Exploration of validity evidence for core residency entrustable professional activities in Chinese pediatric residency

Introduction

This study seeks to explore validity and reliability evidence for core residency entrustable professional activities (CR-EPAs) that were developed by Peking University First Hospital (PKUFH) in 2020.

Methods

A prospective cohort study was conducted in PKUFH. Trainers (raters) assessed pediatric residents on CR-EPAs over 1 academic year, bi-annually. Critical components within a validity evidence framework were examined: response process (rater perceptions), the internal structure (reliability and contributions of different variance sources), and consequences (potential use of a cutoff score).

Results

In total, 37 residents were enrolled, and 111 and 99 trainers' ratings were collected in Fall 2020 and Spring 2021, respectively. For rater perceptions, all the raters considered CR-EPAs highly operational and convenient. In all ratings, individual EPAs correlate with total EPA moderately, with Spearman correlation coefficients spanning from 0.805 to 0.919. EPA 2 (select and interpret the auxiliary examinations), EPA 5 (prepare and complete medical documents), EPA 6 (provide an oral presentation of a case or a clinical encounter), and EPA 7 (identify and manage the general clinical conditions) were EPAs correlated with other EPAs significantly. The results of the generalizability theory indicated that the variability due to residents is the highest (nearly 78.5%), leading to a large size of the reliability estimates. The matching results indicate that the lowest error locates at 5.933.

Conclusion

The rating showed good validity and reliability. The ratings were reliable based on G-theory. CR-EPAs have a magnificent internal structure and have promising consequences. Our results indicate that CR-EPAs are a robust assessment tool in workplace-based training in a carefully designed setting.

(How) Will I Socialize You? The Impact of Supervisor Initial Evaluations and Subsequent Support on the Socialization of Temporary Newcomers

This study proposes and tests a new theoretical model explaining whether, and how, supervisors socialize “temporary newcomers,” defined as new organizational members who join an organization on a temporary basis, with a potential, but uncertain, opportunity of receiving a long-term job offer in the future. We suggest that under specific conditions, supervisors first evaluate temporary newcomers’ proactivity based on whether they positively stand out by proposing new feasible ideas and by promoting their achievements. On the basis of these initial evaluations, supervisors then decide whether to increase their support of newcomers’ creativity (using an investiture approach) or to intensify newcomers’ socialization by attempting to change their behavior (using a divestiture approach). When supervisors adopt an investiture approach, it positively influences temporary newcomers’ socialization adjustment outcomes, as indicated by increased newcomer job satisfaction, social integration, task performance, organizational and task socialization, challenge stress, and reduced hindrance stress. When supervisors instead adopt a divestiture approach, it has an opposite (thus negative) effect on the same socialization outcomes. We tested our theoretical model using a mix-method design, based on a three-wave longitudinal sample of 325 newcomer–supervisor dyads spanning a wide range of companies and industries, complemented with interviews of 41 supervisors.

Psychometric evaluation of the French version of the Clinical Nursing Competence Questionnaire (CNCQ-22): A cross-sectional study in nursing education in Burkina Faso

BACKGROUND

Clinical nursing competence (CNC) is the essence of the nursing profession. It has received attention as a central component of nursing education; however, most instruments of measure were developed in high income countries and essentially in English. To gauge the CNC of nursing students attending Bachelor of Science in Nursing programs, a specialized scale is needed. This study aimed to validate a French version of the 22-item Clinical Nursing Competence Questionnaire (CNCQ-22), designed and implemented in Taiwan.

METHODS

A cross-sectional descriptive survey was carried out to assess the psychometric properties of the CNCQ-22. A total of 255 pre-graduate nursing students of three nursing campuses of Burkina Faso (École Nationale de Santé Publique) participated in the study from June to October 2009. In addition to descriptive analysis, the reliability of the instrument, test-retest, and convergent and discriminant validity were examined.

RESULTS

Most participants were pre-registered nursing students (66.3%), predominantly male (68.2%), and their mean age was 30.54 (±5.66) (range 21-48). The original English version of the CNCQ-22 was translated into French and yielded an internal consistency coefficient of 0.89. The instrument revealed solid stability through a test-retest that yielded a Spearman's rho of 0.61 and supported good convergent and discriminant validity. Exploratory and confirmatory factor analyses resulted in a three-factor solution.

CONCLUSION

The French version of the CNCQ-22 demonstrates promising psychometric integrity and can be considered as a reliable and valid instrument to evaluate CNC in a French nursing education context. An accurate assessment of CNC provided by an adapted, easy-to-use CNCQ-22 may help nursing educators and academics improve the quality of training.

Temporary versus permanent group membership: how the future prospects of newcomers affect newcomer acceptance and newcomer influence

Three studies examine how the future prospects of new group members affect newcomer acceptance and newcomer influence. In Study 1, participants anticipate accepting temporary newcomers less easily than permanent newcomers because they expect temporary newcomers to differ from the group. In Study 2, the effects of newcomer entry in three-person groups are examined. Results show that groups perceived temporary newcomers as more involved in a judgmental decision-making process than permanent newcomers. In Study 3, a hidden profile task confirms that temporary newcomers indeed shared more unique knowledge during discussions than permanent newcomers and that this enhanced the groups' decision quality. However, compared to permanent newcomers, temporary newcomers caused teams to experience more conflict and less group identification, illustrating the tension between innovative group performance and group cohesion. The results are discussed in light of the social identity perspective and research on minority influence.