Gatekeepers and Gender Schemas.

描述（由申请人提供）：拟议的研究旨在通过对推荐信的定量分析，对初级终身职位候选人的评估以及奖励等荣誉的授予，了解影响学术科学和学术医学成功的决策结构。该应用侧重于性别图式和看门人之间的相互作用，以便了解影响男女职业的决策机制。最终目标是提高科学人才识别和奖励的准确性。拟议的研究将为遴选委员会和奖励委员会提供关于如何在三个方面改进评估的研究基础信息：推荐信。癌症医学和研究领域的工作候选人的推荐信是否会系统性地因推荐人的性别或写信人的性别状况而有所不同？在简历中详述的哪些客观特征与信件的特征有关？短名单。候选人的哪些客观特征决定了癌症医学和研究候选名单的组成？性扮演什么角色？推荐信和简历的特点将与招聘委员会的决定相关联。奖项和奖品。是什么客观特征决定了荣誉的授予，比如美国艺术与科学院、美国国家科学院的成员资格，以及学科内部的奖项和奖励？性扮演什么角色？在生产力、引用和奖励方面是否存在性别差异，而这些差异不能归因于精英研究型大学或研究所的位置等结构性因素？不同领域之间是否存在差异，这是该领域男女比例的函数，还是该领域被视为“技术”程度的函数？目标是两个领域——神经科学和免疫学。该应用程序的一个独特功能是跨领域和机构的协作。社会科学的概念和方法被用来理解女性在学术科学中的代表性低于男性的原因，并提高女性的进步。四位主要研究者分别来自a)癌症医学和研究，b)认知心理学，c)工业组织心理学。拟议中的团队将进行基础研究，产生定量数据，并将其应用于癌症医学和研究领域。公共卫生相关性：这些研究解决了以下主要问题：如何评估科学和医学的价值？这个问题的答案在理论和应用方面都很重要。关于人的能力、能力和承诺的决策需要整合来自各种来源的质量不同的信息。人们如何整合这些信息，他们使用什么样的客观指标，以及他们带着什么样的倾向来进行评估，人们知之甚少。在应用方面，少数妇女担任有权力和威望的职位产生了重要的后果。首先，如果女性得不到公平的奖励，她们优秀但未被认可的想法就无法推动她们的领域向富有成效的方向发展。其次，年轻女性在看到很少有女性占据权力和声望的位置后，可能会心照不宣地不愿从事高权力的职业。第三，看门人可能在评估职位、晋升、奖励和杰出职位的候选人时犯错误，未能招募和留住最优秀的人才。

DESCRIPTION (provided by applicant): The proposed studies aim to understand the structure of the decisions that affect success in academic science and academic medicine via quantitative analyses of recommendation letters, evaluations of candidates for junior tenure-track positions, and the awarding of marks of distinction like prizes. The application focuses on the interaction between gender schemas and gatekeepers in order to understand the mechanisms of decisions that affect the careers of men and women. The ultimate goal is to improve the accuracy of recognition and reward of talent in the sciences. The proposed research will give search committees and award committees research-based information about how to improve evaluations in three areas: Letters of recommendation. Do letters of recommendation for job candidates in cancer medicine and research differ systematically as a function of sex of the person for whom the letter is being written or the sex status of the letter writer? What objective characteristics, as detailed in curricula vitae are related to characteristics of the letters? Short lists. What objective characteristics of candidates determine the composition of short lists in cancer medicine and research? What role does sex play? Characteristics of letters of recommendation and CVs will be correlated with search committee decisions. Awards and prizes. What objective characteristics determine conferrals of distinction, such as membership in the American Academy of Arts and Sciences, the National Academies, and discipline-internal prizes and awards? What role does sex play? Are there sex differences in productivity, citations, and awards that cannot be attributed to structural factors such as location at an elite research university or institute? Are there differences by field, as a function of the percentages of men and women in the field or as a function of how "technical" the field is perceived as being? Two fields - neuroscience and immunology - are targeted. A unique feature of the application is collaboration across fields and institutions. Social science concepts and methods are used to understand the causes of women's lesser representation compared to men's in academic science and to improve women's advancement. The four principal investigators are in a) cancer medicine and research, b) cognitive psychology c) industrial-organizational psychology. The proposed team will conduct basic research, yielding quantitative data, with applications to careers in cancer medicine and research. PUBLIC HEALTH RELEVANCE: The studies address the following principal question: how is merit assessed in science and medicine? The answer is important on both theoretical and applied fronts. Decision-making about human abilities, competence, and promise requires integrating qualitatively different pieces of information from a variety of sources. How people integrate such information, what objective indicators they use, and what predispositions they come to the evaluation setting with, are little understood. On the applied front, there are important consequences of the small number of women in positions of power and prestige. First, if women do not get their fair share of prizes and awards, their good but unrecognized ideas cannot move their fields in productive directions. Second, younger women may be tacitly discouraged from a high-powered career upon seeing how few women occupy positions of power and prestige. Third, gatekeepers may make mistakes in evaluating candidates for positions, promotion, awards, and positions of distinction, failing to recruit and retain the best talent.