait policy (ITP) theory. This chapter explores contemporary theoretical developments drawn from psychology literature on values, and examines the evidence base for the effectiveness of selection methods used in healthcare recruitment (e.g. situational judgement tests; SJTs) and their appropriateness for use in values-based recruitment, with case examples to illustrate their use. Theoretical values, models and organisational fit theories are also outlined, as well as the distinction between personality and values and the impact of values on outcomes such as job satisfaction, organisational commitment and turnover.
UR - http://www.scopus.com/inward/record.url?scp=85018387753&partnerID=8YFLogxK
U2 - 10.1002/9781118838983.ch15
DO - 10.1002/9781118838983.ch15
M3 - Chapter
SN - 9781118839201
SP - 167
EP - 179
BT - Researching Medical Education
A2 - Cleland, J.
A2 - Durning, S.
PB - Wiley & Sons
ER -