부산대학교 도서관

Highlights * Five surgical training programs within a department of surgery participated in a systematic process to defined their organizational culture and competency expectations for entering trainees. * Although perceptions of the organizational culture were similar regardless of subspecialty affiliation, desired and required competencies required to be a successful trainee in the program significantly differed by educational program. * Training programs seeking to optimize person-organization fit will benefit from defining and communicating both their organizational culture and competency expectations to potential applicants. Abstract 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 (x[combining macron] = 3.8), perfectionist (x[combining macron] = 3.7) and social (x[combining macron] = 3.7) attributes were most representative of the program, while oppositional (x[combining macron] = 1.8), competitive (x[combining macron] = 2.5) and hierarchical (x[combining macron] = 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.