Pilot personality and crew coordination: implications for training and selection

Exploring variation in surgical practice: does surgeon personality influence anastomotic decision-making?

BACKGROUND

Decision-making under uncertainty may be influenced by an individual's personality. The primary aim was to explore associations between surgeon personality traits and colorectal anastomotic decision-making.

METHODS

Colorectal surgeons worldwide participated in a two-part online survey. Part 1 evaluated surgeon characteristics using the Big Five Inventory to measure personality (five domains: agreeableness; conscientiousness; extraversion; emotional stability; openness) in response to scenarios presented in Part 2 involving anastomotic decisions (i.e. rejoining the bowel with/without temporary stomas, or permanent diversion with end colostomy). Anastomotic decisions were compared using repeated-measure ANOVA. Mean scores of traits domains were compared with normative data using two-tailed t tests.

RESULTS

In total, 186 surgeons participated, with 127 surgeons completing both parts of the survey (68.3 per cent). One hundred and thirty-one surgeons were male (70.4 per cent) and 144 were based in Europe (77.4 per cent). Forty-one per cent (77 surgeons) had begun independent practice within the last 5 years. Surgeon personality differed from the general population, with statistically significantly higher levels of emotional stability (3.25 versus 2.97 respectively), lower levels of agreeableness (3.03 versus 3.74), extraversion (2.81 versus 3.38) and openness (3.19 versus 3.67), and similar levels of conscientiousness (3.42 versus 3.40 (all P <0.001)). Female surgeons had significantly lower levels of openness (P <0.001) than males (3.06 versus 3.25). Personality was associated with anastomotic decision-making in specific scenarios.

CONCLUSION

Colorectal surgeons have different personality traits from the general population. Certain traits seem to be associated with anastomotic decision-making but only in specific scenarios. Further exploration of the association of personality, risk-taking, and decision-making in surgery is necessary.

Trait emotional intelligence in American pilots

There is a dearth of trait emotional intelligence (trait EI) research within an aviation context. Using the Trait Emotional Intelligence Questionnaire (TEIQue), the present study investigated potential trait EI differences between pilots and general population controls in the United States. The forty-four pilots who volunteered to participate were primarily male (93%) and between 24 and 67 years with a wide range of flight experience (150–5000 + hrs.) They were matched with controls based on age, gender, and ethnicity. Comparisons on global trait EI and the four trait EI factors revealed significant differences, with pilots scoring consistently lower than their matched counterparts in global trait EI, Well-being, Emotionality, and Sociability, but not Self-control. Overall, the findings indicated that pilots felt less connected to their emotional world than controls. Though limited by sample size and participant diversity, the results provide a basis for future studies into the trait EI profile of pilots, which had not been previously investigated.

Personality differences between internal medicine and surgical residents in an Asian population

PURPOSE

Personality traits often have an impact on the way individuals relate to each other as colleagues and the patients we treat. It is often perceived that distinct personality exist between different specialties and may help predict success during one's training and career.

METHODS

Objective of the study was to compare the personality between surgical and medical residents. Thirty-five medical residents and 35 surgical residents completed the Revised NEO Personality Inventory, a validated measure of personality traits. A score was generated for each of the 5 major character traits namely: neuroticism(N), extraversion(E), openness(O), conscientiousness(C), agreeableness(A). Each of these traits were subdivided into 6 component facets. This was compared with sociodemographic characteristics.

RESULTS

Medical residents displayed higher scores in the area of overall Agreeableness, with a mean score of 47.4 vs 40.5. Within Agreeableness facets, medical residents also displayed higher scores of straightforwardness, altruism and modesty. Surgical residents displayed higher scores in terms of overall Extraversion (52.4 vs 45.4). Within the Extraversion facets, surgical residents were also more assertive and excitement-seeking. There was no difference in the overall neuroticism domain; however, within the neuroticism facets, surgical residents had statistically higher mean scores in angry hostility and impulsiveness. Gender stratification did not result in any statistically significant difference.

CONCLUSION

There are fundamental differences between personalities of medical and surgical residents. Detailed analysis of each individual's data could be useful, with proper assistance and coaching, for residents in learning more about their personalities and how these impact their clinical practice. This can be beneficial in future career counselling and the development of a more holistic medical practitioner.

Psychosocial issues in isolated and confined extreme environments

PALINKAS, L.A., and P. SUEDFELD. Psychosocial Issues in Isolated and Confined Extreme Environments. NEUROSCI BIOBEHAV REV (1) XXX-XXX, 2020. Psychosocial elements of behavior and performance will significantly impact the outcomes of long duration missions in space, ranging from individual and team decrements to positive benefits associated with successful adaptation. This paper reviews our current understanding of the individual, interpersonal and organizational issues related to living and working in isolated and confined extreme (ICE) environments. Individual issues include changes in emotions and cognitive performance; seasonal syndromes linked to changes in the physical environment; and positive effects of adapting to ICE environments. Interpersonal issues include processes of crew cohesion, tension and conflict; interpersonal relations and social support; the impact of group diversity and leadership styles on small group dynamics; and crew-mission control interactions. Organizational issues include the influence of organizational culture and mission duration on individual and group performance, crew autonomy, and managerial requirements for long duration missions. Improved screening and selection, leadership, coping and interpersonal skills training, and organizational change are key elements to optimizing adjustment to the environment and preventing decrements during and after long duration missions.

A Systematic Review of the Abdominal Surgeon's Personality: Exploring Common Traits in Western Populations

The personality traits commonly seen in abdominal surgeons remains undefined, and its potential influence on decision-making and patient outcomes underexplored. This systematic review identified studies on abdominal surgeons who had undergone validated personality testing, with assessment of decision-making and post-operative patient outcomes. The study protocol was registered on PROSPERO (University of York, UK (CRD42019151375)). MEDLINE, Embase, PsycInfo and Cochrane Library databases were searched using the keywords: surgeon; surgeon personality; outcomes. All study designs were accepted including adult visceral surgeons published in English. Five articles from 3056 abstracts met our inclusion criteria and one article was identified from hand searches with two reviewers screening studies. Bias was assessed using the Newcastle-Ottawa scale. Six studies included 386 surgeons. Studies assessing personality using the Five Factor Model (four studies, 329 surgeons) demonstrated higher levels of conscientiousness (self-discipline, thoughtfulness), extraversion (sociability, emotional expression) and openness (creative, conventional) in surgeons versus population norms. Surgeon characterisation of agreeableness and emotional stability was less clear, with studies reporting mixed results. Post-operative outcomes were reported by only one study. Further exploration of the influence of surgeon personality and its influence on decision-making is necessary to deliver patient-centred care and targeted non-technical skills training for surgeons.

The Neural Underpinnings of Emotional Conflict Control in Pilots

BACKGROUND: Piloting an aircraft is a complex cognitive task. Human error represents a major contributing factor in aviation accidents. Emotion plays an important role in aviation safety. We performed a functional magnetic resonance imaging (fMRI) study to explore whether pilots and nonpilots may differ in the neural mechanisms responsible for the processing of conflict emotional information.METHODS: A total of 27 civil aviation pilots and 24 nonpilot controls performed the emotional Stroop task, in which participants were required to identify the facial expressions of the stimuli while ignoring the congruent or incongruent emotional words superimposed on the faces. Neural responses to the stimuli were compared between pilots and controls. Also, a psychophysiological interaction (PPI) analysis was performed to explore whether there were differences in effective connectivity between pilots and nonpilots.RESULTS: Behavioral data showed that pilots (21.23 ms) and nonpilots (26.78 ms) had equivalent congruency effects. Nevertheless, their neural activation patterns differed. Compared with pilots, nonpilots exhibited neural activity in the right supramarginal gyrus when processing incongruent stimuli, and more regions were activated in the process of conflict monitoring. The PPI analysis showed greater activity between the right supramarginal gyrus and the right lingual gyrus when nonpilots confronted incongruent vs. congruent stimuli. However, this effective connectivity was not found in pilots.CONCLUSION: These results suggest different mechanisms underlying emotional conflict control between pilots and the general population.Jiang H, Xu K, Chen X, Wang Q, Yang Y, Fu C, Guo X, Chen X, Yang J. The neural underpinnings of emotional conflict control in pilots. Aerosp Med Hum Perform. 2020; 91(10):798805.

Expedition Cognition: A Review and Prospective of Subterranean Neuroscience With Spaceflight Applications

Renewed interest in human space exploration has highlighted the gaps in knowledge needed for successful long-duration missions outside low-Earth orbit. Although the technical challenges of such missions are being systematically overcome, many of the unknowns in predicting mission success depend on human behavior and performance, knowledge of which must be either obtained through space research or extrapolated from human experience on Earth. Particularly in human neuroscience, laboratory-based research efforts are not closely connected to real environments such as human space exploration. As caves share several of the physical and psychological challenges of spaceflight, underground expeditions have recently been developed as a spaceflight analog for astronaut training purposes, suggesting that they might also be suitable for studying aspects of behavior and cognition that cannot be fully examined under laboratory conditions. Our objective is to foster a bi-directional exchange between cognitive neuroscientists and expedition experts by (1) describing the cave environment as a worthy space analog for human research, (2) reviewing work conducted on human neuroscience and cognition within caves, (3) exploring the range of topics for which the unique environment may prove valuable as well as obstacles and limitations, (4) outlining technologies and methods appropriate for cave use, and (5) suggesting how researchers might establish contact with potential expedition collaborators. We believe that cave expeditions, as well as other sorts of expeditions, offer unique possibilities for cognitive neuroscience that will complement laboratory work and help to improve human performance and safety in operational environments, both on Earth and in space.

Leading With Callings: Effects of Leader's Calling on Followers' Team Commitment, Voice Behavior, and Job Performance

Viewing work as a calling has been considered to be beneficial to individuals and organizations. However, research to date has largely focused on the effects of individuals’ own callings on themselves, leaving the effects of one’s calling on others unexplored. Based on research that demonstrates prevalent effects of callings and leader’s influences on followers at work, we assumed that leader calling might have positive effects on followers’ outcomes. Specifically, we hypothesized that the extent to which leaders view their work as a calling have positive influences on followers’ team commitment, leader-rated voice behavior, and job performance. We also examined a mediating effect of transformational leadership on the relations between leader’s calling and the three follower’s outcomes. Using data on 284 leader-follower pairs from the South Korean Air Force, we found that leader’s calling was positively associated with followers’ team commitment, voice behaviors, and job performance. The effects of leader’s calling on follower commitment and voice behavior were partly accounted for by follower perceptions of transformational leadership. However, a mediating role of transformational leadership on the link between leader’s calling and job performance was not supported. The implications of these findings are discussed.

Crew Resource Management Training Research, Practice, and Lessons Learned

Crew resource management (CRM) training was introduced to the aviation community in 1979. Since then it has evolved and matured and is now being applied in a number of domains, including health care and offshore oil production. There is abundant literature resulting from research in the area, but there is no recent comprehensive review of the origins, current state, and future direction of CRM. The purpose of this chapter is to perform that review and provide the reader with an understanding of the research, practice, and training associated with CRM. We also provide a number of lessons learned based on the literature and our observations, as well as future needs of the community.

Determinants of emergency response responsibility perceptions in the local public health workforce after China's health sector restructuring

Background

Local health departments are the backbone of public health emergency (PHE) response plans. The front line of emergency response preparedness is people. Role perceptions of individual staff members of a given organization strongly affect response probability and performance. Therefore, the aim of this study was to determine local public health employees’ perceptions of emergency response responsibilities, identify factors that influence their perception, and indicate the challenges and bottlenecks of PHE response in the Health Inspection Institution (HII) after its separation from China’s multiple Centers for Disease Control and Prevention (CDC).

Methods

We used a stratified randomized sample survey to examine HII workers’ knowledge of their own duties concerning PHE response in 17 facilities in Heilongjiang, a province in northeastern China. Data were collected from May to July 2010 using a 9-item combined question inquiring about the workers’ statutory duties.

Results

Of 348 administered surveys, 309 were returned for an overall response rate of 88.8 %. Overall, the correct recognition rate of PHE responsibilities was low. Some HII workers were confused about their responsibilities required by law, regulations, and emergency response plans. A quarter of all the respondents had the lowest knowledge for PHE responsibilities. Factors influencing their perceptions of responsibilities were department, work experience in a CDC, and PHE response experience.

Conclusions

To improve preparedness for a PHE, efforts are needed to train, support, and monitor the workers’ knowledge and competencies in PHEs as part of an organizational change; the worker’s knowledge of their responsibilities should be measured and used as an indicator of preparedness for a PHE, and training should be undertaken where there are deficiencies. Management should also encourage workers in the departments of food hygiene/school health surveillance to be more involved in PHE preparedness and response issues.

Attributes of effective disaster responders: focus group discussions with key emergency response leaders

METHODS

An effective disaster response requires competent responders and leaders. The purpose of this study was to ask experts to identify attributes that distinguish effective from ineffective responders and leaders in a disaster. In this qualitative study, focus groups were held with jurisdictional medical directors for the 9-1-1 emergency medical services systems of the majority of the nation's largest cities. These sessions were recorded with audio equipment and later transcribed.

RESULTS

The researchers identified themes within the transcriptions, created categories, and coded passages into these categories. Overall interrater reliability was excellent (κ = .8). The focus group transcripts yielded 138 codable passages. Ten categories were developed from analysis of the content: Incident Command System/Disaster Training/Experience, General Training/Experience, Teamwork/Interpersonal, Communication, Cognition, Problem Solving/Decision Making, Adaptable/Flexible, Calm/Cool, Character, and Performs Role. The contents of these categories included knowledge, skills, attitudes, behaviors, and personal characteristics.

CONCLUSIONS

Experts in focus groups identified a variety of competencies for disaster responders and leaders. These competencies will require validation through further research that involves input from the disaster response community at large.

Social desirability bias in personality testing: implications for astronaut selection

The assessment of personality is recognized by space agencies as an approach to identify candidates likely to perform optimally during spaceflights. In the use of personality scales for selection, the impact of social desirability (SD) has been cited as a concern. Study 1 addressed the impact of SD on responses to the Personality Characteristic Inventory(PCI) and NEO-FFI. This was achieved by contrasting scores from active astronauts (N=65) with scores of successful astronaut applicants (N=63), and between pilots applicants (N=1271) and pilot research subjects (N=120). Secondly, personality scores were correlated with scores on the Marlow Crown Social Desirability Scale among applicants to managerial positions (N=120). The results indicated that SD inflated scores on PCI scales assessing negative interpersonal characteristics, and impacted on four of five scales in NEO-FFI. Still, the effect sizes were small or moderate. Study 2 addressed performance implications of SD during an assessment of males applying to work as rescue personnel operations in the North Sea (N=22). The results showed that SD correlated negatively with cognitive test performance, and positively with discrepancy in performance ratings between self and two observers. In conclusion, caution is needed in interpreting personality scores in applicant populations. SD maybe a negative predictor for performance under stress.

Women and couples in isolated extreme environments: applications for long-duration missions

Expedition teams provide a number of analogs relevant to crew selection for long-duration space missions. Three groups were studied that varied in team composition. Group 1 was a two woman international dyad that traversed the Antarctic continent in 97 days. Similarities in problem solving approach, respect for each other's opinions, and a collaborative process of decision making were evident. Group 2 was composed of four women, all from different countries, engaged in a six week trek across Greenland. The most important factors in overcoming interpersonal difficulties and contributing to the successful completion of the expedition were mutual respect and motivation to maintain positive and supportive relationships. Group 3 consisted of three married couples from different countries icelocked on a boat in the High Arctic for a 9 month period. The emotional support of and ability to confide in their partner were extremely important in alleviating interpersonal tensions, and contributed to the generally effective functioning of the group. Women add an element of emotional support and help to other team members that is not as evident in all-male groups. Selection of couples with strong bonds to each other is another paradigm for crew selection for extended missions.

A 1-year, three-couple expedition as a crew analog for a Mars mission

This study assessed the intrapersonal and interpersonal functioning of a three-couple expedition group that included a 2 1/2-year-old child which was ice-locked on a boat in the High Arctic during a major portion of the expedition. Personality assessment indicated that team members were generally well adjusted, scoring relatively higher on well-being and achievement and relatively lower on stress reactivity. Weekly mood ratings showed that the group exhibited significantly higher positive than negative affect. Reported negative events were relatively most frequent at the beginning of the Arctic stay and toward the end of the darkness period and were lowest during the initial darkness interval. The period of darkness had both a salutary and negative impact. A highly important means of coping with stress was seeking emotional support from one's partner. Selection of couples with strong bonds with their partner appears to be one viable approach for crew selection for long-duration missions.

Leadership and the quality of care

The importance of good leadership is becoming increasingly apparent within health care. This paper reviews evidence which shows that it has effects, not only on financial management, but on the quality of care provided. Some theories of leadership are discussed, primarily in terms of how different types of leaders might affect quality in different ways, including the effects that they might have on the stress or wellbeing of their staff which, in turn, is related to the quality of care produced. Finally, the conflicts shown in terms of leadership within the context of health care are discussed, leading to the conclusion that development programmes must be specially tailored to address the complexities of this arena.

Cultures for improving patient safety through learning: the role of teamwork

Improvements in patient safety result primarily from organisational and individual learning. This paper discusses the learning that can take place within organisations and the cultural change necessary to encourage it. It focuses on teams and team leaders as potentially powerful forces for bringing about the management of patient safety and better quality of care.

On the relation between personality and job performance of airline pilots

The validity of a personality questionnaire for the prediction of job success of airline pilots is compared to validities of a simulator checkflight and of flying experience data. During selection, 274 pilots applying for employment with a European charter airline were examined with a multidimensional personality questionnaire (Temperature Structure Scales; TSS). Additionally, the applicants were graded in a simulator checkflight. On the basis of training records, the pilots were classified as performing at standard or below standard after about 3 years of employment in the hiring company. In a multiple-regression model, this dichotomous criterion for job success can be predicted with 73.8% accuracy through the simulator checkflight and flying experience prior to employment. By adding the personality questionnaire to the regression equation, the number of correct classifications increases to 79.3%. On average, successful pilots score substantially higher on interpersonal scales and lower on emotional scales of the TSS.

Cultural changes (1986-96) in a Norwegian airline company

The purpose of the study was to investigate cultural changes in a Norwegian airline company over a time span of 10 years. A questionnaire including parameters characterizing culture was administered to air crews in 1986 (n = 137) and in 1996 (n = 50). The performance part of a simulator study in 1996 indicated a significant reduction in operational failures compared with the 1986 study. The data further demonstrated significant changes in cultural variables, such as reduced Dominance and Masculinity, and improved Social climate and Communication. The direction of change in scores on the cultural variables corresponded with the principles on which the remedial actions were based.

Personality and coping strategies during submarine missions

Relations between personality profiles, measured by the Personality Characteristics Inventory (PCI), and habitual coping strategies, measured by the Utrecht Coping List (UCL), were investigated in a sample of submarine personnel and office employees. The predictive validity of these instruments were examined for reported stress, health complaints, and salivary cortisone measures during 3 submarine missions. PCI and UCL were completed before the missions, and questionnaires and saliva were collected weekly. The results showed no significant relations between PCI profiles and coping strategies. Interpersonal orientation, achievement motivation, and habitual coping strategies were predictors for coping during the submarine missions. Problem-directed strategies and interpersonal sensitivity combined with strong achievement motivation were related to low indicated stress from social factors (lack of privacy, interpersonal tension, and crowding) and homesickness. The findings suggest that interpersonal characteristics need to be considered in the selection of submariners and personnel for other military settings in which units are exposed to prolonged stress and isolation.

Team training in the skies: does crew resource management (CRM) training work?

The aviation community has invested great amounts of money and effort into crew resource management (CRM) training. Using D. L. Kirkpatrick's (1976) framework for evaluating training, we reviewed 58 published accounts of CRM training to determine its effectiveness within aviation. Results indicated that CRM training generally produced positive reactions, enhanced learning, and promoted desired behavioral changes. However, we cannot ascertain whether CRM has an effect on an organization's bottom line (i.e., safety). We discuss the state of the literature with regard to evaluation of CRM training programs and, as a result, call for the need to conduct systematic, multilevel evaluation efforts that will show the true effectiveness of CRM training. As many evaluations do not collect data across levels (as suggested by D. L. Kirkpatrick, 1976, and by G. M. Alliger, S. I. Tannenbaum, W. Bennett, Jr., & H. Traver, 1997), the impact of CRM cannot be truly determined; thus more and better evaluations are needed and should be demanded.

The design and delivery of crew resource management training: exploiting available resources

Despite widespread acceptance throughout commercial and military settings, crew resource management (CRM) training programs have not escaped doubts about their effectiveness. The current state of CRM training is an example of how an entire body of pertinent research and development has not had the impact on practice that it could. In this paper we outline additional resources (i.e., principles, information, findings, and guidelines) from the team training and training effectiveness research literatures that can be used to improve the design and delivery of CRM training. Some of the resources discussed include knowledge about training effectiveness, training teamwork-related skills, scenario design, and performance measurement. We conclude with a discussion of emerging resources as well as those that need to be developed. The purpose of this paper is to provide the CRM training developer with better access to resources that can be applied to the design and delivery of CRM training programs.

Subordinate appraisal of managers: a useful tool for the NHS

Problems in recruiting and retaining professional staff are an ongoing concern to many NHS Trusts and professional heads of service. There is evidence from a wide variety of sources that direct line managers are frequently cited as a source of worker's stress and a cause of staff turnover. Reviews these issues and suggests subordinate appraisal of managers as one possible response.