What Matters In Mentoring? Effect Of Mentor Cultural Awareness On Mentee Outcomes

描述（由申请人提供）：有效的研究指导关系是准备下一代科学家和卫生专业人员追求或帮助做出明智决策的关键因素，以追求科学，技术，工程，数学和医学（STEMM）的研究事业。然而，对于这种关系中的具体因素如何影响学员在研究中的学术和职业追求，我们知之甚少。实证证据表明，性别、种族和民族等文化多样性因素影响本科生科研师徒对师徒经历的感知，但关于文化多样性因素如何在科研师徒关系中发挥作用并影响徒弟的研究几乎没有。为了推进培养研究导师有效指导文化多样性研究徒弟的能力的培训干预，有必要了解导师文化多样性意识（CDA）对徒弟学业和职业成果的影响。拟议的研究通过以下三个具体目标来解决这一关键需求：目标#1将确定导师和学员如何定义导师CDA以及导师对研究指导关系中文化多样性（CDR）相关性的态度。目标2将确定

DESCRIPTION (provided by applicant): An effective research mentoring relationship is a key element in preparing the next generation of scientists and health professionals to pursue or help make informed decisions about pursuing research careers in science, technology, engineering, mathematics, and medicine (STEMM). Yet, little is known about how specific factors in this relationship affect mentees' academic and career pursuits in research. Empirical evidence indicates that the cultural diversity factors of gender, race, and ethnicity affect undergraduate research mentees' perception of their mentoring experience, however, research on how cultural diversity factors operate in the research mentoring relationship and affect mentees is virtually non-existent. To advance training interventions that build the capacity of research mentors to effectively mentor culturally diverse research mentees, it is necessary to understand the impact of mentor cultural diversity awareness (CDA) on mentee academic and career outcomes. The proposed research addresses this critical need through the following three Specific Aims: Aim #1 will determine how mentors and mentees define mentor CDA and mentors' attitudes about the relevance of cultural diversity (CDR) in research mentoring relationships. Aim #2 will identify relationships between mentor cultural diversity awareness and mentee research-related self-perceptions and positive outcomes (i.e., intent to enter STEMM graduate training or a STEMM career). Aim #3 will investigate, via a randomized controlled trial (RCT), how mentor CDR attitudes affect their response to a training to increase their CDA and whether that training affects 1) mentees' ratings of mentor effectiveness and 2) alignment of mentor-mentee ratings of mentees' research skills/career knowledge. Expected outcomes from this proposal are: 1) a set of indicators and descriptors of mentor cultural diversity awareness (CDA) and a measure of mentor CDR attitudes; 2) validated measures of mentor CDA and CDR attitudes that can be used for mentor self-assessment and to test the effectiveness of CDA training; 3) an intervention to enhance mentor CDA, and; 4) a tested model of research mentoring relationships that includes CDA. This proposal is innovative because it: 1) focuses on cultural diversity factors within research mentoring relationships; 2) is guided by research and theory on career development and cultural competence; 3) employs a mixed-methods approach to develop indicators of and assessment instruments for mentor CDA and mentor CDR attitudes; and 4) analyzes the importance of alignment between mentor-mentee perceptions of critical elements in the research mentoring relationship. The proposed research is significant because it will: 1) shed light on two understudied aspects of research mentoring relationships - the role of CDA and the importance of alignment between mentor and mentee perceptions in the relationship; 2) empirically identify the relevance of mentors' CDA to mentee self-perceptions and positive outcomes; 3) develop and validate measures to assess mentor CDA and CDR attitudes; and 4) produce an RCT-tested intervention to improve mentor CDA.