Research On The Application Of Behavioral Event Interview To Refine The Competency Of Top Physicians

Objective:The objects of our research are the clinicians in Beijing, including vice chairman of Chinese Medical Association specialist branch and above also chairman of Beijing Medical Association as top-performance group, department directors to the Chinese medical association specialist branch committee as general-performance group. In this study, We will develop competency dictionary for clinicians, and further to refine the competencies which can distinguish top clinicians from the other ones, thus providing reference for the training, selection and assessment of the clinicians.Methods:(1) Using the method of literature research to collect and study all literature materials relating to clinician competency and behavioral event interview; (2) Using the method of export interview to determine the performance criteria for grouping the clinicians, and modify the competency dictionary for clinicians developed in the early stage research;(3) Using the method of behavioral event interview to gain the research data from the subjects which including four clinicians in high-performance group and six clinicians in general-performance group, and collect the level and frequency of each competency appearing in every interview text via semantic coding; (4) Using interview length (interview time and interview text words) analysis to reveal the stable statistical indicators of competency, evaluating the category agreement between two coders through coding reliability analysis, and on this basis, extracting the competencies of top clinicians through the comparisons of competency frequency, average grade scores and highest grade scores between the top-performance group and general-performance group. Using factor analysis to test the difference of competencies between two groups. All the data in this paper was entered via EXCEL2013 and analyzed by SPSS20.0 software.Results:(1) Reviewing the study results of clinician competency and classic competency dictionary at home and abroad; constructing clinician dictionary based on the common competency dictionary developed by Hay Group, and integrated of the domestic findings. Then revised by experts, the final clinician competency dictionary which concern 26 items was established. (2) Separately encoding the interview texts by two coders, calculating the total frequency, grade scores, average grade scores and highest grade scores of each competency appeared in every interview text. (3) On the basis above, comparing the interview time length and interview text words, there are no significant difference between the two groups. The coefficient of category agreement is between 0.706 and 0.921, while the coefficient of reliability is between 0.828 and 0.959, which shows that the data from our interview is credible. Setting P<0.05 as the standard, three competencies have significant difference on frequency, five competencies have significant difference on the average grade scores, also five competencies have significant difference on the highest grade scores between the two groups. Based on the analysis of those three indicators, forming the competency elements which can distinguish the top clinicians. Comparing the average grade scores of competencies between physicians and surgeons, only one competency (3.85%) have significant difference, therefore, the competency elements of top clinicians are suitable for different majors and departments.Conclusion:10 interview texts include 60 theme events and total of 169672 words, so the research materials are sufficient. The particular competency elements for the top clinician include 8 items:organizational awareness, achievement orientation, inductive thinking, relationship building, interpersonal understanding, organization commitment, professional dedication spirit, communication abilities and skills, which can be fit for the clinicians in different majors and departments. This study can be the basis for the competency research of clinicians in specific sections, further to provide reference for competency-based health human resource management and excellent physician training systems.