Program for Research on Men's Health, Hopkins Center for Health Disparities Solutions, Johns Hopkins Bloomberg School of Public Health, Baltimore, MD.
Hopkins Center for Health Disparities Solutions, Johns Hopkins Bloomberg School of Public Health, Baltimore, MD.
Ethn Dis. 2020 Jan 16;30(1):75-82. doi: 10.18865/ed.30.1.75. eCollection 2020 Winter.
The NRMN STAR program was created to address the persistent underrepresentation in grant submissions and receipt of National Institutes of Health (NIH) awards by racial/ethnic minority groups. In our current study, we assessed program impact on trainees' self-efficacy related to grant writing. The program was conducted with two cohorts: one in June 2014 and one in June 2015. We used a 19-item grant writing self-efficacy scale drawn from the 88-item Clinical Research Assessment Inventory of three domains (conceptualizing, designing, and funding a study) to predict whether self-efficacy influences researchers' grant submissions. Trainees were assessed prior to and following program completion with subsequent assessments at 6 and 12 months beyond participation. The majority of trainees were Black (62%), female (62%), and had obtained a PhD (90%). More than half (52%) were assistant professors and 57% had none or <1 year of research experience beyond postdoctoral training. However, 24% of trainees reported no postdoctoral research training. NRMN STAR trainees' self-efficacy significantly improved on all three domains exhibiting a 2.0-point mean change score on two domains (conceptualizing and design) and 3.7 point mean change score on the domain, funding a study. Findings suggest that NRMN's STAR provides impactful, confidence-building training for diverse, early stage investigators with little-to-no skills, experiences, or low self-efficacy in writing research grants.
NRMN STAR 计划旨在解决少数族裔群体在 NIH 资助申请中持续代表性不足的问题。在我们目前的研究中，我们评估了该计划对受训者撰写资助申请的自我效能感的影响。该计划分两个队列进行：一个是在 2014 年 6 月，另一个是在 2015 年 6 月。我们使用了一个由三个领域（概念化、设计和资助研究）的 88 项临床研究评估清单中的 19 项资助写作自我效能感量表，来预测自我效能感是否会影响研究人员的资助申请。在项目完成前后对受训者进行评估，并在参与后的 6 个月和 12 个月进行后续评估。大多数受训者是黑人（62%），女性（62%），拥有博士学位（90%）。超过一半（52%）是助理教授，57%的人在博士后培训之外没有或<1 年的研究经验。然而，24%的受训者报告没有博士后研究培训。NRMN STAR 受训者在所有三个领域的自我效能感都显著提高，其中两个领域（概念化和设计）的平均变化分数为 2.0 分，资助研究领域的平均变化分数为 3.7 分。研究结果表明，NRMN 的 STAR 为不同背景的早期阶段调查员提供了有影响力的、建立信心的培训，这些调查员在撰写研究资助申请方面几乎没有技能、经验或自我效能感。
