iACTIVATE: Investigators Advancing via Coaching at the Transition to Independence: a Value-Adding Team Experience

iACTIVATE：调查人员在向独立过渡过程中通过辅导取得进步：增值的团队体验

• 批准号: 10508360
• 负责人: Anna Volerman
• 金额: $ 74.41万
• 依托单位: UNIVERSITY OF CHICAGO
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-09-16 至 2027-07-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10508360
• 关键词: Accountability; Achievement; Address; Administrator; Adopted; Affect; Applications Grants; Area; Award; Biomedical Research; Businesses; COVID-19 pandemic; Career Choice; Career Mobility; Caring; Cognitive; Competence; Custom; Data; Development; Discrimination; Diverse Workforce; Early Intervention; Environment; Faculty; Family member; Feedback; Female; Fostering; Funding; Funding Agency; Gender; Grant; Health; Home; Individual; Institution; Intervention; Interview; Lead; Leadership; Learning; Life; Literature; Measures; Medicine; Methods; Minority; Motivation; Outcome; Participant; Performance; Personal Satisfaction; Persons; Population Heterogeneity; Process; Productivity; Professional Organizations; Publications; Publishing; Quarantine; Randomized; Randomized Controlled Trials; Reaction; Research; Research Personnel; Research Project Grants; Resources; Risk; Sampling; Science; Scientist; Self Efficacy; Self Perception; Social support; Study Section; Surveys; Testing; Time; Training; Underrepresented Populations; United States National Institutes of Health; Woman; Work; base; burnout; career; cost; early-career faculty; efficacy outcomes; efficacy research; experience; improved; men; negative affect; novel; pandemic disease; personalized approach; programs; racism; randomized trial; recruit; skills; social; success; theories; tool; trial comparing

PROJECT SUMMARY Gender inequities are prevalent and persistent in the biomedical sciences. While women and men are equally likely to enter medicine, women are less likely to advance in terms of promotion and leadership. The effects are significant as women are less likely than men to publish as first/last authors, receive awards, and serve on study sections—all critical measures for advancement. These workforce inequities have worsened over the past 18 months as faculty have been adversely affected during the COVID-19 pandemic. Studies show these disruptions have negative impacted career trajectory and productivity, with early career investigators, females, and underrepresented in medicine groups most significantly affected. Early career faculty, including those at pivotal points in their trajectory such as transitioning to independence, are more vulnerable to the pandemic’s effects due to fewer established funding sources and publishing opportunities. Interventions are needed to reduce these pandemic-related effects and thereby minimize worsening of inequities long-term. Coaching, a practice commonly utilized in business and management, holds potential to be a high-impact intervention for early career investigators. Coaching applies inquiry, encouragement, and accountability to increase self- awareness, motivation, and the capacity to take effective action. The current literature on coaching in medicine suggests benefits for clinicians and administrators in terms of process metrics largely. Few studies have focused on investigators, combined individual and group coaching with customized feedback, or examined productivity and advancement outcomes. This randomized controlled trial aims to evaluate a professional coaching intervention directed at early career investigators. Participants will include individuals with a K-level or equivalent award who self-identify as female or nonbinary, with efforts made to maximize diversity in the study. This novel intervention is based on principles of social cognitive career theory, and content is aligned with researcher competencies and informed by early career researchers. Outcomes focus on established hallmarks of success for faculty investigators, including self-efficacy, research productivity, and career advancement obtained through surveys (Aim 1 and 2). These data will be combined with interviews to fully capture the impact of the coaching program by understanding nuanced individual experiences (Aim 1) and experiential sampling method to examine the mechanism by which the program fosters research productivity and career persistence (Aim 3). Results from this study will provide rigorous evidence about the effect of a novel, theory- based coaching intervention on female early-career investigators while offering a scalable approach that can be readily adopted by academic institutions and professional organizations. Dissemination will be supported by the development of a train-the-coach guide and coaching program toolkit. Such interventions are vital to increase the proportion of underrepresented scientists who persist in the biomedical research workforce in order to address the health needs of the nation’s diverse population.

项目概要 性别不平等在生物医学领域普遍存在且持续存在，而女性和男性的情况是平等的。 女性进入医学领域的可能性较小，在晋升和领导力方面晋升的可能性较小。 重要的是，与男性相比，女性作为第一作者/最后作者发表论文、获得奖项和服务的可能性较小 研究部分——所有促进进步的关键措施。 研究表明，过去 18 个月，教职人员在 COVID-19 大流行期间受到了不利影响。 干扰对职业轨迹和生产力产生了负面影响，早期职业调查员、女性、 在受影响最严重的医学团体中，包括那些在职的教师，代表性不足。 他们轨迹中的关键点，例如向独立过渡，更容易受到大流行的影响 由于现有的资金来源和出版机会较少，因此需要进行干预。 减少这些与大流行相关的影响，并最大限度地减少长期不平等的恶化。 商业和管理中常用的做法，有可能成为一种具有高影响力的干预措施 早期职业调查员通过询问、鼓励和问责来提高自我意识。 意识、动机和采取有效行动的能力当前有关医学辅导的文献。 很少有研究表明在流程指标方面对人群和管理者有很大的好处。 专注于调查员，将个人和团体辅导与定制反馈相结合，或进行检查 这项随机对照试验旨在评估专业人士的生产力和进步结果。 针对早期职业调查员的辅导干预参与者将包括具有 K 级或 自我认同为女性或非二元性别的人获得同等奖项，并努力最大限度地提高研究的多样性。 这种新颖的干预措施基于社会认知职业理论的原则，内容与 研究人员的能力并由早期职业研究人员提供信息，结果侧重于既定的标志。 教师研究人员的成功，包括自我效能、研究生产力和职业发展 通过调查获得（目标 1 和 2）。这些数据将与访谈相结合，以充分捕捉信息。 通过了解个人经历（目标 1）和体验来了解辅导计划的影响 抽样方法来检查该计划促进研究生产力和职业发展的机制 持久性（目标 3）。这项研究的结果将为新颖的理论的效果提供严格的证据。 基于女性早期职业调查员的辅导干预，同时提供可扩展的方法，可以 很容易被学术机构和专业组织采用，并得到传播的支持。 开发教练培训指南和辅导计划工具包对于以下方面至关重要。 增加坚持参与生物医学研究队伍的代表性不足的科学家的比例 以满足全国不同人群的健康需求。