Leadership potential of physicians in a public teaching hospital in the city of São Paulo

ABSTRACT Objective To analyze the leadership potential of physicians in a public hospital in the city of São Paulo. Methods A descriptive pilot study, in which 40 assistant physicians and medical residents were randomly selected to receive an electronic invitation of the company Caliper Estratégias Humanas do Brasil . To those who accepted it, a link was sent to fill out a personality evaluation focused on the work, comprising 112 alternatives related to 21 domains of 4 performance areas. According to the Caliper Profile Questionnaire, the ipsative measures expressed as a percentage are distributed on a Likert scale, and three categories are established based on behavioral tendencies at work: need for improvement, moderate and high potential. Results A total of 47.5% of physicians invited accepeted taking part in the study. Regarding to leadership, the need for improvement was over 30% among the evaluated physicians. In the interpersonal relationship analysis, only 18.4% of assistant physicians and 37% of medical residents required improvement. The percentage of physicians who needed improvement in problem-solving and decision-making was similar among the assistant and resident physicians (12.6% versus 14%). In the evaluation of personal organization and time management, we obtained similar percentages in assistant physicians and residents who needed improvement (14% in both groups). High potential leadership was observed in these domains (18.4% and 20% for assistant physicians and residents, respectively). Conclusion The physicians assessed presented high leadership potential in 25% of the cases, requiring improvement in the performance domains, such as interpersonal relationship, problem solving, decision-making, personal organization and time management.

摘要
研究目的：分析巴西圣保罗市某公立医院医师的领导潜能。
研究方法：本研究为描述性预研究，随机选取40名助理医师与住院医师，向其发送巴西Caliper Estratégias Humanas do Brasil公司的电子调研邀请。对于接受邀请的受试者，将发送用于填写工作导向型人格评估的链接，该评估包含涉及4大绩效领域、21个维度的112个测评条目。根据卡利珀人格特质问卷（Caliper Profile Questionnaire），以百分比呈现的迫选测量（ipsative measures）结果按李克特（Likert）量表进行分布，并依据工作行为倾向划分为三类：待改进、中等潜能与高潜能。
研究结果：共有47.5%的受邀医师参与本研究。针对领导能力维度，受访医师中待改进比例超过30%。在人际关系分析中，仅18.4%的助理医师与37%的住院医师存在待改进情况。在问题解决与决策制定维度，助理医师与住院医师的待改进比例相近（12.6% vs 14%）。在个人组织与时间管理维度，两组待改进比例同样相近（两组均为14%）。上述维度中，助理医师与住院医师的高领导潜能占比分别为18.4%与20%。
研究结论：本次评估的医师中，有25%表现出较高的领导潜能，但在人际关系、问题解决与决策制定、个人组织及时间管理等绩效领域仍存在改进空间。