Biomedical Science Ph.D. Career Interest Patterns by Race/Ethnicity and Gender.
Biomedical Science Ph.D. Career Interest Patterns by Race/Ethnicity and Gender.
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生物医学科学博士种族/种族和性别的职业兴趣模式。
DOI：
10.1371/journal.pone.0114736
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发表时间：
2014
期刊：
影响因子：
3.7
通讯作者：
Griffin K
中科院分区：
文献类型：
--
作者：
Gibbs KD Jr;McGready J;Bennett JC;Griffin K
增加生物医学劳动力的多样性仍然是一个持续的挑战。最近的报告显示，随着培训的进展，生物医学科学研究生 (BMS) 对教师职业的兴趣逐渐减弱；然而，目前尚不清楚女性和代表性不足的少数族裔（URM）科学家的职业偏好是否或如何以不同于代表性较高的同行的方式发生变化。我们报告了对 1500 名近期美国 BMS 博士的调查结果。毕业生（包括 276 名 URM）在其研究生培训经历中检查了职业偏好。平均而言，来自各种社会背景的科学家对研究型大学教师职业的兴趣显着下降，而对博士生非研究职业的兴趣显着增加。完成相对于进入。然而，在整体兴趣水平（进入和完成博士学位时）以及对这些职业的兴趣变化幅度方面出现了群体差异。多元逻辑回归表明，当控制职业路径对博士学位的兴趣时。条目、第一作者发表率、教师支持、研究自我效能和研究生培训经历、社会身份群体之间职业道路兴趣的差异仍然存在。与具有代表性 (WR) 种族/族裔背景的男性相比，所有群体都不太可能对研究密集型大学的教师职业表现出高度兴趣（URM 男性：OR 0.60，95% CI：0.36–0.98，p = 0.04；WR 女性：OR：0.64，95% CI：0.47–0.89， p = 0.008；URM 女性：OR：0.46，95% CI：0.30–0.71，p<0.001），并且 URM 女性比所有其他群体更有可能对非研究职业表现出高度兴趣（OR：1.93，95% CI：1.28–2.90，p = 0.002）。博士职业兴趣的持续存在差异。获奖者认为，生物医学劳动力多样性挑战的供应方（或“管道”）框架可能会限制吸引和留住最优秀和最多样化劳动力的努力的有效性。我们建议在考虑通过多样性增强生物医学劳动力和教授队伍的战略时，纳入职业发展的生态视角。
Increasing biomedical workforce diversity remains a persistent challenge. Recent reports have shown that biomedical sciences (BMS) graduate students become less interested in faculty careers as training progresses; however, it is unclear whether or how the career preferences of women and underrepresented minority (URM) scientists change in manners distinct from their better-represented peers. We report results from a survey of 1500 recent American BMS Ph.D. graduates (including 276 URMs) that examined career preferences over the course of their graduate training experiences. On average, scientists from all social backgrounds showed significantly decreased interest in faculty careers at research universities, and significantly increased interest in non-research careers at Ph.D. completion relative to entry. However, group differences emerged in overall levels of interest (at Ph.D. entry and completion), and the magnitude of change in interest in these careers. Multiple logistic regression showed that when controlling for career pathway interest at Ph.D. entry, first-author publication rate, faculty support, research self-efficacy, and graduate training experiences, differences in career pathway interest between social identity groups persisted. All groups were less likely than men from well-represented (WR) racial/ethnic backgrounds to report high interest in faculty careers at research-intensive universities (URM men: OR 0.60, 95% CI: 0.36–0.98, p = 0.04; WR women: OR: 0.64, 95% CI: 0.47–0.89, p = 0.008; URM women: OR: 0.46, 95% CI: 0.30–0.71, p<0.001), and URM women were more likely than all other groups to report high interest in non-research careers (OR: 1.93, 95% CI: 1.28–2.90, p = 0.002). The persistence of disparities in the career interests of Ph.D. recipients suggests that a supply-side (or “pipeline”) framing of biomedical workforce diversity challenges may limit the effectiveness of efforts to attract and retain the best and most diverse workforce. We propose incorporation of an ecological perspective of career development when considering strategies to enhance the biomedical workforce and professoriate through diversity.
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