Pivotal Career Decisions Guiding Potential Women Science Faculty

指导潜在女性科学教师的关键职业决策

• 批准号: 8290366
• 负责人: Richard McGee
• 金额: $ 31.45万
• 依托单位: NORTHWESTERN UNIVERSITY AT CHICAGO
• 依托单位国家: 美国
• 财政年份: 2009
• 资助国家: 美国
• 起止时间: 2009-09-08 至 2014-06-30
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/8290366
• 关键词: Affect; Attitude; Belief; Biological Sciences; CCL7 gene; Career Choice; Choice Behavior; Cognitive; Complement; Decision Making; Development; Discrimination; Doctor of Philosophy; Environment; Ethnic Origin; Ethnic group; Faculty; Female; Future Generations; Gender Role; Historically Black Colleges and Universities; Individual; Intervention; Interview; Investments; Lead; Leadership; Longitudinal Studies; Mentors; Minority; Modeling; Motivation; National Institute of General Medical Sciences; Parents; Pattern; Perception; Positioning Attribute; Postdoctoral Fellow; Preparation; Process; Program Development; Relative (related person); Research; Research Methodology; Research Priority; Resources; Sampling; Schools; Science; Scientist; Self Concept; Socialization; Staging; Structure; Students; Support Groups; Talents; Thinking; Time; Training; Underrepresented Minority; Universities; Woman; Work; base; career; college; comparison group; design; effective intervention; farmer; graduate student; interest; intervention program; lens; member; men; parity; prevent; programs; racial and ethnic; role model; social; social cognitive theory; success; theories; therapy design; young woman

Since the 1970s, many programs and interventions have been implemented to encourage more women to enter science careers. While parity with men has been achieved in the early stages of training for some fields, progress has been very uneven, with the least progress being made in the professorate. Although many factors have been proposed as likely contributors to this slow progress, most focus on barriers preventing professional advancement. However, an equally plausible explanation is that a steadily rising number and fraction of young women, including those from underrepresented groups, see themselves as perfectly capable of succeeding in an academic career, but are choosing not to pursue it. In order to design interventions to support and promote the rise of women in academic science careers, it is essential that the relative contributions of persistent barriers and active career decision-making be determined. No studies have systematically attempted to determine if the low rate of progression of women into academic science careers is due to inadequante preparation, persisent discrimination, or active decisions of young women not to pursue this career path. In the proposed longitudinal study, interview-based qualitaitive research methods will be use to reveal the career decision-making of young women by accomplishing the following Specifc Aims: 1) Determine the processes and criteria young women are using to make career decisions in the biomedical sciences, especially related to academic careers, as they progress from undergraduate into PhD training, comparing students with different ethnicities in women's colleges, colleges and universities with strong Women in Science (WIS) programs, Historically Black Colleges and Universities, and other colleges and universities; 2) Compare the career decision-making processes of these women with a broad and diverse sample of men in these schools, and women and men in NIGMS-sponsored MARC, RISE, IMSD and PREP programs; 3) Compare how activities of programs for women (WIS) and those for underrepresented minorities (MARC, RISE, IMSD and PREP) influence students' perceptions of and interest in academic careers; 4) Determine if themes previously shown to predict students likely to enter biomedical PhD programs hold equally for URM and other women, and men, in this broader sample of students; 5) Determine the degree to which refinement of career decisions can be explained by Social Cognitive Career Theory, with a focus on how sex role socialization processes affect beliefs, attitudes and self concepts which in turn affect motivation, choices and behaviors especially for women. This research will expand and complement an ongoing study of similar questions in students supported by NIGMS minority student development programs. Together, they will provide an unparalleled understanding of the career decision-making processes of young scientists and how interventions and supportive environments affect their decisions.

自20世纪70年代以来，实施了许多方案和干预措施，以鼓励更多的妇女 进入科学职业。虽然在某些领域的培训的早期阶段已经实现了与男子的平等， 进展很不平衡，教授职位的进展最小。尽管许多 已经提出了可能导致这种缓慢进展的因素，大多数都集中在阻止 专业进步。然而，一个同样合理的解释是，一个稳步上升的数字， 一小部分年轻女性，包括那些来自代表性不足群体的女性，认为自己完全有能力 成功的学术生涯，但选择不追求它。为了设计干预措施， 为了支持和促进妇女在学术科学事业中的崛起， 确定持续存在的障碍和积极的职业决策的贡献。没有研究 系统地试图确定妇女进入学术科学职业的低进展率是否 由于准备不足，持续的歧视，或年轻妇女主动决定不追求 在纵向研究中，将采用基于访谈的定性研究方法 通过实现以下具体目标，揭示青年女性的职业决策：1） 确定年轻女性在生物医学领域做出职业决定的过程和标准 科学，特别是与学术生涯，因为他们从本科到博士培训的进展， 女子高校、女子强校和女子高校不同民族学生的比较 在科学（WIS）计划，历史上黑人学院和大学，以及其他学院和大学; 2） 将这些女性的职业决策过程与一个广泛而多样的男性样本进行比较， 这些学校，以及NIGMS赞助的MARC、RISE、IMSD和PREP方案中的妇女和男子; 3） 比较妇女方案（WIS）和代表性不足的少数民族方案（MARC， RISE，IMSD和PREP）影响学生对学术生涯的看法和兴趣; 4）确定是否 先前显示的预测学生可能进入生物医学博士课程的主题同样适用于URM 和其他妇女，和男子，在这个更广泛的学生样本; 5）确定的程度， 社会认知生涯理论可以解释职业决策的性别角色， 社会化过程影响信念、态度和自我概念，而信念、态度和自我概念又反过来影响动机、选择和 行为，尤其是女性。这项研究将扩大和补充正在进行的类似研究 由NIGMS少数民族学生发展计划支持的学生问题。他们将共同 提供了一个无与伦比的了解青年科学家的职业决策过程，以及如何 干预措施和支持性环境影响他们的决定。