PDF(Pubmed)
Abstract：
UNASSIGNED: At the conclusion of residency candidate interview days, faculty interviewers commonly meet as a group to reach conclusions about candidate evaluations based on shared information. These conclusions ultimately translate into rank list position for The Residency Match. The primary objective is to determine if the post-interview discussion influences the final scores assigned by each interviewer, and to investigate whether interviewer characteristics are significantly associated with the likelihood of changing their score. Based on Foucault\'s \'theory of discourse\' and Bourdieu\'s \'social capital theory,\' we hypothesized that interviewer characteristics, and the discourse itself, would contribute to score changes after a post-interview discussion regarding emergency medicine residency candidates.
UNASSIGNED: We conducted a cross-sectional observational study of candidate scores for all candidates to a four-year emergency medicine residency program affiliated with Yale University School of Medicine during a single application cycle. The magnitude and direction of score changes, if any, after group discussion were plotted and grouped by interviewer academic rank. We created a logistic regression model to determine the odds that candidate scores changed from pre- and post-discussion ratings related to specific interviewer factors.
UNASSIGNED: A total of 24 interviewers and 211 candidates created 471 unique interviewer-candidate scoring interactions, with 216 (45.8%) changing post-discussion. All interviewers ranked junior to professor were significantly more likely to change their score compared to professors. Interviewers who were women had significantly lower odds of changing their individual scores following group discussion (p=0.020; OR 0.49, 95% CI 0.26-0.89).
UNASSIGNED: Interviewers with lower academic rank had higher odds of changing their post-discussion scores of residency candidates compared to professors. Future work is needed to further characterize the influencing factors and could help create more equitable decision processes during the residency candidate ranking process.
UNASSIGNED: We conducted a cross-sectional observational study of candidate scores for all candidates to a four-year emergency medicine residency program affiliated with Yale University School of Medicine during a single application cycle. The magnitude and direction of score changes, if any, after group discussion were plotted and grouped by interviewer academic rank. We created a logistic regression model to determine the odds that candidate scores changed from pre- and post-discussion ratings related to specific interviewer factors.
UNASSIGNED: A total of 24 interviewers and 211 candidates created 471 unique interviewer-candidate scoring interactions, with 216 (45.8%) changing post-discussion. All interviewers ranked junior to professor were significantly more likely to change their score compared to professors. Interviewers who were women had significantly lower odds of changing their individual scores following group discussion (p=0.020; OR 0.49, 95% CI 0.26-0.89).
UNASSIGNED: Interviewers with lower academic rank had higher odds of changing their post-discussion scores of residency candidates compared to professors. Future work is needed to further characterize the influencing factors and could help create more equitable decision processes during the residency candidate ranking process.
摘要：
■在居住候选人面试日结束时，教师面试官通常作为一个小组开会，根据共享信息得出关于候选人评估的结论。这些结论最终转化为居住权比赛的排名列表位置。主要目标是确定面试后的讨论是否会影响每位面试官分配的最终分数，并调查面试官特征是否与改变其分数的可能性显着相关。基于福柯的话语理论和布迪厄的社会资本理论,我们假设面试官的特征，和话语本身，在关于急诊医学住院医师候选人的面试后讨论后，将有助于分数的变化。
我们在一个申请周期内对耶鲁大学医学院附属的为期四年的急诊医学住院医师计划的所有候选人的候选人分数进行了横断面观察研究。分数变化的幅度和方向，如果有的话,小组讨论后，按面试官的学术排名绘制和分组。我们创建了一个逻辑回归模型，以确定与特定面试官因素相关的讨论前和讨论后评分变化的可能性。
■共有24名面试官和211名候选人创建了471个独特的面试官-候选人评分互动，216（45.8%）在讨论后发生变化。与教授相比，所有对教授排名较低的面试官更改分数的可能性要大得多。在小组讨论后，女性的受访者改变个人得分的几率显着降低（p=0.020；OR0.49，95％CI0.26-0.89）。
■与教授相比，学术级别较低的面试官在讨论后的分数改变的可能性更高。需要未来的工作来进一步表征影响因素，并可能有助于在居留候选人排名过程中创建更公平的决策过程。
我们在一个申请周期内对耶鲁大学医学院附属的为期四年的急诊医学住院医师计划的所有候选人的候选人分数进行了横断面观察研究。分数变化的幅度和方向，如果有的话,小组讨论后，按面试官的学术排名绘制和分组。我们创建了一个逻辑回归模型，以确定与特定面试官因素相关的讨论前和讨论后评分变化的可能性。
■共有24名面试官和211名候选人创建了471个独特的面试官-候选人评分互动，216（45.8%）在讨论后发生变化。与教授相比，所有对教授排名较低的面试官更改分数的可能性要大得多。在小组讨论后，女性的受访者改变个人得分的几率显着降低（p=0.020；OR0.49，95％CI0.26-0.89）。
■与教授相比，学术级别较低的面试官在讨论后的分数改变的可能性更高。需要未来的工作来进一步表征影响因素，并可能有助于在居留候选人排名过程中创建更公平的决策过程。
