A prosocial value intervention in gateway STEM courses.

Many college students, especially first-generation and underrepresented racial/ethnic minority students, desire courses and careers that emphasize helping people and society. Can instructors of introductory science, technology, engineering, and math (STEM) courses promote motivation, performance, and equity in STEM fields by emphasizing the prosocial relevance of course material? We developed, implemented, and evaluated a prosocial utility-value intervention (UVI): A course assignment in which students were asked to reflect on the prosocial value of biology or chemistry course content; our focus was on reducing performance gaps between first-generation and continuing generation college students. In Studies 1a and 1b, we piloted two versions of a prosocial UVI in introductory biology (N = 282) and chemistry classes (N = 1,705) to test whether we could encourage students to write about the prosocial value of course content. In Study 2, we tested a version of the UVI that combines personal and prosocial values, relative to a standard UVI, which emphasizes personal values, using a randomized controlled trial in an introductory chemistry course (N = 2,505), and examined effects on performance and motivation in the course. In Study 3, we tested the prosocial UVI against a standard UVI in an introductory biology course (N = 712). Results suggest that the prosocial UVI may be particularly effective in promoting motivation and performance for first-generation college students, especially those who are more confident that they can perform well in the class, reflecting a classic expectancy-value interaction. Mediation analyses suggest that this intervention worked by promoting interest in chemistry. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Utility-value intervention promotes persistence and diversity in STEM.

We tested the long-term effects of a utility-value intervention administered in a gateway chemistry course, with the goal of promoting persistence and diversity in STEM. In a randomized controlled trial (N = 2,505), students wrote three essays about course content and its personal relevance or three control essays. The intervention significantly improved STEM persistence overall (74% vs. 70% were STEM majors 2.5 y later). Effects were larger for students from marginalized and underrepresented racial/ethnic groups, who were 14 percentage points more likely to persist in STEM fields in the intervention condition (69% vs. 55%). Mediation analysis suggests that the intervention promoted persistence for these students by bolstering their motivation to attain a STEM degree and by promoting engagement with course assignments. This theory-informed curricular intervention is a promising tool for educators committed to retaining students in STEM.

The "Gift" of Time: Documenting Faculty Decisions to Stop the Tenure Clock During a Pandemic.

Anticipating the deleterious effects of pandemic mitigation protocols on faculty's research and creative work, many universities introduced mechanisms for pre-tenured faculty to receive tenure clock extensions. Unlike most stop-the-clock extensions, which occur on an individual basis, the stop-the-tenure-clock during COVID-19 was a mass-triggering event that applied to all faculty. Informed by social role theory, we examined this unique situation of stop-the-tenure clock decisions by faculty at two different universities within the same state system. Institutional level demographic and field of study data on faculty decision making at one high research activity university (n = 97) and one very high research activity university (n = 387) were examined at two time points; a first tenure-clock stop opportunity and a second tenure-clock stop opportunity. Results show that although the overall rates of clock-stops were much larger at the research-intense university, the characteristics of who was most likely to accept or opt out of the first tenure-clock stop were similar at both universities. Ethnic minoritized faculty at both universities had greater odds of accepting the clock-stop. Results also showed that at both universities, women were somewhat more likely to accept the first tenure clock extension, and exploratory follow-up shows this gendered decision manifested differently depending on field of study. Relatively few faculty accepted the second tenure clock-stop. Our findings provide a portrait of who accepts or declines tenure clock extensions with important implications for downstream effects on equity within the academy.

Appealing to Faculty Gatekeepers: Motivational Processes for Intentions to Adopt an Evidence-B ased Intervention.

What motivates faculty teaching gateway courses to consider adopting an evidence-based classroom intervention? In this nationally representative study of biology faculty members in the United States (N = 422), we used expectancy-value-cost theory to understand three convergent motivational processes the faculty members' underlying intentions to adopt an exemplar evidence-based classroom intervention: the utility value intervention (UVI). Although the faculty members perceived the intervention as valuable, self-reported intentions to implement it were degraded by concerns about costs and lower expectancies for successful implementation. Structural equation modeling revealed that the faculty members reporting lower intentions to adopt it tended to be White and to identify as male and had many years of teaching or were from a more research-focused university. These personal, departmental, and institutional factors mapped onto value, expectancies, and cost perceptions uniquely, showing that each process was a necessary but insufficient way to inspire intentions to adopt the UVI. Our findings suggest multifaceted, context-responsive appeals to support faculty member motivation to scale up adoption of evidence-based classroom interventions.

The Reproducibility Movement in Psychology: Does Researcher Gender Affect How People Perceive Scientists With a Failed Replication?

The reproducibility movement in psychology has resulted in numerous highly publicized instances of replication failures. The goal of the present work was to investigate people's reactions to a psychology replication failure vs. success, and to test whether a failure elicits harsher reactions when the researcher is a woman vs. a man. We examined these questions in a pre-registered experiment with a working adult sample, a conceptual replication of that experiment with a student sample, and an analysis of data compiled and posted by a psychology researcher on their public weblog with the stated goal to improve research replicability by rank-ordering psychology researchers by their "estimated false discovery risk." Participants in the experiments were randomly assigned to read a news article describing a successful vs. failed replication attempt of original work from a male vs. female psychological scientist, and then completed measures of researcher competence, likability, integrity, perceptions of the research, and behavioral intentions for future interactions with the researcher. In both working adult and student samples, analyses consistently yielded large main effects of replication outcome, but no interaction with researcher gender. Likewise, the coding of weblog data posted in July 2021 indicated that 66.3% of the researchers scrutinized were men and 33.8% were women, and their rank-ordering was not correlated with researcher gender. The lack of support for our pre-registered gender-replication hypothesis is, at first glance, encouraging for women researchers' careers; however, the substantial effect sizes we observed for replication outcome underscore the tremendous negative impact the reproducibility movement can have on psychologists' careers. We discuss the implications of such negative perceptions and the possible downstream consequences for women in the field that are essential for future study.

"Broad" Impact: Perceptions of Sex/Gender-Related Psychology Journals.

Because men are overrepresented within positions of power, men are perceived as the default in academia (androcentrism). Androcentric bias emerges whereby research by men and/or dominated by men is perceived as higher quality and gains more attention. We examined if these androcentric biases materialize within fields that study bias (psychology). How do individuals in close contact with psychology view psychology research outlets (i.e., journals) with titles including the words women, gender, sex, or feminism (sex/gender-related) or contain the words men or masculinity (men-related; Study 1) versus psychology journals that publish other-specialized research, and do these perceptions differ in the general public? While the men-related journal was less meritorious than its other-specialty journal, evidence emerged supporting androcentric bias such that the men-related journal was more favorable than the other sex/gender-related journals (Study 1). Further, undergraduate men taking psychology classes rated sex/gender-related versus other-specialty journals as less favorable, were less likely to recommend subscription (Studies 1-2), and rated the journals as lower quality (Study 2 only). Low endorsement of feminist ideology was associated with less support for sex/gender-related journals versus matched other-specialty journals (Studies 1-2). Decreased subscription recommendations for sex/gender-related journals (and the men-related journal) were mediated by decreased favorability and quality beliefs, especially for men (for the sex/gender-related journals) and those low in feminist ideology (Studies 1-2). However, we found possible androcentric-interest within the public sphere. The public reach of articles (as determined by Altmetrics) published in sex/gender-related was greater than other-specialty journals (Study 3). The consequences of these differential perceptions for students versus the public and the impact on women's advancement in social science and psychological science are discussed.

Diversity Interventions in the Classroom: From Resistance to Action.

What goes into faculty decisions to adopt a classroom intervention that closes achievement gaps? We present a theoretical model for understanding possible resistance to and support for implementing and sustaining a diversity-enhancing classroom intervention. We propose, examine, and refine a "diversity interventions-resistance to action" model with four key inputs that help explain faculty's decision to implement (or not) an evidence-based intervention: 1) notice that underrepresentation is a problem, 2) interpret underrepresentation as needing immediate action, 3) assume responsibility, and 4) know how to help. Using an embedded mixed-methods design, we worked with a sample of 40 biology faculty from across the United States who participated in in-depth, semistructured, qualitative interviews and surveys. Survey results offer initial support for the model, showing that the inputs are associated with faculty's perceived value of and implementation intentions for a diversity-enhancing classroom intervention. Findings from qualitative narratives provide rich contextual information that illuminates how faculty think about diversity and classroom interventions. The diversity interventions-resistance to action model highlights the explicit role of faculty as systemic gatekeepers in field-wide efforts to diversify biology education, and findings point to strategies for overcoming different aspects of faculty resistance in order to scale up diversity-enhancing classroom interventions.

Diversity fatigue: A survey for measuring attitudes towards diversity enhancing efforts in academia.

OBJECTIVES: Academia is grappling with how to address persistent underrepresentation and reduce inequities. With so many diversity-enhancing initiatives underway, some within the academic community might experience "diversity fatigue," a construct we use to understand majority groups' feelings of weariness toward diversity efforts. METHOD: For our testing purposes, we focused on ethnic and minority underrepresentation, and collected data in four studies from 473 White American students and faculty. Using exploratory and confirmatory factor analysis and latent profile analysis, we develop and confirm the single factor structure of the final 6-item Diversity Fatigue scale. We measured associations with other established measures and examined the strength of the association between diversity fatigue and faculty's support for a diversity-enhancing intervention. RESULTS: Results demonstrated scale reliability, convergent validity with system-justifying beliefs, and offer suggestive evidence of discriminant validity with inclusion concerns and implicit race-based associations. Although mean levels of diversity fatigue were low overall, diversity fatigue scores were related to concerns about the effort involved with diversity work and were significantly associated with faculty's motivation to adopt a diversity-enhancing classroom activity. CONCLUSIONS: Diversity fatigue in academia is a dampening in people's response to or enthusiasm for efforts that improve the experience of underrepresented people. This state experience is connected to system-justifying beliefs and is related to concerns about the effort required to do diversity interventions. Understanding and measuring this construct has implications for the psychology of intergroup relations, as well as practical implications for campus communities committed to diversity programs. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Open science, communal culture, and women's participation in the movement to improve science.

Science is undergoing rapid change with the movement to improve science focused largely on reproducibility/replicability and open science practices. This moment of change-in which science turns inward to examine its methods and practices-provides an opportunity to address its historic lack of diversity and noninclusive culture. Through network modeling and semantic analysis, we provide an initial exploration of the structure, cultural frames, and women's participation in the open science and reproducibility literatures (n = 2,926 articles and conference proceedings). Network analyses suggest that the open science and reproducibility literatures are emerging relatively independently of each other, sharing few common papers or authors. We next examine whether the literatures differentially incorporate collaborative, prosocial ideals that are known to engage members of underrepresented groups more than independent, winner-takes-all approaches. We find that open science has a more connected, collaborative structure than does reproducibility. Semantic analyses of paper abstracts reveal that these literatures have adopted different cultural frames: open science includes more explicitly communal and prosocial language than does reproducibility. Finally, consistent with literature suggesting the diversity benefits of communal and prosocial purposes, we find that women publish more frequently in high-status author positions (first or last) within open science (vs. reproducibility). Furthermore, this finding is further patterned by team size and time. Women are more represented in larger teams within reproducibility, and women's participation is increasing in open science over time and decreasing in reproducibility. We conclude with actionable suggestions for cultivating a more prosocial and diverse culture of science.

Research Microcultures as Socialization Contexts for Underrepresented Science Students.

How much does scientific research potentially help people? We tested whether prosocial-affordance beliefs (PABs) about science spread among group members and contribute to individual students' motivation for science. We tested this question within the context of research experience for undergraduates working in faculty-led laboratories, focusing on students who belong to underrepresented minority (URM) groups. Longitudinal survey data were collected from 522 research assistants in 41 labs at six institutions. We used multilevel modeling, and results supported a socialization effect for URM students: The aggregate PABs of their lab mates predicted the students' own initial PABs, as well as their subsequent experiences of interest and their motivation to pursue a career in science, even after controlling for individual-level PABs. Results demonstrate that research labs serve as microcultures of information about the science norms and values that influence motivation. URM students are particularly sensitive to this information. Efforts to broaden participation should be informed by an understanding of the group processes that convey such prosocial values.

Grant-Writing Bootcamp: An Intervention to Enhance the Research Capacity of Academic Women in STEM.

Broadening the participation of women in science, technology, engineering, and mathematical (STEM) fields is more than a social-justice issue; diversity is paramount to a thriving national research agenda. However, women face several obstacles to fully actualizing their research potential. Enhancing the research capacity and opportunity of women faculty requires purposeful changes in university practice. Therefore, we designed an intervention, a grant-writing bootcamp informed by self-determination theory (Deci and Ryan 2012), to support the participants' feelings of relatedness, autonomy, and competence. Three grant-writing bootcamps were run over an 18-month period. Using a pre- and post-test design over the span of 1 year (and contrasting results with a comparison sample who were not part of the intervention) showed that the women participating in the grant-writing bootcamp significantly increased the number of external grants submitted, the number of proposals led as principal investigator, the number of external grants awarded, and the amount of external funding dollars awarded.

Discounting input from older adults: the role of age salience on partner age effects in the social contagion of memory.

Three experiments examined the impact of partner age on the magnitude of socially suggested false memories. Young participants recalled household scenes in collaboration with an implied young or older adult partner who intentionally recalled false items. In Experiment 1, participants were presented with only the age of their partner (low age-salience context); in Experiment 2, participants were presented with the age of their partner along with a photograph and biographical information about their partner (high age-salience context); in Experiment 3, age salience was varied within the same experiment. Across experiments, participants in both the low age-salience and high age-salience contexts incorporated their partners' misleading suggestions into their own subsequent recall and recognition reports, thus demonstrating social contagion with implied partners. Importantly, the effect of partner age differed across conditions. Participants in the high age-salience context were less likely to incorporate misleading suggestions from older adult partners than from young adult partners, but participants in the low age-salience context were equally likely to incorporate suggestions from young and older adult partners. Participants discount the memory of older adult partners only when age is highly salient.

Interest Matters: The Importance of Promoting Interest in Education.

Interest is a powerful motivational process that energizes learning, guides academic and career trajectories, and is essential to academic success. Interest is both a psychological state of attention and affect toward a particular object or topic, and an enduring predisposition to reengage over time. Integrating these two definitions, the four-phase model of interest development guides interventions that promote interest and capitalize on existing interests. Four interest-enhancing interventions seem useful: attention-getting settings, contexts evoking prior individual interest, problem-based learning, and enhancing utility value. Promoting interest can contribute to a more engaged, motivated, learning experience for students.

From Bench to Bedside: A communal utility value intervention to enhance students' biomedical science motivation.

Motivating students to pursue science careers is a top priority among many science educators. We add to the growing literature by examining the impact of a utility value intervention to enhance student's perceptions that biomedical science affords important utility work values. Using an expectancy-value perspective we identify and test two types of utility value: communal (other-oriented) and agentic (self-oriented). The culture of science is replete with examples emphasizing high levels of agentic value, but communal values are often (stereotyped as) absent from science. However, people in general want an occupation that has communal utility. We predicted and found that an intervention emphasizing the communal utility value of biomedical research increased students' motivation for biomedical science (Studies 1-3). We refined whether different types of communal utility value (working with, helping, and forming relationships with others) might be more or less important, demonstrating that helping others was an especially important predictor of student motivation (Study 2). Adding agentic utility value to biomedical research did not further increase student motivation (Study 3). Furthermore, the communal value intervention indirectly impacted students' motivation because students believed that biomedical research was communal and thus subsequently more important (Studies 1-3). This is key, because enhancing student communal value beliefs about biomedical research (Studies 1-3) and science (Study 4) was associated both with momentary increases in motivation in experimental settings (Studies 1-3) and increased motivation over time among students highly identified with biomedicine (Study 4). We discuss recommendations for science educators, practitioners, and faculty mentors who want to broaden participation in science.

Quality of evidence revealing subtle gender biases in science is in the eye of the beholder.

Scientists are trained to evaluate and interpret evidence without bias or subjectivity. Thus, growing evidence revealing a gender bias against women-or favoring men-within science, technology, engineering, and mathematics (STEM) settings is provocative and raises questions about the extent to which gender bias may contribute to women's underrepresentation within STEM fields. To the extent that research illustrating gender bias in STEM is viewed as convincing, the culture of science can begin to address the bias. However, are men and women equally receptive to this type of experimental evidence? This question was tested with three randomized, double-blind experiments-two involving samples from the general public (n = 205 and 303, respectively) and one involving a sample of university STEM and non-STEM faculty (n = 205). In all experiments, participants read an actual journal abstract reporting gender bias in a STEM context (or an altered abstract reporting no gender bias in experiment 3) and evaluated the overall quality of the research. Results across experiments showed that men evaluate the gender-bias research less favorably than women, and, of concern, this gender difference was especially prominent among STEM faculty (experiment 2). These results suggest a relative reluctance among men, especially faculty men within STEM, to accept evidence of gender biases in STEM. This finding is problematic because broadening the participation of underrepresented people in STEM, including women, necessarily requires a widespread willingness (particularly by those in the majority) to acknowledge that bias exists before transformation is possible.

Now Hiring! Empirically Testing a Three-Step Intervention to Increase Faculty Gender Diversity in STEM.

Workforce homogeneity limits creativity, discovery, and job satisfaction; nonetheless, the vast majority of university faculty in science, technology, engineering, and mathematics (STEM) fields are men. We conducted a randomized and controlled three-step faculty search intervention based in self-determination theory aimed at increasing the number of women faculty in STEM at one US university where increasing diversity had historically proved elusive. Results show that the numbers of women candidates considered for and offered tenure-track positions were significantly higher in the intervention groups compared with those in controls. Searches in the intervention were 6.3 times more likely to make an offer to a woman candidate, and women who were made an offer were 5.8 times more likely to accept the offer from an intervention search. Although the focus was on increasing women faculty within STEM, the intervention can be adapted to other scientific and academic communities to advance diversity along any dimension.