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: 10705803
• 负责人: Anna Volerman
• 金额: $ 72.92万
• 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/10705803
• 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; Data; Development; Discrimination; Diverse Workforce; Early Intervention; Environment; Faculty; Family member; Feedback; Female; Fostering; Funding; Funding Agency; Gender; Grant; Health; Home; Individual; Inequity; Institution; Intervention; Interview; 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; Scientific Advances and Accomplishments; Scientist; Self Efficacy; Self Perception; Social support; Study Section; Surveys; Testing; Time; Training; Underrepresented Populations; United States National Institutes of Health; Woman; Work; burnout; career; cost; early-career faculty; experience; improved; long-standing disparities; men; negative affect; nonbinary; novel; pandemic disease; pandemic impact; 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.

项目摘要 性别不平等在生物医学科学中很普遍且持久。女人和男人同样是 在晋升和领导方面，女性可能不太可能进步。效果是 因为女性的意义不如男性作为第一/最后一位作者出版，获得奖项，并获得奖项 研究部分 - 所有促进的关键措施。这些劳动力不平等在 过去18个月作为教职员工在Covid-19大流行期间受到不利影响。研究表明了这些 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， 在医学组中的代表性不足最大。早期职业教师，包括 其轨迹中的关键点，例如过渡到独立性，更容易受到大流行的影响 由于较少的资金来源和发布机会而产生的影响。需要干预措施 减少这些与大流行有关的影响，从而最大程度地减少不平等的愿望。教练， 通常在业务和管理中使用的实践，具有高度影响干预措施的潜力 早期职业调查员。教练应用询问，鼓励和问责制，以增加自我 意识，动力和采取有效行动的能力。目前关于医学教练的文献 在过程指标方面，建议对临床医生和管理人员的好处。很少有研究 专注于调查人员，将个人和小组教练与自定义反馈相结合或检查 生产力和进步成果。这项随机对照试验旨在评估专业人士 教练干预针对早期职业调查员。参与者将包括具有K级或 同等的奖项，自称为女性或非二进制，并努力在研究中最大程度地提高多样性。 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告知。成果集中于既定的标志 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（AIM 1和2）。这些数据将与访谈结合在一起，以充分捕获 通过了解细微的个人经验（AIM 1）和专家，教练计划的影响 抽样方法来检查该计划促进研究生产力和职业的机制 持久性（目标3）。这项研究的结果将提供有关新型理论的影响的严格证据 - 基于对女性早期研究人员的教练干预，同时提供可扩展的方法 很容易被学术机构和专业组织采用。传播将得到 开发教练指南和教练计划工具包。这样的干预措施至关重要 增加在生物医学研究员工队伍中的代表性不足的科学家的比例 为了满足国家潜水员人口的健康需求。