Importance The ability to identify candidates who will thrive and successfully complete their residency is especially critical for general surgery programs.

Objective To assess the extent to which 3 screening tools used extensively in industrial selection settings—emotional intelligence (EQ), personality profiles, and situational judgment tests (SJTs)—could identify successful surgery residents.

Design, Setting, and Participants In this analysis, personality profiles, EQ assessments, and SJTs were administered from July through August 2015 to 51 postgraduate year 1 through 5 general surgery residents in a large general surgery residency program. Associations between these variables and residency performance were investigated through correlation and hierarchical regression analyses.

Interventions Completion of EQ, personality profiles, and SJT assessments.

Main Outcomes and Measures Performance in residency as measured by a comprehensive performance metric. A score of zero represented a resident whose performance was consistent with that of their respective cohort’s performance; below zero, worse performance; and greater than zero, better performance.

Results Of the 61 eligible residents, 51 (84%) chose to participate and 22 (43%) were women. US Medical Licensing Examination Step 1 (USMLE1), but not USMLE2, emerged as a significant factor (t_2,49 = 1.98; β = 0.30; P = .03) associated with overall performance. Neither EQ facets nor overall EQ offered significant incremental validity over USMLE1 scores. Inclusion of the personality factors did not significantly alter the test statistic and did not explain any additional portion of the variance. By contrast, inclusion of SJT scores accounted for 15% more of the variance than USMLE1 scores alone, resulting in a total of 25% of the variance explained by both USMLE1 and SJT scores (F_2,57 = 7.47; P = .002). Both USMLE1 (t = 2.21; P = .03) and SJT scores (t = 2.97; P = .005) were significantly associated with overall resident performance.

Conclusions and Relevance This study found little support for the use of EQ assessment and only weak support for some distinct personality factors (ie, agreeableness, extraversion, and independence) in surgery resident selection. Performance on the SJT was associated with overall resident performance more than traditional cognitive measures (ie, USMLE scores). These data support further exploration of these 2 screening assessments on a larger scale across specialties and institutions.

重要性 识别出能够壮成长并成功完成居住权的候选人的能力对于普通外科手术计划尤其重要。

目的 评估在工业选择环境中广泛使用的三种筛查工具（情绪智力（EQ），性格特征和情境判断测试（SJT））在多大程度上可以识别成功的手术患者。

设计，设置和参与者 在此分析中，从2015年7月至2015年8月，对大型外科普通住院医师计划中的51名研究生1至5年的普通外科住院医师进行了人格档案，情商评估和SJT。通过相关性和层次回归分析研究了这些变量与居住表现之间的关联。

干预 情商，性格特征和SJT评估的完成。

主要成果和衡量 指标通过综合绩效指标衡量的居住绩效。分数为零表示该居民的表现与各自同龄人的表现相符；低于零，性能较差；大于零，则性能更好。

结果 在61名符合条件的居民中，有51名（84％）选择参加，女性为22名（43％）。美国医学许可考试第1步（USMLE1），而不是USMLE2，是 与整体表现相关的重要因素（t _2,49  = 1.98;β= 0.30; P = .03）。情商方面和总体情商均未提供超过USMLE1分数的显着增量效度。包括人格因素并没有显着改变检验统计量，也没有解释方差的任何其他部分。相比之下，包含SJT得分比仅USMLE1得分多出15％的差异，因此，由USMLE1和SJT得分共同解释了25％的差异（F _2,57  = 7.47；P = .002）。USMLE1（t  = 2.21; P  = .03）和SJT得分（t  = 2.97; P  = .005）与总体居民表现显着相关。

结论与相关性 这项研究发现，对使用情商评估的支持很少，而对手术住院医师选择中某些明显的人格因素（即，同意，外向性和独立性）的支持却很弱。在SJT上的表现与居民整体表现的关系要比传统的认知指标（即USMLE分数）更多。这些数据支持在各个专业和机构中更大规模地对这两种筛查评估进行进一步的探索。