SBP: Collaborative Research: A Two-Part Project Examining Team Discrimination by Gender in STEM teams and a Way Forward

SBP：协作研究：一个由两部分组成的项目，检查 STEM 团队中的性别歧视以及前进的方向

• 批准号: 1853528
• 负责人: Eduardo Salas
• 金额: $ 37.5万
• 依托单位: William Marsh Rice University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2019
• 资助国家: 美国
• 起止时间: 2019-08-01 至 2022-07-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1853528&HistoricalAwards=false
• 关键词: SBP; Collaborative; Research; Two; Part

Though gender issues are pervasive throughout STEM (i.e., science, technology, engineering, and math) careers, representation of women is lowest in engineering. A myriad of reasons for low female participation in engineering have been investigated, such as pay and promotion opportunities and family-related constraints. Attention has also been given to the role of workplace discrimination, as women in STEM experience discrimination at higher rates than women in non-STEM disciplines. However, few researchers have focused their attention on how the day-to-day experiences of women in engineering might facilitate or impede discriminatory behavior. While many of the existing studies on workplace discrimination have focused on the individual or the organization, we argue that teams play an overlooked role in women's experiences in engineering. Taking a team-centric approach, we examine interpersonal discrimination and its multi-level ripple impact on both individual and team outcomes. The current project is designed to complete three high-level objectives. Our first objective is to identify whether and how engineering team experiences differ by gender, specifically in relation to team discrimination. As a second objective, we will examine the effect team discrimination has on engineering team outcomes (e.g., performance, creativity). Finally, our third objective is to examine the impact team discrimination has on individual-level outcomes and specifically the career trajectory of female engineers. To effectively carry out the stated objectives, we will use complementary methods to conduct two primary studies. We will begin with a multilevel, longitudinal examination of discrimination in STEM teams, specifically in relation to female team members. This first study will address the concern regarding a lack of longitudinal, team-level data and provide insight regarding an understudied phenomenon, team discrimination. We follow with an experience sampling study examining team discrimination toward females working within the STEM field and the effects of such occurrences throughout their daily lives and long-term career aspirations and decisions. The culmination of this program will provide a greater understanding of how team experiences shape the career path for women in STEM, with the overall goal of retaining women in STEM careers.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

尽管性别问题在整个STEM（即科学，技术，工程和数学）职业中普遍存在，但女性的代表性最低。已经调查了女性参与工程的无数原因，例如薪酬和促进机会以及与家庭有关的约束。还注意了工作场所歧视的作用，因为STEM在STEM中的歧视比非茎学科中的女性更高。但是，很少有研究人员将注意力集中在工程女性的日常经历上如何促进或阻碍歧视性行为。尽管许多现有关于工作场所歧视的研究都集中在个人或组织上，但我们认为团队在妇女在工程方面的经历中扮演着忽视的角色。以团队为中心的方法，我们检查了人际关系歧视及其对个人和团队成果的多层次连锁反应。当前项目旨在完成三个高级目标。我们的第一个目标是确定工程团队的经历以及如何因性别而差异，特别是在团队歧视方面。作为第二个目标，我们将研究团队歧视对工程团队成果的影响（例如，绩效，创造力）。最后，我们的第三个目标是研究团队歧视对个人水平成果的影响，尤其是女性工程师的职业轨迹。为了有效执行既定目标，我们将使用互补方法进行两项主要研究。我们将从对STEM团队中的歧视的多层次，纵向检查，特别是与女团队成员有关。这项第一项研究将解决有关缺乏纵向，团队级数据的关注，并提供有关研究研究现象，团队歧视的见解。我们遵循一项经验抽样研究，研究了对在STEM领域中工作的女性歧视的经验，以及在整个日常生活中发生此类事件的影响以及长期的职业愿望和决策。该计划的高潮将对团队经历如何塑造STEM中女性的职业道路有了更深入的了解，其总体目标是将妇女保留在STEM职业中。该奖项反映了NSF的法定任务，并被认为是值得通过基金会的知识分子优点和更广泛的影响审查标准通过评估来获得支持的。

项目成果

Helping healthcare teams save lives during COVID-19: Insights and countermeasures from team science.

• DOI: 10.1037/amp0000750
• 发表时间: 2021-01
• 期刊: The American psychologist
• 作者: Traylor AM;Tannenbaum SI;Thomas EJ;Salas E
• 通讯作者: Salas E

Managing teamwork in the face of pandemic: evidence-based tips

• DOI: 10.1136/bmjqs-2020-011447
• 发表时间: 2021-01-01
• 期刊: BMJ QUALITY & SAFETY
• 影响因子: 5.4
• 作者: Tannenbaum, Scott, I;Traylor, Allison M.;Salas, Eduardo
• 通讯作者: Salas, Eduardo

Today's virtual teams: Adapting lessons learned to the pandemic context

• DOI: 10.1016/j.orgdyn.2020.100777
• 发表时间: 2021-04-02
• 期刊: ORGANIZATIONAL DYNAMICS
• 影响因子: 2
• 作者: Feitosa, Jennifer;Salas, Eduardo
• 通讯作者: Salas, Eduardo

Transforming Teams of Experts into Expert Teams: Eight Principles of Expert Team Performance

将专家团队转变为专家团队：专家团队绩效八项原则

• 发表时间: 2021
• 期刊: Journal of expertise
• 作者: Bisbey, Tiffany;Traylor, Allison;Salas, Eduardo
• 通讯作者: Salas, Eduardo

How to be an inclusive leader for gender-diverse teams

如何成为性别多元化团队的包容性领导者

• 发表时间: 2022
• 期刊: Organizational dynamics
• 影响因子: 2
• 作者: Santos, M.;Luna, M.;Reyes, D.;Traylor, A.;Lacerenza, C.;Salas, E.
• 通讯作者: Salas, E.