What Do I Want to Be with My PhD? The Roles of Personal Values and Structural Dynamics in Shaping the Career Interests of Recent Biomedical Science PhD Graduates
What Do I Want to Be with My PhD? The Roles of Personal Values and Structural Dynamics in Shaping the Career Interests of Recent Biomedical Science PhD Graduates
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DOI：
10.1187/cbe.13-02-0021
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发表时间：
2013-12-01
影响因子：
3.7
通讯作者：
Griffin, Kimberly A.
中科院分区：
文献类型：
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作者：
Gibbs, Kenneth D., Jr.;Griffin, Kimberly A.
对教师职业的兴趣随着研究生培训的进展而下降；然而，职业兴趣形成的基本过程仍然不明确。为了更好地了解这一过程以及它是否/如何因社会身份（即种族/民族，性别）而不同，我们对38名在2006年至2011年间获得博士学位的生物医学科学家进行了焦点小组研究，其中包括23名女性和18名来自未被充分代表的少数民族（URM）背景的人。导师关系的客观表现和质量在对教师职业感兴趣的科学家和对教师职业感兴趣的科学家之间没有显著差异。职业兴趣是流动的，是在通常缺乏结构化职业发展的环境中形成的。替代学习对所有科学家的学术生涯形成了类似的预期结果；然而，妇女和urm叙述了额外的、不同的经历和期望。追求教师职业的科学家将个人价值观描述为他们的主要驱动力，而个人价值观因社会身份而异。对于对教师职业不感兴趣的科学家来说，价值观、共同的社会身份和生物医学劳动力的结构动态（例如，就业市场、资助资金、博士后薪酬等）的组合发挥了决定性作用。这些发现阐明了职业选择的复杂性，并表明吸引最优秀、最多样化的学术劳动力需要机构领导者和政策制定者超越发展个人技能，关注个人价值观，推动机构和系统改革。
Interest in faculty careers decreases as graduate training progresses; however, the process underlying career-interest formation remains poorly defined. To better understand this process and whether/how it differs across social identity (i.e., race/ethnicity, gender), we conducted focus groups with 38 biomedical scientists who received PhDs between 2006 and 2011, including 23 women and 18 individuals from underrepresented minority (URM) backgrounds. Objective performance and quality of advisor relationships were not significantly different between scientists with high versus low interest in faculty careers. Career interests were fluid and formed in environments that generally lacked structured career development. Vicarious learning shaped similar outcome expectations about academic careers for all scientists; however, women and URMs recounted additional, distinct experiences and expectations. Scientists pursuing faculty careers described personal values, which differed by social identity, as their primary driver. For scientists with low interest in faculty careers, a combination of values, shared across social identity, and structural dynamics of the biomedical workforce (e.g., job market, grant funding, postdoc pay, etc.) played determinative roles. These findings illuminate the complexity of career choice and suggest attracting the best, most diverse academic workforce requires institutional leaders and policy makers go beyond developing individual skill, attending to individuals' values and promoting institutional and systemic reforms.