Add wos sample results library

02-data/intermediate/wos_sample/6c6bf057c37ad84cab0dfbe0503b1db8-patterson-fiona-and/info.yaml

@@ -0,0 +1,169 @@
+abstract: 'Why use SJTs? Traditionally, selection into medical education
+
+  professions has focused primarily upon academic ability alone. This
+
+  approach has been questioned more recently, as although academic
+
+  attainment predicts performance early in training, research shows it has
+
+  less predictive power for demonstrating competence in postgraduate
+
+  clinical practice. Such evidence, coupled with an increasing focus on
+
+  individuals working in healthcare roles displaying the core values of
+
+  compassionate care, benevolence and respect, illustrates that
+
+  individuals should be selected on attributes other than academic ability
+
+  alone. Moreover, there are mounting calls to widen access to medicine,
+
+  to ensure that selection methods do not unfairly disadvantage
+
+  individuals from specific groups (e.g. regarding ethnicity or
+
+  socio-economic status), so that the future workforce adequately
+
+  represents society as a whole. These drivers necessitate a method of
+
+  assessment that allows individuals to be selected on important
+
+  non-academic attributes that are desirable in healthcare professionals,
+
+  in a fair, reliable and valid way.What are SJTs? Situational judgement
+
+  tests (SJTs) are tests used to assess individuals'' reactions to a number
+
+  of hypothetical role-relevant scenarios, which reflect situations
+
+  candidates are likely to encounter in the target role. These scenarios
+
+  are based on a detailed analysis of the role and should be developed in
+
+  collaboration with subject matter experts, in order to accurately assess
+
+  the key attributes that are associated with competent performance. From
+
+  a theoretical perspective, SJTs are believed to measure prosocial
+
+  Implicit Trait Policies (ITPs), which are shaped by socialisation
+
+  processes that teach the utility of expressing certain traits in
+
+  different settings such as agreeable expressions (e.g. helping others in
+
+  need), or disagreeable actions (e.g. advancing ones own interest at
+
+  others, expense).Are SJTs reliable, valid and fair? Several studies,
+
+  including good quality meta-analytic and longitudinal research,
+
+  consistently show that SJTs used in many different occupational groups
+
+  are reliable and valid. Although there is over 40 years of research
+
+  evidence available on SJTs, it is only within the past 10 years that
+
+  SJTs have been used for recruitment into medicine. Specifically,
+
+  evidence consistently shows that SJTs used in medical selection have
+
+  good reliability, and predict performance across a range of medical
+
+  professions, including performance in general practice, in early years
+
+  (foundation training as a junior doctor) and for medical school
+
+  admissions. In addition, SJTs have been found to have significant added
+
+  value (incremental validity) over and above other selection methods such
+
+  as knowledge tests, measures of cognitive ability, personality tests and
+
+  application forms. Regarding differential attainment, generally SJTs
+
+  have been found to have lower adverse impact compared to other selection
+
+  methods, such as cognitive ability tests. SJTs have the benefit of being
+
+  appropriate both for use in selection where candidates are novices (i.e.
+
+  have no prior role experience or knowledge such as in medical school
+
+  admissions) as well as settings where candidates have substantial job
+
+  knowledge and specific experience (as in postgraduate recruitment for
+
+  more senior roles). An SJT specification (e.g. scenario content,
+
+  response instructions and format) may differ depending on the level of
+
+  job knowledge required.
+
+  Research consistently shows that SJTs are usually found to be positively
+
+  received by candidates compared to other selection tests such as
+
+  cognitive ability and personality tests. Practically, SJTs are difficult
+
+  to design effectively, and significant expertise is required to build a
+
+  reliable and valid SJT. Once designed however, SJTs are cost efficient
+
+  to administer to large numbers of candidates compared to other tests of
+
+  non-academic attributes (e.g. personal statements, structured
+
+  interviews), as they are standardised and can be computer-delivered and
+
+  machine-marked.'
+affiliation: 'Patterson, F (Corresponding Author), Univ Cambridge, Dept Psychol, 27
+  Brunel Pkwy,Pride Pk, Derby DE24 8HR, England.
+
+  Patterson, Fiona; Ashworth, Vicki, Work Psychol Grp, Derby DE24 8HR, England.
+
+  Patterson, Fiona, Univ Cambridge, Cambridge CB2 1TN, England.
+
+  Zibarras, Lara, City Univ London, London, England.'
+author: Patterson, Fiona and Zibarras, Lara and Ashworth, Vicki
+author-email: f.patterson@workpsychologygroup.com
+author_list:
+- family: Patterson
+  given: Fiona
+- family: Zibarras
+  given: Lara
+- family: Ashworth
+  given: Vicki
+da: '2023-09-28'
+doi: 10.3109/0142159X.2015.1072619
+eissn: 1466-187X
+files: []
+issn: 0142-159X
+journal: MEDICAL TEACHER
+keywords-plus: 'HIGH-STAKES SELECTION; JOB-PERFORMANCE; PREDICTIVE-VALIDITY;
+
+  GENERAL-PRACTICE; RESPONSE INSTRUCTIONS; INCREMENTAL VALIDITY; SUBGROUP
+
+  DIFFERENCES; APPLICANT REACTIONS; PROCEDURAL KNOWLEDGE; PERSONAL
+
+  STATEMENTS'
+language: English
+month: JAN 2
+number: '1'
+number-of-cited-references: '115'
+orcid-numbers: Zibarras, Lara/0000-0002-9522-1679
+pages: 3-17
+papis_id: f089bea3dd718b13919efb323e5cb7c6
+ref: Patterson2016situationaljudgement
+researcherid-numbers: Zibarras, Lara/L-3792-2019
+times-cited: '115'
+title: 'Situational judgement tests in medical education and training: Research, theory
+  and practice: AMEE Guide No. 100'
+type: Article
+unique-id: WOS:000367061300002
+usage-count-last-180-days: '1'
+usage-count-since-2013: '72'
+volume: '38'
+web-of-science-categories: Education, Scientific Disciplines; Health Care Sciences
+  \& Services
+year: '2016'