Candidate reactions to a postgraduate year 1 pharmacy residency supplemental application

Disclaimer In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. Purpose The purpose of this study was to gauge postgraduate year 1 (PGY1) pharmacy residency candidates’ reactions to supplemental applications, as well as aspects specific to our process, including a personality test and situational judgment test (SJT). Methods After rank lists were submitted, applicants to our program were invited to complete an online survey. Outcomes of interest included candidates’ perceptions of relevance and fairness. Whether candidates’ attitudes differed based on the receipt of an interview offer was also assessed. Results Of 199 applicants to our program for the 2021-2022 training year, 48 applicants (24.1%) completed the survey, 15 of whom had received an interview offer. Most (64.6%) agreed that supplemental applications were useful, and nearly all (95.8%) indicated that they were willing to submit one for programs in which they were most interested. The process was seen as being fair, although ratings were higher among those who received interview offers. Most respondents believed that the personality test and SJT were relevant to the role of a resident, but attitudes towards the SJT were generally more favorable and less likely to vary according to whether candidates received an interview offer. Candidates believed that the personality test and SJT were not as representative of them as letters of reference or their curriculum vitae, but perceptions of academic performance varied. Conclusion Applicants responded positively to our supplemental application and indicated that they would be willing to complete one for programs of interest. These findings should help assuage concerns about the use of supplemental applications, particularly when short-answer or essay formats are avoided.

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Forced choice (FC) is one of the most used forms measurement for non-cognitive assessments, which can effectively resist faking and some other response biases compared to the Likert-types scales, and has been a popular topic in the field of industrial organizational psychology in recent years. Inspired by Lee et al., (2019) study, the present study proposed a 2PL-RANK model as a variant of the GGUM-RANK for fitting dominance RANK items. To improve the efficiency of parameter estimation, the authors apply the stEM algorithm to the 2PL-RANK model, which greatly improves the efficiency of parameter estimation in joint estimation. What’s more, we derived information functions for this model based on the logic of Joo et al., (2018). Then, simulation studies were conducted to examined the recovery of model's parameters with RANK triplet responses, which manipulated four factors, with sample size, the number of dimensions, the number of blocks measured in each dimension, and the correlation between dimensions. Results show that the 2PL-RANK model performed well in estimating item and trait parameters. Finally, the utility of 2PL-RANK and Thurstonian IRT model (TIRT) in a 24-dimensional FC personality test was compared. An empirical study was then conducted based on a 24-dimensional FC personality test to illustrate the practical use of the model.

AI-based Analysis on Relationship between Genes and Personality

AI can be applied in various ways to the measurement of personality in psychology. Measuring the impact of a single gene on personality can be handled by AI technologies, at least technically, i.e., using supervised learning models of machine learning. The ABO blood type is a relatively easy biological marker to examine; therefore, people in many countries know their type, and its impact on the relationship with personality has been the subject of a large amount of research. In this study, we selected the ABO blood type as the target gene, examined its association with personality, and cross-checked the results with previous works. Two scales were used to measure personality: a) blood type personality traits extracted from previous studies, and b) the TIPI-J, a simplified version of the Big Five personality test. In the former, the AI was able to predict the respondents’ blood types with a higher probability than chance, while in the latter, the accuracy was within the range of chance. These obtained results were also discussed.

Personality: A potentially untapped resource in the selection of postgraduate pharmacy residents

Disclaimer In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. Purpose This study assessed whether personality testing of postgraduate year 1 (PGY1) pharmacy residency applicants was feasible and predicted important selection outcomes, including interview offers. Methods Applicants to the PGY1 pharmacy residency program at a large academic medical center were invited to complete a 50-item online personality test based on the 5-factor model (ie, the “Big Five”). Scores were sealed until after matching, at which point they were compared to screening, interview, and ranking and match outcomes. Endpoints of interest included the feasibility of the test (eg, time required for completion, completion rate) and whether personality predicted the odds of an interview offer. Results The personality test was taken by 137 PGY1 applicants (69.5%) and required a median of 6.8 minutes to complete. Openness to experience was associated with decreased odds of an interview offer (adjusted odds ratio [OR], 0.86; 95% confidence interval [CI], 0.75-0.98), whereas conscientiousness and extraversion were associated with increased odds of an interview offer (conscientiousness: adjusted OR, 1.26; 95% CI, 1.02-1.55; extraversion: OR, 1.16; 95% CI, 1.03-1.31). When combined with traditional screening criteria (eg, awards, leadership positions), openness to experience and extraversion remained predictors of an interview offer (in the directions specified above), whereas conscientiousness did not. In an exploratory analysis of interviewees, agreeableness was a negative predictor of interview score. Personality did not predict screening scores or final ranking. Conclusion Personality testing, based on the traits desired at individual residency programs, could be a valuable addition to the methods used for selecting PGY1 pharmacy residents.

Personality of a Good Language Learner: a Case Study in EFL Context

This case study aims to explore how the personality traits of a good language learner contributed to her success in language learning. Using a case study design, this study involved one student who met the criteria of a good language learner who became a champion of English competitions. This study used the Myers-Briggs Type Indicator personality test and semi-structured interviews to collect the data. The study showed that Meta's extrovert personality was described as talkative, confident, enthusiastic, and assertive. She understood a problem by talking about it and heard others' ideas in solving problems. As a sensing personality, she was objective and made decisions based on logic and facts to decide both sides. As a thinking person, she always worked with plans, and in making plans, she analyzed the pros and cons. She was objective and consistent in doing what she had planned. Her judging personality described how she dealt with their outer world. She had a decided lifestyle that had helped her achieve her goals in language learning by planning her language learning activities.

Impact of perceived interpersonal similarity on attention to the eyes of same-race and other-race faces

One reason for the persistence of racial discrimination may be anticipated dissimilarity with racial outgroup members that prevent meaningful interactions. In the present research, we investigated whether perceived similarity would impact the processing of same-race and other-race faces. Specifically, in two experiments, we varied the extent to which White participants were ostensibly similar to targets via bogus feedback on a personality test. With an eye tracker, we measured the effect of this manipulation on attention to the eyes, a critical region for person perception and face memory. In Experiment 1, we monitored the impact of perceived interpersonal similarity on White participants’ attention to the eyes of same-race White targets. In Experiment 2, we replicated this procedure, but White participants were presented with either same-race White targets or other-race Black targets in a between-subjects design. The pattern of results in both experiments indicated a positive linear effect of similarity—greater perceived similarity between participants and targets predicted more attention to the eyes of White and Black faces. The implications of these findings related to top-down effects of perceived similarity for our understanding of basic processes in face perception, as well as intergroup relations, are discussed.

potentials of a dialogical reframing of personality testing in hiring

Personality testing is highly disputed, yet, widely used as a personnel selection tool. In most research, it is taken for granted that personality tests are used with the purpose of achieving a more objective assessment of job candidates. However, in Danish organizations the personality test is often framed as a ‘dialogue tool’. This paper explores the potentials of a dialogical reframing of the use of personality testing in personnel selection by analyzing empirical material from an ethnographic study of the hiring processes in a Danish trade union that declaredly uses personality tests as a dialogue tool. Through an affirmative critique we identify five framings that interact during the test-based dialogue: The ‘meritocratic’, ‘disciplinary’, ‘dialogical’, ‘pastoral’, and ‘con-test’ framing. Our study suggests that being committed to a dialogical reframing nurtures the possibility of focusing on what we call the ‘con-test’: Either as exploring the meta-competences of the candidate or as co-creating embryos through joint reflections on organizational issues. We argue that the long-lasting debates in the field of selection-related personality testing should be much more interested in the question of how personality tests in hiring are used, rather than whether or not they should be used.

Personality Test Disc Application Design in Android Based Business

The purpose of making this android-based application design is to maximize the potential of each colleague who wants or is running a business. The method used to meet system development needs is the descriptive analysis method with a qualitative approach. Object-oriented development methods and prototyping development methods are used as the basis for building the system. The results show that the data information collected through the application can provide information in tips that can be applied. This system is formed based on the DISC Test personality results, which will be processed through the system. Then the match values are obtained with the predetermined business field data to obtain appropriate results. Using this application is expected to make business people more aware of each consumer's personality desires. With this application, the results of the data obtained are expected to help fellow beginner businessmen determine what position or business is suitable for them. This application acts as a helper or advisor that makes it easier for entrepreneurs to make decisions and increase the businessman's potential.

Predicting judging-perceiving of Myers-Briggs Type Indicator (MBTI) in online social forum

The Myers-Briggs Type Indicator (MBTI) is a well-known personality test that assigns a personality type to a user by using four traits dichotomies. For many years, people have used MBTI as an instrument to develop self-awareness and to guide their personal decisions. Previous researches have good successes in predicting Extraversion-Introversion (E/I), Sensing-Intuition (S/N) and Thinking-Feeling (T/F) dichotomies from textual data but struggled to do so with Judging-Perceiving (J/P) dichotomy. J/P dichotomy in MBTI is a non-separable part of MBTI that have significant inference on human behavior, perception and decision towards their surroundings. It is an assessment on how someone interacts with the world when making decision. This research was set out to evaluate the performance of the individual features and classifiers for J/P dichotomy in personality computing. At the end, data leakage was found in dataset originating from the Personality Forum Café, which was used in recent researches. The results obtained from the previous research on this dataset were suggested to be overly optimistic. Using the same settings, this research managed to outperform previous researches. Five machine learning algorithms were compared, and LightGBM model was recommended for the task of predicting J/P dichotomy in MBTI personality computing.