The "secret sauce" for a mentored training program: qualitative perspectives of trainees in implementation research for cancer control
The "secret sauce" for a mentored training program: qualitative perspectives of trainees in implementation research for cancer control
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DOI：
10.1186/s12909-020-02153-x
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发表时间：
2020-07-28
影响因子：
3.6
通讯作者：
Brownson, Ross C.
中科院分区：
文献类型：
--
作者：
Jacob, Rebekah R.;Gacad, Angeline;Brownson, Ross C.
指导培训方法通过指导网络和技能培养活动帮助建立研究能力。需要癌症传播和实施（D&I）研究的能力，并且已经制定了指导培训计划。通过定量方法对有指导的培训项目进行评估，通常可以为我们提供有关参与者“哪些方面”得到了改善的信息。定性方法提供了对程序“如何”最好地工作的更深层次的理解。方法对21名参加国家癌症研究所资助的癌症传播与实施指导培训的研究员进行定性访谈，以了解他们在项目期间接受指导的经历。研究员是根据他们在D&I研究技能（最高和最低）和项目网络中合作联系的数量（最高和最低）在之前的定量调查中报告，从所有55名受过培训的参与者中选出的。经过许可，电话采访被记录下来，逐字抄录，并去识别以供分析。代码的开发是先验的，以反映面试指导概念，随后进一步开发和迭代编码三个共同主题：1)计划和指导结构，2)导师属性的重要性，以及3)增强的能力：证书，信心，可信度和联系。访谈提供了有关项目组成部分的有价值的信息，这些组成部分最有效，并归因于参与项目的影响。研究员报告说，每月定期与导师进行电话检查有助于他们的研究向前发展，小组指导结构有助于他们学习基本的D&I研究概念及其应用。容易接近、反应迅速、知识渊博的导师通常被学员们认为是他们在项目中取得成功的关键。研究员们提到了各种形式的影响，他们将其归因于参与该计划，包括在该领域获得信誉，同行和专家的网络，以及职业发展（例如，合作出版和资助）。这些研究结果表明，当指导是结构化的，并与应用学习相结合，当受人尊敬和敬业的导师在船上时，指导培训效果最好。在一个公认的网络中增加科学合作和可信度是重要的实习生经验，在设计、实施和维持有指导的培训计划时应予以考虑。
Background Mentored training approaches help build capacity for research through mentoring networks and skill building activities. Capacity for dissemination and implementation (D&I) research in cancer is needed and mentored training programs have been developed. Evaluation of mentored training programs through quantitative approaches often provides us with information on "what" improved for participants. Qualitative approaches provide a deeper understanding of "how" programs work best. Methods Qualitative interviews were conducted with 21 fellows of the National Cancer Institute-funded Mentored Training for Dissemination and Implementation in Cancer to gain understanding of their experiences with mentoring received during the program. Fellows were selected from all 55 trained participants based upon their gain in D&I research skills (highest and lowest) and number of collaborative connections in the program network (highest and lowest) reported in previous quantitative surveys. Phone interviews were recorded with permission, transcribed verbatim, and de-identified for analysis. Codes were developed a priori to reflect interview guide concepts followed by further development and iterative coding of three common themes that emerged: 1) program and mentoring structure, 2) importance of mentor attributes, and 3) enhanced capacity: credentials, confidence, credibility and connections. Results Interviews provided valuable information about program components that worked best and impacts attributed to participation in the program. Fellows reported that regular monthly check-in calls with mentors helped to keep their research moving forward and that group mentoring structures aided in their learning of basic D&I research concepts and their application. Accessible, responsive, and knowledgeable mentors were commonly mentioned by fellows as a key to their success in the program. Fellows mentioned various forms of impact that they attributed to their participation in the program including gaining credibility in the field, a network of peers and experts, and career developments (e.g., collaborative publications and grant funding). Conclusions These findings suggest that mentored training works best when mentoring is structured and coupled with applied learning and when respected and dedicated mentors are on board. Increased scientific collaborations and credibility within a recognized network are important trainee experiences that should be considered when designing, implementing, and sustaining mentored training programs.