TY - JOUR
T1 - Dissecting a department of surgery
T2 - Exploring organizational culture and competency expectations
AU - Costa, Paula
AU - Harris, Linda
AU - Rothstein, David H.
AU - Beckman, Melissa
AU - Flynn, William
AU - Hoffman, Aaron
AU - Lukan, James
AU - Gardner, Aimee
AU - Cavanaugh, Katelyn
AU - Dunkin, Brian
AU - Schwaitzberg, Steven D.
N1 - Publisher Copyright:
© 2020 Elsevier Inc.
PY - 2021/2
Y1 - 2021/2
N2 - Introduction: In order to recruit high-potential trainees, surgery residency and fellowship programs must first understand what competencies and attributes are required for success in their respective programs. This study performed a systematic analysis to define organizational culture and competency expectations across training programs within one academic surgery department. Methods: Subject matter experts rated the importance and frequency of 22 competencies and completed a 44-item organizational culture inventory along 1 to 5 Likert-type scales. Results: Importance and frequency attributions of competencies varied significantly among programs (p < .05 by ANOVA), but there was substantial agreement on organizational culture; self-directed (x̄ = 3.8), perfectionist (x̄ = 3.7) and social (x̄ = 3.7) attributes were most representative of the program, while oppositional (x̄ = 1.8), competitive (x̄ = 2.5) and hierarchical (x̄ = 2.7) characteristics were least representative. Conclusions: Residency and fellowship programs within the same department have shared perceptions of the culture and values of their institution, but seek different competencies among entering trainees.
AB - Introduction: In order to recruit high-potential trainees, surgery residency and fellowship programs must first understand what competencies and attributes are required for success in their respective programs. This study performed a systematic analysis to define organizational culture and competency expectations across training programs within one academic surgery department. Methods: Subject matter experts rated the importance and frequency of 22 competencies and completed a 44-item organizational culture inventory along 1 to 5 Likert-type scales. Results: Importance and frequency attributions of competencies varied significantly among programs (p < .05 by ANOVA), but there was substantial agreement on organizational culture; self-directed (x̄ = 3.8), perfectionist (x̄ = 3.7) and social (x̄ = 3.7) attributes were most representative of the program, while oppositional (x̄ = 1.8), competitive (x̄ = 2.5) and hierarchical (x̄ = 2.7) characteristics were least representative. Conclusions: Residency and fellowship programs within the same department have shared perceptions of the culture and values of their institution, but seek different competencies among entering trainees.
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U2 - 10.1016/j.amjsurg.2020.10.011
DO - 10.1016/j.amjsurg.2020.10.011
M3 - Article
C2 - 33189315
AN - SCOPUS:85096005556
SN - 0002-9610
VL - 221
SP - 298
EP - 302
JO - American journal of surgery
JF - American journal of surgery
IS - 2
ER -