What makes us tick: Implications of personality differences among otolaryngology residents and faculty

Perceptions of Otolaryngology Residency Among Students Underrepresented in Medicine

OBJECTIVE

Otolaryngology-Head and Neck Surgery (OHNS) has historically been one of the least diverse surgical subspecialties. The objective of this study was to better understand perceptions of OHNS from underrepresented students in medicine (URiM) and identify factors affecting URiM application to the specialty.

STUDY DESIGN

Survey via electronic questionnaire.

METHODS

An anonymous, 22-question electronic survey was administered nationally to URiM medical students (N = 388) regarding factors that play a role in developing an interest in applying to OHNS. Responses to questions were compared between URiMs applying to OHNS and those applying to other fields.

RESULTS

Thirty-six percent of respondents identified as African American and 26% as Latino. Students completed the survey in all years of medical school. Research opportunities (H(2) = 18.58, P < .001) and having a race-concordant role model were the most important factors for those pursing OHNS residency. Personality fit and interactions with OHNS faculty had the greatest influence on their decision to pursue OHNS residency. Board scores (e.g., USMLE Step 1/2CK Scores), competitiveness, lifestyle during residency, the influence of application costs, and racial/ethnic and gender distributions did not reach statistical significance or were noninfluential.

CONCLUSION

URiMs applying to OHNS value race-concordant mentorship, are involved in research, and have meaningful relationships with their respective OHNS department. We found that establishing meaningful connections with URiM mentors significantly impacts URiM students considering OHNS. While this cohort was not influenced by overemphasis of board scores within the OHNS match process, the COVID-19 pandemic negatively impacted this aspect of their application, along with away rotations.

LEVEL OF EVIDENCE

NA Laryngoscope, 132:2335-2343, 2022.

Does gender impact personality traits in female versus male otolaryngology residents and faculty?

OBJECTIVE

Gender differences in personality have long been a subject of interest. This study assessed personality traits within female and male residents and faculty and evaluated for meaningful differences between the groups.

METHODS

A series of web-based, commercially available, self-administered five factor-based personality assessments were given to otolaryngology residents and faculty at nine academic training programs. The psychometrically validated assessments evaluate innate personality 1) strengths, 2) challenges, and 3) motivators/values. Differences between groups were evaluated using the Mann-Whitney U test. A standardized measure of effect size, Cohen's d, was calculated to indicate the magnitude of gender differences. Subset analysis was done to examine differences between female and male residents and female and male faculty.

RESULTS

Seventy-eight faculty (42.6%) and 104 residents (70.3%), responded, which included 63 female (34.6%) participants. Significant differences between females and males overall were found across four traits (mischievous, imaginative, altruistic, and commercial) out of twenty-eight (4/28; 14.3%). Subset analysis of residents revealed two statistically significant differences related to motivators/values (increased altruism in females and increased commercial in males). Faculty exhibited a statistically significant difference in one stress tendency (increased imaginative in males). When examining the seven total traits that exhibited a statistically significant difference between any of the groups (7/84; 8.3%), four were considered a small difference and three a moderate difference.

CONCLUSION

When personality trait differences were identified in both otolaryngology resident and faculty populations based on gender, they were relatively small. Overall, females and males in otolaryngology exhibit significant overlap in the distribution of their personality traits. Therefore, personality-based initiatives should focus on the individual, rather than perceived gender "norms."