iACTIVATE: Investigators Advancing via Coaching at the Transition to Independence: a Value-Adding Team Experience

iACTIVATE：调查人员在向独立过渡过程中通过辅导取得进步：增值的团队体验

• 批准号: 10508360
• 负责人: Anna Volerman
• 金额: $ 74.41万
• 依托单位: UNIVERSITY OF CHICAGO
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-09-16 至 2027-07-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10508360
• 关键词: Accountability; Achievement; Address; Administrator; Adopted; Affect; Applications Grants; Area; Award; Biomedical Research; Businesses; COVID-19 pandemic; Career Choice; Career Mobility; Caring; Cognitive; Competence; Custom; Data; Development; Discrimination; Diverse Workforce; Early Intervention; Environment; Faculty; Family member; Feedback; Female; Fostering; Funding; Funding Agency; Gender; Grant; Health; Home; Individual; Institution; Intervention; Interview; Lead; Leadership; Learning; Life; Literature; Measures; Medicine; Methods; Minority; Motivation; Outcome; Participant; Performance; Personal Satisfaction; Persons; Population Heterogeneity; Process; Productivity; Professional Organizations; Publications; Publishing; Quarantine; Randomized; Randomized Controlled Trials; Reaction; Research; Research Personnel; Research Project Grants; Resources; Risk; Sampling; Science; Scientist; Self Efficacy; Self Perception; Social support; Study Section; Surveys; Testing; Time; Training; Underrepresented Populations; United States National Institutes of Health; Woman; Work; base; burnout; career; cost; early-career faculty; efficacy outcomes; efficacy research; experience; improved; men; negative affect; novel; pandemic disease; personalized approach; programs; racism; randomized trial; recruit; skills; social; success; theories; tool; trial comparing

PROJECT SUMMARY Gender inequities are prevalent and persistent in the biomedical sciences. While women and men are equally likely to enter medicine, women are less likely to advance in terms of promotion and leadership. The effects are significant as women are less likely than men to publish as first/last authors, receive awards, and serve on study sections—all critical measures for advancement. These workforce inequities have worsened over the past 18 months as faculty have been adversely affected during the COVID-19 pandemic. Studies show these disruptions have negative impacted career trajectory and productivity, with early career investigators, females, and underrepresented in medicine groups most significantly affected. Early career faculty, including those at pivotal points in their trajectory such as transitioning to independence, are more vulnerable to the pandemic’s effects due to fewer established funding sources and publishing opportunities. Interventions are needed to reduce these pandemic-related effects and thereby minimize worsening of inequities long-term. Coaching, a practice commonly utilized in business and management, holds potential to be a high-impact intervention for early career investigators. Coaching applies inquiry, encouragement, and accountability to increase self- awareness, motivation, and the capacity to take effective action. The current literature on coaching in medicine suggests benefits for clinicians and administrators in terms of process metrics largely. Few studies have focused on investigators, combined individual and group coaching with customized feedback, or examined productivity and advancement outcomes. This randomized controlled trial aims to evaluate a professional coaching intervention directed at early career investigators. Participants will include individuals with a K-level or equivalent award who self-identify as female or nonbinary, with efforts made to maximize diversity in the study. This novel intervention is based on principles of social cognitive career theory, and content is aligned with researcher competencies and informed by early career researchers. Outcomes focus on established hallmarks of success for faculty investigators, including self-efficacy, research productivity, and career advancement obtained through surveys (Aim 1 and 2). These data will be combined with interviews to fully capture the impact of the coaching program by understanding nuanced individual experiences (Aim 1) and experiential sampling method to examine the mechanism by which the program fosters research productivity and career persistence (Aim 3). Results from this study will provide rigorous evidence about the effect of a novel, theory- based coaching intervention on female early-career investigators while offering a scalable approach that can be readily adopted by academic institutions and professional organizations. Dissemination will be supported by the development of a train-the-coach guide and coaching program toolkit. Such interventions are vital to increase the proportion of underrepresented scientists who persist in the biomedical research workforce in order to address the health needs of the nation’s diverse population.

项目摘要 性别不平等在生物医学科学领域普遍存在并持续存在。虽然男女平等 由于妇女不太可能进入医学领域，因此她们在晋升和领导方面不太可能取得进步。其影响是 重要的是，女性比男性更不可能作为第一/最后作者发表文章，获得奖项，并在 研究部分-所有进步的关键措施。这些劳动力不平等现象在过去几年中恶化， 过去18个月，教职员工在COVID-19疫情期间受到不利影响。研究表明，这些 中断对职业轨迹和生产力产生了负面影响，早期职业调查员，女性， 在受影响最严重的医药群体中代表性不足。早期职业教师，包括那些在 在其发展轨迹的关键点，如向独立过渡，更容易受到大流行病的影响， 由于现有资金来源和出版机会较少，影响不大。需要采取干预措施， 减少这些与流行病有关的影响，从而尽量减少长期不平等的恶化。教练，a 在商业和管理中常用的做法，有可能成为一个高影响力的干预措施， 早期职业调查员教练运用探究、鼓励和问责来提高自我 意识、动机和采取有效行动的能力。当前关于医学教练的文献 在很大程度上为临床医生和管理人员提供了流程指标方面的好处。很少有研究 专注于研究者，结合个人和团体辅导与定制反馈，或检查 生产力和进步成果。这项随机对照试验的目的是评估一个专业的 针对早期职业调查人员的辅导干预。参与者将包括具有K级或 同等奖励谁自我认同为女性或非二元，努力最大限度地提高多样性的研究。 这种新颖的干预是基于社会认知职业理论的原则，内容与 研究人员的能力，并告知早期的职业研究人员。成果侧重于既定的标志 研究人员的成功，包括自我效能，研究生产力和职业发展 通过调查获得（目标1和2）。这些数据将与访谈相结合，以充分捕捉 通过理解细微差别的个人经验（目标1）和经验 抽样方法，以检查该计划促进研究生产力和职业生涯的机制 持久性（目标3）。这项研究的结果将提供严格的证据，证明一种新的理论的影响， 基于女性早期职业调查人员的辅导干预，同时提供可扩展的方法， 容易被学术机构和专业组织采用。传播工作将得到以下方面的支持： 制定教练培训指南和教练方案工具包。这些干预措施对于 增加在生物医学研究队伍中坚持任职人数不足的科学家的比例， 以满足国家不同人口的健康需求。