Career Decision-Making of Future Minority Biomedical Science Faculty

未来少数族裔生物医学科学教师的职业决策

• 批准号: 7880350
• 负责人: Richard McGee
• 金额: $ 23.68万
• 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: 2009-08-10 至 2012-07-31
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/7880350
• 关键词: Accounting; Address; Affect; African American; Biological Sciences; Biomedical Research; CCL7 gene; Career Choice; Cognitive; Commit; Communities; Decision Making; Discrimination; Doctor of Philosophy; Elements; Faculty; Fright; Future; Future Generations; Generations; Goals; Hispanics; Human Resources; Intervention; Interview; Investments; Lead; Life; Mentors; Minority; Modeling; National Institute of General Medical Sciences; Native Americans; Outcome; Pattern; Perception; Performance; Preparation; Process; Public Health; Research; Research Methodology; Research Training; Resources; Sampling; Science; Scientist; Self Efficacy; Shapes; Staging; Structure; Students; Testing; Thinking; Training; Training Programs; United States National Institutes of Health; Universities; Work; base; biomedical scientist; career; career development; college; design; effective intervention; expectation; improved; interest; preference; programs; role model; skills; social; theories; therapy design; willingness

For the past several decades, NIH and NIGMS have led efforts to increase diversity among biomedical scientists. Despite committing great financial and human resources to this goal, relatively little progress has been made, especially among science faculty. Many explanations and theories for this lack of improvement in faculty diversity have been put forth, but no studies have systematically attempted to determine if this low rate of improvement is due to inadequante preparation or trainees, ongoing discrimination, or the active decision of young minority students not to pursue academic careers. This last possibility will be studied in the proposed research because it has broad implications for the other possible explanations as well. Interview-based qualitaitive research methods will be use to study the career decision making of young scientists and accomplish the following Specifc Aims: 1) Determine the career paths and decision making criteria of students first interviewed between 1997 and 2000, prior to their entrance into biomedical PhD training; 2) With a new sample of students, determine the processes and criteria used to make career decisions, especially related to academic careers, of undergraduate MARC, RISE, IMSD students, and PREP scholars, at several stages of training; 3) Determine how activities of MARC, RISE, IMSD and PREP programs contribute to students' perceptions of and interest in academic careers; 4) Compare the decision making criteria of these students with non-minority students who enter the same or similar U.S. biomedical PhD programs; 5) Determine if themes previously shown to predict students likely to enter biomedical PhD programs also predict persistence to PhD completion and/or interest in academic careers; 6) Determine the degree to which refinement of career decisions can be explained by Social Cognitive Career Theory, and if lower perceptions of self-efficacy, outcome expectations or performance goals associate with reluctance to commit to and work toward an academic career for minority and/or non-minority students; 7) Based on the results of the study, propose short and longer-term interventions to address identified negative influences impacting minority students' willingness and/or ability to seek academic careers. Progress to improve public health depends on diverse perspectives of biomedical scientists. Despite sizeable efforts, only minimal progress has been made in the past decades to increase the diversity of college and university science faculty, those who decide what research questions to study and serve as role models and mentors for future generations of biomedical scientists. The proposed research will study the decision- making processes of young scientists to determine what has to be done differently to increase diversity among university life science faculty.

在过去的几十年里，NIH和NIGMS一直在努力增加生物医学领域的多样性 科学家们。尽管为这一目标投入了大量的财政和人力资源，但进展相对较小。 已经取得了进展，尤其是在理科教师中。对于这种缺乏改善的现象，有许多解释和理论 教师多样性已经被提出，但还没有研究系统地试图确定这种低比率 改进的原因是准备不足或受训人员不足、持续的歧视或 年轻的少数民族学生不追求学术生涯。最后一种可能性将在拟议的 研究，因为它对其他可能的解释也有广泛的影响。以访谈为基础 将采用定性的研究方法，研究青年科学家的职业决策。 完成以下具体目标：1)确定学生的职业道路和决策标准 在进入生物医学博士培训之前的1997至2000年间首次面谈；2)与新的 学生样本，确定用于做出职业决定的过程和标准，特别是与以下相关的 本科生MARC、RISE、IMSD学生和预科学者的学术生涯，在以下几个阶段 培训；3)确定MARC、RISE、IMSD和PREP项目的活动如何有助于学生 对学术生涯的认知和兴趣；4)比较这些学生的决策标准 与进入相同或类似美国生物医学博士项目的非少数族裔学生进行合作；5)确定 先前显示的预测学生可能进入生物医学博士项目的主题也预测了持久性 完成博士学位和/或对学术事业感兴趣；6)决定职业生涯的精致程度 决策可以用社会认知职业理论来解释，如果自我效能感较低， 结果预期或绩效目标与不愿承诺和努力实现 少数族裔和/或非少数族裔学生的学术生涯；7)根据研究结果，提出简短建议 以及较长期的干预措施，以解决影响少数族裔学生意愿的已确定的负面影响 和/或寻求学术事业的能力。改善公共卫生的进展取决于生物医学科学家的不同观点。尽管 尽管付出了相当大的努力，但在过去的几十年里，在增加大学多样性方面只取得了很小的进展 以及大学科学教员，他们决定研究什么研究问题，并充当榜样 以及未来几代生物医学科学家的导师。拟议的研究将研究以下决定： 制定年轻科学家的程序，以确定必须以不同的方式来增加物种多样性 大学生命科学系。