Building Up

建起来

• 批准号: 10726920
• 负责人: Natalia E. Morone
• 金额: $ 6.22万
• 依托单位: UNIVERSITY OF PITTSBURGH AT PITTSBURGH
• 依托单位国家: 美国
• 财政年份: 2019
• 资助国家: 美国
• 起止时间: 2019-08-15 至 2024-06-30
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/10726920
• 关键词: Academia; Applications Grants; Attitude; Biomedical Research; Capital; Certification; Cluster randomized trial; Control Groups; Creativeness; Development; Development Plans; Education; Effectiveness; Evidence based intervention; Experimental Designs; Faculty; Health; Institution; Intervention; Manuals; Measures; Mediator; Mentors; Methods; Participant; Performance; Persons; Positioning Attribute; Postdoctoral Fellow; Productivity; Publications; Publishing; Qualitative Research; Randomized; Randomized, Controlled Trials; Research; Research Personnel; Risk; Science; Secure; Series; Site; Standardization; Stream; Testing; Training; Universities; Waiting Lists; Work; career; career development; design; empowerment; improved; intervention delivery; knowledge base; optimism; participant interview; peer; peer coaching; post intervention; posters; programs; psychologic; resilience; role model; skills; success; timeline; treatment site; web site

Abstract Diversity on science teams has been shown to increase research productivity and creativity yet the scientific workforce lacks sufficient diversity. A range of approaches to diversifying the workforce have been initiated, such as the BUILD and NRMN efforts, however we still lack scientific evidence as to which approaches work most effectively, with whom, and for what duration. Going forward, we need both new methods for diversifying the workforce and better ways to assess their effectiveness. This study seeks to test an intervention (Career Education and Enhancement for research Diversity (CEED)) designed for postdocs and junior faculty who are underrepresented in health-related sciences on a national basis. CEED aims to improve the Psychological Capital of underrepresented trainees by increasing their hope, efficacy, resilience, and optimism. These skills have repeatedly been shown to impact attitudes and performance. We propose a cluster randomized controlled trial to test the CEED intervention with 26 institutions. We will standardize the intervention so that it can be implemented consistently across the treatment sites. Near-peer mentors at the treatment sites will receive career coaching and mentor training so that they can deliver the intervention more effectively. We will follow participants for two years to study the impact of CEED. We will also study the factors that contribute to the participants success by engaging in qualitative research using participant interviews. Finally, when the trial is concluded, we will disseminate the intervention to the wait- list controls as well as other institutions for a broad dissemination. Our work aims to improve the culture for postdocs, fellows, and junior faculty who are underrepresented (UR) in the biomedical research workforce using near-peer and peer mentoring with a 12-month program that has been successful at retaining UR in academia and in research careers. By training near- peer mentors to offer the intervention, we empower them as role models. Additionally, by testing the effects of CEED on Psychological Capital through a rigorous experimental design, we will be able to identify a potential mechanism through which CEED works.

摘要 科学团队的多样性已被证明可以提高研究生产力和创造力 科学工作者缺乏足够的多样性。一系列的方法来实现多样化， 劳动力已经启动，如BUILD和NRMN的努力，但我们仍然缺乏 关于哪种方法最有效、与谁合作以及为什么工作的科学证据 持续时间展望未来，我们需要新的方法来实现劳动力的多样化， 评估其有效性的方法。这项研究旨在测试一种干预措施（职业教育和 增强研究多样性（CEED））专为博士后和初级教师谁是 在全国范围内，与健康有关的科学的代表性不足。CEED旨在改善 心理资本的代表性不足的受训者，增加他们的希望，效能，弹性， 和乐观。这些技能一再被证明会影响态度和表现。 我们提出了一项随机对照试验，以测试26例CEED干预 机构职能体系我们将使干预措施标准化，以便能够始终如一地实施 在治疗部位。治疗地点的近同行导师将接受职业辅导 和指导培训，以便他们能够更有效地提供干预措施。我们将遵循 为期两年，研究CEED的影响。我们亦会研究影响 通过参与者参与定性研究，帮助参与者取得成功 采访最后，当审判结束时，我们将把干预传播给等待者- 清单控制以及其他机构广泛传播。我们的工作旨在改善 文化博士后，研究员，和初级教师谁是代表性不足（UR）在 生物医学研究人员使用近同行和同行指导，为期12个月的计划 这在学术界和研究事业中成功地留住了乌拉圭回合。通过近距离训练- 同伴导师提供干预，我们授权他们作为榜样。此外，由 通过一个严格的实验设计来测试CEED对心理资本的影响，我们 将能够确定CEED工作的潜在机制。