scholarly journals Mentoring Experiences and Publication Productivity among Early Career Biomedical Investigators and Trainees

2021 ◽  
Vol 31 (2) ◽  
pp. 273-282
Author(s):  
Angela Gutierrez ◽  
Lourdes R. Guerrero ◽  
Heather E. McCreath ◽  
Steven P. Wallace
Keyword(s):  
Early Career ◽  
Social Characteristics ◽  
Future Research ◽  
Grant Writing ◽  
Career Stage ◽  
Publication Productivity ◽  
Underrepresented Minority ◽  
Diverse Workforce ◽  
Annual Survey ◽  
Research Mentoring

Objective: To identify which mentoring domains influence publication productivity among early career researchers and trainees and whether publication productivity differs between underrepresented minority (URM) and well-represented groups (WRGs). The mentoring aspects that promote publica­tion productivity remain unclear. Advancing health equity requires a diverse workforce, yet URM trainees are less likely to publish and URM investigators are less likely to ob­tain federal research grants, relative to WRG counterparts.Participants: Early career biomedical investigators and trainees from the National Research Mentoring Network (NRMN), N=115.Methods: A mentoring-focused online follow-up survey was administered to respondents of the NRMN Annual Survey who self-identified as mentees. Publications were identified from a public database and validated with participant CV data. Bivariate and multivariate analyses tested the as­sociations of publication productivity with mentoring domains.Results: URM investigators and trainees had fewer publications (M = 7.3) than their WRG counterparts (M = 13.8). Controlling for career stage and social characteristics, those who worked on funded projects, and received grant-writing or research mentorship, had a higher probability of any publications. Controlling for URM status, gender, and career stage, mentorship on grant-writing and funding was positively as­sociated with publication count (IRR=1.72). Holding career stage, gender, and mentor­ing experiences constant, WRG investigators and trainees had more publications than their URM counterparts (IRR=1.66).Conclusions: Grant-writing mentorship is particularly important for publica­tion productivity. Future research should investigate whether grant-writing mentor­ship differentially impacts URM and WRG investigators and should investigate how and why grant-writing mentorship fosters increased publication productivity. Ethn Dis. 2021;31(2):273-282; doi:10.18865/ed.31.2.273

scholarly journals Cross-Center Virtual Education Fellowship Program for Early-Career Researchers in Atrial Fibrillation

2020 ◽  
Vol 13 (11) ◽  
Author(s):  
Tinuola B. Ajayi ◽  
Christy D. Remein ◽  
Randall S. Stafford ◽  
Angela Fagerlin ◽  
Mina K. Chung ◽  
...  
Keyword(s):  
Atrial Fibrillation ◽  
Population Health ◽  
Early Stage ◽  
Early Career ◽  
Research Network ◽  
Grant Writing ◽  
Career Stage ◽  
Fellowship Program ◽  
Pedagogical Model ◽  
Grant Applications

Background: It is estimated that over 46 million individuals have atrial fibrillation (AF) worldwide, and the incidence and prevalence of AF are increasing globally. There is an urgent need to accelerate the academic development of scientists possessing the skills to conduct innovative, collaborative AF research. Methods: We designed and implemented a virtual AF Strategically Focused Research Network Cross-Center Fellowship program to enhance the competencies of early-stage AF basic, clinical, and population health researchers through experiential education and mentorship. The pedagogical model involves significant cross-center collaboration to produce a curriculum focused on enhancing AF scientific competencies, fostering career/professional development, and cultivating grant writing skills. Outcomes for success involve clear expectations for fellows to produce manuscripts, presentations, and—for those at the appropriate career stage–grant applications. We evaluated the effectiveness of the fellowship model via mixed methods formative and summative surveys. Results: In 2 years of the fellowship, fellows generally achieved the productivity metrics sought by our pedagogical model, with outcomes for the 12 fellows including 50 AF-related manuscripts, 7 publications, 28 presentations, and 3 grant awards applications. Participant evaluations reported that the fellowship effectively met its educational objectives. All fellows reported medium to high satisfaction with the overall fellowship, webinar content and facilitation, staff communication and support, and program organization. Conclusions: The fellowship model represents an innovative educational strategy by providing a virtual AF training and mentoring curriculum for early-career basic, clinical, and population health scientists working across multiple institutions, which is particularly valuable in the pandemic era.

scholarly journals Gender and language use in scientific grant writing

FACETS ◽  
2019 ◽  
Vol 4 (1) ◽  
pp. 442-458
Author(s):  
Mackenzie Urquhart-Cronish ◽  
Sarah P. Otto
Keyword(s):  
Language Use ◽  
Rejection Rate ◽  
Early Career ◽  
Women In Science ◽  
Grant Writing ◽  
Career Stage ◽  
Success Rates ◽  
Engineering Research ◽  
Significant Difference ◽  
Language Variables

Women in science, technology, engineering, and math are not equally represented across tenure-track career stages, and this extends to grant funding, where women applicants often have lower success rates compared with men. While gender bias in reviewers has been documented, it is currently unknown whether written language in grant applications varies predictably with gender to elicit bias against women. Here we analyse the text of ∼2000 public research summaries from the 2016 Natural Sciences and Engineering Research Council (NSERC) individual Discovery Grant (DG) program. We explore the relationship between language variables, inferred gender and career stage, and funding levels. We also analyse aggregated data from the 2012–2018 NSERC DG competitions to determine whether gender impacted the probability of receiving a grant for early-career researchers. We document a marginally significant gender difference in funding levels for successful grants, with women receiving $1756 less than men, and a large and significant difference in rejection rates among early-career applicants (women: 40.4% rejection; men: 33.0% rejection rate). Language variables had little ability to predict gender or funding level using predictive modelling. Our results indicate that NSERC funding levels and success rates differ between men and women, but we find no evidence that gendered language use affected funding outcomes.

scholarly journals Grant application outcomes for biomedical researchers who participated in the National Research Mentoring Network’s Grant Writing Coaching Programs

PLoS ONE ◽  
2020 ◽  
Vol 15 (11) ◽  
pp. e0241851
Author(s):  
Anne Marie Weber-Main ◽  
Richard McGee ◽  
Kristin Eide Boman ◽  
Japera Hemming ◽  
Meldra Hall ◽  
...  
Keyword(s):  
Ethnic Disparities ◽  
The United States ◽  
Early Career ◽  
Grant Writing ◽  
Success Rates ◽  
Grant Application ◽  
Research Mentoring ◽  
Research Workforce ◽  
Reported Data ◽  
Racial Ethnic

Background A diverse research workforce is essential for catalyzing biomedical advancements, but this workforce goal is hindered by persistent sex and racial/ethnic disparities among investigators receiving research grants from the National Institutes of Health (NIH). In response, the NIH-funded National Research Mentoring Network implemented a Grant Writing Coaching Program (GCP) to provide diverse cohorts of early-career investigators across the United States with intensive coaching throughout the proposal development process. We evaluated the GCP’s national reach and short-term impact on participants’ proposal submissions and funding outcomes. Methods The GCP was delivered as six similar but distinct models. All models began with an in-person group session, followed by a series of coaching sessions over 4 to 12 months. Participants were surveyed at 6-, 12- and 18-months after program completion to assess proposal outcomes (submissions, awards). Self-reported data were verified and supplemented by searches of public repositories of awarded grants when available. Submission and award rates were derived from counts of participants who submitted or were awarded at least one grant proposal in a category (NIH, other federal, non-federal). Results From June 2015 through March 2019, 545 investigators (67% female, 61% under-represented racial/ethnic minority, URM) from 187 different institutions participated in the GCP. Among them, 324 (59% of participants) submitted at least one grant application and 134 (41% of submitters) received funding. A total of 164 grants were awarded, the majority being from the NIH (93, 56%). Of the 74 R01 (or similar) NIH research proposals submitted by GCP participants, 16 have been funded thus far (56% to URM, 75% to women). This 22% award rate exceeded the 2016–2018 NIH success rates for new R01s. Conclusion Inter- and intra-institutional grant writing coaching groups are a feasible and effective approach to supporting the grant acquisition efforts of early-career biomedical investigators, including women and those from URM groups.

Infant handling enhances social bonds in free-ranging rhesus macaques (Macaca mulatta)

Behaviour ◽  
2017 ◽  
Vol 154 (7-8) ◽  
pp. 875-907 ◽  
Author(s):  
Erica S. Dunayer ◽  
Carol M. Berman
Keyword(s):  
Macaca Mulatta ◽  
Social Bonds ◽  
Rhesus Macaques ◽  
Social Characteristics ◽  
Future Research ◽  
Fitness Effects ◽  
Early Handling ◽  
Infant Handling ◽  
Free Ranging ◽  
The Relationship

Throughout the primate order, individuals are highly motivated to handle infants that are not their own. Given the differing and often conflicting interests of the various participants in handling interactions (handler, infant, and mother), most functional hypotheses are specific to particular handling roles. Here we explore one hypothesis that may apply to all participants, but that has received relatively little attention: that handling may facilitate the formation and maintenance of social bonds. Using free-ranging rhesus macaques (Macaca mulatta) on Cayo Santiago, we examine the relationship between infant handling in the early weeks and the strength and diversity of infant social bonds months later, when infant relationships were more independent from those of their mothers. Our results largely confirm the influence of several social characteristics (kinship, rank, sex, and age) in governing handling interactions. They also provide the first evidence that early handling is associated with later social bonds that are stronger than expected based on these social characteristics. However, the enhancement of bonds is largely confined to related handlers; frequent unrelated handlers did not generally go on to form strong bonds with infants. This suggests that kinship may be a sort of prerequisite to the enhancement of social bonds via handling. Given the adaptive benefits of strong social bonds among adult primates, future research should investigate whether early infant handling may have longer term fitness effects.

The crucible of early career psychiatry

2018 ◽  
Vol 27 (3) ◽  
pp. 245-248
Author(s):  
Lillian Ng ◽  
Richard Steane ◽  
Natalie Scollay ◽  
Stephen Harris ◽  
Jasminka Milosevic ◽  
...  
Keyword(s):  
Collective Learning ◽  
Early Career ◽  
Role Transition ◽  
Career Stage ◽  
Career Trajectory ◽  
Consultant Psychiatrist ◽  
Deep Impact ◽  
Early Stages ◽  
Written Reflection

Objective: To capture the voices of psychiatrists as they reflect on challenges at the early stages of the career trajectory. Method: Early career psychiatrists contributed reflections that identified various challenges in the transition from trainee to consultant psychiatrist. Results: Common difficulties included negotiating role transition and conflict. Specific events had deep impact such as involvement with a patient who had committed suicide. Conclusions: Challenges in the early career stage as a consultant psychiatrist may have lasting or career defining impact. Written reflection is a valuable tool that can impart collective learning, provide validation and engender support among peers.

Career Transitions and Trajectories for a Diverse Workforce

2017 ◽  
pp. 465-511
Author(s):  
Jenell L. S. Wittmer ◽  
Paul M. Werth ◽  
Cort W. Rudolph
Keyword(s):  
Older Workers ◽  
Future Research ◽  
Career Transitions ◽  
Diverse Workforce ◽  
Work Arrangements ◽  
Career Trajectories ◽  
Dynamic Perspective ◽  
Societal Changes ◽  
The Impact ◽  
Early Developmental

Several aspects of diversity impact career transitions and trajectories. Whereas traditional conceptualizations of careers emphasize a clear path for the majority of people, modern careers are better characterized by a multitude and variety of potential mobility paths. Modern career trajectories have been linked to early developmental activities, which are similarly related to increased diversity and societal changes. This chapter discusses the impact of different forms of diversity on career transitions from lifespan and life course perspectives, as well from a dynamic perspective where one's career transitions are dictated by lesser-planned socio-contextual and personal circumstances. Special attention is given to contemporary research and unique issues related to women and older workers. Within this discussion is a review of work arrangements for adapting and capitalizing on the needs of this changing workforce. We conclude by outlining trends likely to influence career development in the future, including suggestions for future research.

CEO career concerns and expectations management

2019 ◽  
Vol 20 (3) ◽  
pp. 267-289
Author(s):  
Elio Alfonso ◽  
Li-Zheng Brooks ◽  
Andrey Simonov ◽  
Joseph H. Zhang
Keyword(s):  
Earnings Forecasts ◽  
Early Career ◽  
Career Concerns ◽  
Career Stages ◽  
Career Stage ◽  
Content Type ◽  
Expectations Management ◽  
Reputational Capital ◽  
The Impact ◽  
Practical Implications

Purpose The purpose of this paper is to examine the impact of career concerns on CEOs’ use of expectations management to meet or beat analysts’ quarterly earnings forecasts. The authors posit that early career-stage CEOs are less (more) likely to use expectations management than are late career-stage CEOs if the market views expectations management as an opportunistic strategy (efficient process) due to reputational capital concerns. Design/methodology/approach The authors obtain data for CEO career stages and CEO compensation from ExecuComp, analyst earnings forecasts from the detailed I/B/E/S database, financial statement data from quarterly Compustat and stock returns from the daily CRSP database over the period 1992–2013. Findings The results are consistent with the opportunistic hypothesis and early-stage CEOs seeking to build reputational capital by avoiding the perception of engaging in an inefficient managerial strategy. The authors find robust evidence that late career-stage CEOs are more likely to engage in expectations management than early career-stage CEOs. Furthermore, the authors show that late career-stage CEOs tend to employ expectations management to boost the value of their equity-based compensation. Research limitations/implications The findings have important implications because the authors document a different implication of the “horizon problem” related to CEOs’ opportunistic forecasting behavior and the manipulation of analysts’ forecasts for CEOs who are approaching retirement. Practical implications The results have practical implications for analysts who provide earnings forecasts for firms whose CEOs are in early or late career stages and for investors who use such analysts’ forecasts in firm valuation models. Originality/value The authors contribute to the literature on expectations management by documenting how reputational incentives of CEOs affect the likelihood that managers engage in expectations management. The authors show that an important managerial incentive to engage in expectations management is CEO career concerns. Furthermore, the authors show that CEOs who are in early stages of their careers choose not to engage in expectations management due to the market’s perceived degree of opportunism pertaining to this strategy.

Developing an Intergroup Communication Intervention Curriculum

2020 ◽  
pp. 148-176
Author(s):  
Kate Magsamen-Conrad ◽  
Jeanette M. Dillon ◽  
Lisa K. Hanasono ◽  
Paul Anthony Valdez
Keyword(s):  
Interpersonal Communication ◽  
Community Setting ◽  
Community Based Participatory Research ◽  
Communication Intervention ◽  
Future Research ◽  
Diverse Workforce ◽  
Intergroup Communication ◽  
Civic Attitudes ◽  
Communication Processes ◽  
Workforce Skills

This chapter describes a community-based participatory research project that embraces opportunities to augment the skills necessary to excel in an increasingly diverse workforce, especially in terms of proficiency in communication, social interaction, and technology. The Intergroup Communication Intervention (ICI) provides needed technology skills training to older adults in a community setting to improve intergroup relationships, foster positive civic attitudes and skills, and reduce ageist attitudes of younger adults. Participants build workforce skills necessary for future success as the project advances group and interpersonal communication skills across generations using technology pedagogy to bridge the divide. The ICI approach is systematic and grounded in theory. Analyses across the project's last three years demonstrate how communication processes ignite the powerful bonding that can occur over technology. This chapter encourages future research with similar goals of using longitudinal, communication studies to enhance community, competencies, and the future workforce.

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