Barriers to Advancement in Academic Medicine: the Perception Gap Between Majority Men and Other Faculty.

BACKGROUND: According to the American Association of Medical Colleges, women comprise 26% of full professors and 19% of medical school department chairs. African American and Latino faculty comprise 4.6% of full professors and 6.9% of department chairs. OBJECTIVE: Because of the lack of representation of women and racial/ethnic minority faculty at the highest levels of academic medicine, this study examines the perceptions of barriers to advancement by men and women academic medical school faculty of differing races and ethnicities to explore potential differences in perceptions by demographic group. DESIGN: Semi-structured one-on-one interviews were conducted between July and September 2017. PARTICIPANTS: In order to give all faculty a chance to participate, faculty of all ranks and specialties were recruited from one southeastern medical school to participate in the study. APPROACH: Interviews were audio recorded, transcribed, and analyzed by 3 members of the research team using an inductive approach to thematic analysis. Participants were organized into 4 groups for analysis-underrepresented in medicine (URiM) women, majority women, URiM men, majority men. KEY RESULTS: Sixty-four faculty consented to participate in the study (56.2% women, 34.4% URiM). Subthemes were grouped under three main themes: Perceptions of Barriers to Advancement of Women Faculty, Perceptions of Barriers to Advancement of African American and Latino Faculty, and Perceptions of the Institutional Climate for Diversity. Majority men tended to voice distinctly different perspectives than the other three demographic groups, with the most notable differences between majority men and URiM women. Majority  men tended to suggest that the advancement of women and URiM faculty was acceptable or getting better, the lack of URiM faculty in leadership was due mainly to pipeline issues, and women choose not to advance to leadership positions. CONCLUSION: We found that participant gender and race/ethnicity shaped perspectives of medical school faculty advancement in distinct ways.

Translating the Birmingham Neighborhood Leaders Survey into Innovative Action through the Community Health Innovation Awards.

The Carnegie Foundation for the Advancement of Teaching describes community engagement as the collaboration between higher education institutions and their larger communities (local, regional/state, national, global) for the mutually beneficial exchange of knowledge and resources in a context of partnership. This article describes the development, implementation and outcomes of a community-engaged grant-making program, the Community Health Innovation Awards (CHIA). The CHIA program was the by-product of a qualitative study jointly led by researchers at the University of Alabama at Birmingham and neighborhood leaders from the surrounding communities in Birmingham, AL. The competitive program provided funding to area organizations that proposed creative solutions to on-the-ground health challenges. Since its inception, CHIA has awarded $356,500 to 26 innovative projects between 2012 and 2017. These awards have supported novel programs that have connected academic and community partners in addressing health disparities and improving overall community well-being in the greater Birmingham area.

The Association of Emotional and Physical Reactions to Perceived Discrimination with Depressive Symptoms Among African American Men in the Southeast.

This study examines the association of emotional and physical reactions to perceived discrimination with depressive symptoms among a sample of African American (AA) men in the southeastern United States. Analysis of the 2010 Behavioral Risk Factor Surveillance System (BRFSS) data set provides an examination of demographic, perceived discrimination context, and health status differences in depressive symptoms measured by the Patient Health Questionnaire-2 (PHQ-2). The analysis also assesses individual differences among AA men related to experiencing physical symptoms and feeling emotionally upset due to perceived discrimination. A focused examination investigates the role of adverse reactions to perceived discrimination in association with depressive symptomology. Findings illuminate the significance of experiences of and reactions to perceived discrimination in relationship with depressive symptomology among AA men living in the southeastern United States. Findings also demonstrate the need for additional research focusing on perceived discrimination experiences in relation to depressive symptoms experienced among the AA male subgroup. Continued investigation of within-group differences among AA men, with health promotional strategies to foster social-emotional support, will further the improvement in health and wellness for AA men.

Communication in Theory and Research on Transactive Memory Systems: A Literature Review.

Transactive memory systems (TMS) theory has attracted considerable attention in the scholarly fields of cognitive, organizational, and social psychology; communication; information science; and management. A central theme underlying and connecting these scholarly fields has been the role of interpersonal communication in explaining how members of dyads, groups, and teams learn "who knows what," specialize in different information domains, and retrieve information from domain experts. However, because theoretical and empirical evidence is scattered across related, yet distinct scholarly fields, it is difficult to determine how and why communication influences TMS and related outcomes. Thus, this paper reviews literature on the relationships between communication, TMS, and outcomes in dyads, groups, and teams, and proposes avenues for future research.

A Multi-Functional View of Moral Disengagement: Exploring the Effects of Learning the Consequences.

This paper takes us beyond the unethical act and explores the use of moral disengagement as a multi-stage, multi-functional regulatory, and coping mechanism that not only allows individuals to engage in unethical behavior, but also manage the negative emotions (i.e., guilt and shame) from learning the consequences of such behavior. A resource-based lens is applied to the moral disengagement process, suggesting that individuals not only morally disengage prior to committing an unethical act in order to conserve their own resources, but also morally disengage as a coping mechanism to reduce emotional duress upon learning of the consequences of their actions, which we describe as post-moral disengagement. These assertions are tested using a scenario-based laboratory study consisting of 182 respondents. Findings indicate that individuals will morally disengage in order to commit an unethical act, will experience negative emotions from having learned of the consequences, and then will engage in post-moral disengagement as a coping mechanism. In addition, the findings suggest that guilt and shame relate differently to moral disengagement.

Aggregate perceptions of intrateam conflict and individual team member perceptions of team psychological contract breach: the moderating role of individual team member perceptions of team support / Percepción agregada del conflicto en equipo y de cada miembro del mismo a cerca de la ruptura del contrato psicológico de equipo: el papel moderador de la percepción de apoyo del equipo por parte de sus miembros

We seek to contribute to our very limited knowledge base about a relatively new type of psychological contract: team psychological contracts. We argue that aggregate perceptions of intrateam task and relationship conflict are positively associated with individual team member perceptions of team psychological contract breach. We also argue that individual team member perceptions of team support mitigate the respective relationships between aggregate perceptions of intrateam task and relationship conflict and individual team member perceptions of team psychological contract breach. Using 306 team members across 76 teams from 18 organizations, we find that aggregate perceptions of intrateam task and relationship conflict are both positively associated with individual team member perceptions of team psychological contract breach. However, we find that individual team member perceptions of team support only mitigate the relationship between aggregate perceptions of intrateam relationship conflict and individual team member perceptions of team psychological contract breach. Theoretical and practical implications are discussed

Pretendemos contribuir a nuestra muy limitada base de conocimiento sobre un tipo relativamente nuevo de contrato psicológico: el de equipo. Sostenemos que la percepción agregada de la tarea en el equipo y del conflicto en las relaciones se asocia positivamente con la percepción de la ruptura del contrato psicológico de equipo por parte de sus miembros. También sostenemos que la percepción de apoyo del equipo por parte de sus miembros mitiga la relación entre la percepción agregada de la tarea en equipo y del conflicto relacional y la percepción de los miembros individuales a cerca de la ruptura del contrato psicológico de equipo. Utilizando 306 miembros de 76 equipos de 18 empresas vimos que la percepción agregada de la tarea en equipo y del conflicto relacional se asocia positivamente a la percepción por parte de los miembros individuales de la ruptura del contrato psicológico de equipo. No obstante, vemos que la percepción de apoyo del equipo por parte de los miembros individuales solo mitiga la relación entre la percepción agregada del conflicto relacional en el equipo y la percepción de la ruptura del contrato psicológico de equipo por parte de sus miembros. Se abordan las implicaciones teóricas y prácticas