Building Up

建起来

• 批准号: 10726920
• 负责人: Natalia E. Morone
• 金额: $ 6.22万
• 依托单位: UNIVERSITY OF PITTSBURGH AT PITTSBURGH
• 依托单位国家: 美国
• 财政年份: 2019
• 资助国家: 美国
• 起止时间: 2019-08-15 至 2024-06-30
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/10726920
• 关键词: Academia; Applications Grants; Attitude; Biomedical Research; Capital; Certification; Cluster randomized trial; Control Groups; Creativeness; Development; Development Plans; Education; Effectiveness; Evidence based intervention; Experimental Designs; Faculty; Health; Institution; Intervention; Manuals; Measures; Mediator; Mentors; Methods; Participant; Performance; Persons; Positioning Attribute; Postdoctoral Fellow; Productivity; Publications; Publishing; Qualitative Research; Randomized; Randomized, Controlled Trials; Research; Research Personnel; Risk; Science; Secure; Series; Site; Standardization; Stream; Testing; Training; Universities; Waiting Lists; Work; career; career development; design; empowerment; improved; intervention delivery; knowledge base; optimism; participant interview; peer; peer coaching; post intervention; posters; programs; psychologic; resilience; role model; skills; success; timeline; treatment site; web site; Academia; Applications Grants; Attitude; Biomedical Research; Capital; Certification; Cluster randomized trial; Control Groups; Creativeness; Development; Development Plans; Education; Effectiveness; Evidence based intervention; Experimental Designs; Faculty; Health; Institution; Intervention; Manuals; Measures; Mediator; Mentors; Methods; Participant; Performance; Persons; Positioning Attribute; Postdoctoral Fellow; Productivity; Publications; Publishing; Qualitative Research; Randomized; Randomized, Controlled Trials; Research; Research Personnel; Risk; Science; Secure; Series; Site; Standardization; Stream; Testing; Training; Universities; Waiting Lists; Work; career; career development; design; empowerment; improved; intervention delivery; knowledge base; optimism; participant interview; peer; peer coaching; post intervention; posters; programs; psychologic; resilience; role model; skills; success; timeline; treatment site; web site

Abstract Diversity on science teams has been shown to increase research productivity and creativity yet the scientific workforce lacks sufficient diversity. A range of approaches to diversifying the workforce have been initiated, such as the BUILD and NRMN efforts, however we still lack scientific evidence as to which approaches work most effectively, with whom, and for what duration. Going forward, we need both new methods for diversifying the workforce and better ways to assess their effectiveness. This study seeks to test an intervention (Career Education and Enhancement for research Diversity (CEED)) designed for postdocs and junior faculty who are underrepresented in health-related sciences on a national basis. CEED aims to improve the Psychological Capital of underrepresented trainees by increasing their hope, efficacy, resilience, and optimism. These skills have repeatedly been shown to impact attitudes and performance. We propose a cluster randomized controlled trial to test the CEED intervention with 26 institutions. We will standardize the intervention so that it can be implemented consistently across the treatment sites. Near-peer mentors at the treatment sites will receive career coaching and mentor training so that they can deliver the intervention more effectively. We will follow participants for two years to study the impact of CEED. We will also study the factors that contribute to the participants success by engaging in qualitative research using participant interviews. Finally, when the trial is concluded, we will disseminate the intervention to the wait- list controls as well as other institutions for a broad dissemination. Our work aims to improve the culture for postdocs, fellows, and junior faculty who are underrepresented (UR) in the biomedical research workforce using near-peer and peer mentoring with a 12-month program that has been successful at retaining UR in academia and in research careers. By training near- peer mentors to offer the intervention, we empower them as role models. Additionally, by testing the effects of CEED on Psychological Capital through a rigorous experimental design, we will be able to identify a potential mechanism through which CEED works.

抽象的 已经证明，科学团队的多样性可以提高研究生产力和创造力 科学劳动力缺乏足够的多样性。多样化的方法 已经启动了劳动力，例如构建和NRMN努力，但是我们仍然缺乏 关于哪种方法最有效工作的科学证据，与谁以及 期间。展望未来，我们需要这两种新方法来多样化劳动力和更好 评估其有效性的方法。这项研究旨在测试干预措施（职业教育和 为专为博士后和初级教师而设计的研究多样性的增强（CEED） 在全国范围内，与健康相关的科学的代表性不足。 CEED旨在改善 通过增加希望，功效，韧性， 和乐观。这些技能反复被证明会影响态度和表现。 我们提出了一项群集随机对照试验，以测试26 机构。我们将标准化干预措施，以便可以始终如一地实施 在整个治疗部位。治疗网站的近战导师将获得职业教练 和指导培训，以便他们可以更有效地提供干预措施。我们将跟随 参与者已有两年的时间研究CEED的影响。我们还将研究 通过参与者从事定性研究来为参与者的成功做出贡献 访谈。最后，当审判结束时，我们将把干预措施传播给等待 列出控件以及其他机构进行广泛传播。我们的工作旨在改善 博士后，研究员和初级教师的文化，他们的人数不足（UR） 生物医学研究工作人员使用近对和对等指导与12个月计划 这已经成功保留在学术界和研究职业中。通过接近训练 同行指导者提供干预，我们将其作为榜样。另外，由 通过严格的实验设计测试CEED对心理资本的影响，我们 将能够确定CEED起作用的潜在机制。