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量化分析，对初级终身教职跟踪职位的候选人进行评估，以及授予诸如奖项之类的杰出标记，来了解影响学术科学和学术医学成功的决定的结构。该应用侧重于性别模式和看门人之间的互动，以了解影响男性和女性职业生涯的决策机制。最终目标是提高对科学人才的认可和奖励的准确性。拟议的研究将为搜索委员会和奖励委员会提供基于研究的信息，说明如何在三个领域改进评估：推荐信。癌症医学和研究领域求职者的推荐信是否会因收信人的性别或写信人的性别状况而有系统地不同？简历中详述的哪些客观特征与信件的特征有关？入围名单。候选人的哪些客观特征决定了癌症医学和研究领域的入围名单的构成？性扮演着什么角色？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。哪些客观特征决定了授予荣誉的资格，如美国艺术与科学学院、国家科学院的成员资格，以及学科内部的奖项和奖项？性扮演着什么角色？在生产率、引文和奖项方面是否存在性别差异，这些差异不能归因于结构性因素，如精英研究型大学或研究所的地理位置？是否因该领域的男女比例不同而有所不同，或因该领域的“技术性”程度而不同？两个领域--神经科学和免疫学--被列为目标。该应用程序的一个独特功能是跨领域和跨机构的协作。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是：a)癌症医学和研究，b)认知心理学，c)工业-组织心理学。拟议的团队将进行基础研究，产生量化数据，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方面的优点？这个问题的答案在理论和应用两个方面都很重要。关于人类能力、能力和承诺的决策需要整合来自各种来源的定性不同的信息片段。人们如何整合这些信息，他们使用什么客观指标，以及他们在评估环境中带有什么倾向，人们几乎不了解。在应用方面，担任权力和声望职位的妇女人数较少会产生重要后果。首先，如果女性得不到应有的奖励和奖励，她们优秀但未被认可的想法就不能推动她们的领域朝着富有成效的方向发展。其次，年轻女性可能会心照不宣地放弃高权力的职业生涯，因为看到很少有女性担任权力和声望的职位。第三，看门人可能在评价职位、晋升、奖励和杰出职位的候选人时出现失误，未能招到和留住最好的人才。

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.