Partnered Research Experiences for Junior Faculty at Minority-Serving Institutions Enhance Professional Success

Scientific workforce diversity is critical to ensuring the realization of our national research goals and minority-serving institutions play a vital role in preparing undergraduate students for science careers. This paper summarizes the outcomes of supporting career training and research practices by faculty from teaching-intensive, minority-serving institutions. Support of these faculty members is predicted to lead to: 1) increases in the numbers of refereed publications, 2) increases in federal grant funding, and 3) a positive impact on professional activities and curricular practices at their home institutions that support student training. The results presented show increased productivity is evident as early as 1 yr following completion of the program, with participants being more independently productive than their matched peers in key areas that serve as measures of academic success. These outcomes are consistent with the goals of the Visiting Professorship Program to enhance scientific practices impacting undergraduate student training. Furthermore, the outcomes demonstrate the benefits of training support for research activities at minority-serving institutions that can lead to increased engagement of students from diverse backgrounds. The practices and results presented demonstrate a successful generalizable approach for stimulating junior faculty development and can serve as a basis for long-term faculty career development strategies that support scientific workforce diversity.     

Hierarchical Mentoring: A Transformative Strategy for Improving Diversity and Retention in Undergraduate STEM Disciplines

In the United States, less than half of the students who enter into science, technology, engineering, and mathematics (STEM) undergraduate curricula as freshmen will actually graduate with a STEM degree. There is even greater disparity in the national STEM graduation rates of students from underrepresented groups with approximately three-fourths of minority students leaving STEM disciplines at the undergraduate level. A host of programs have been designed and implemented to model best practices in retaining students in STEM disciplines. The Howard Hughes Medical Institute (HHMI) Professors Program at Louisiana State University, under leadership of HHMI Professor Isiah M. Warner, represents one of these programs and reports on a mentoring model that addresses the key factors that impact STEM student attrition at the undergraduate level. By integrating mentoring and strategic academic interventions into a structured research program, an innovative model has been developed to guide STEM undergraduate majors in adopting the metacognitive strategies that allow them to excel in their programs of study, as they learn to appreciate and understand science more completely. Comparisons of the persistence of participants and nonparticipants in STEM curricular, at the host university and with other national universities and colleges, show the impact of the model’s salient features on improving STEM retention through graduation for all students, particularly those from underrepresented groups.     

More Than “Getting Us Through:” A Case Study in Cultural Capital Enrichment of Underrepresented Minority Undergraduates

Minority students continue to be underrepresented among those who seek graduate and professional degrees in the sciences. Much previous research has focused on academic preparation. Equally important, however, are the psychological–social barriers and lack of institutional support encountered by many minority students. We present a case study of a university-sponsored intervention program for minority science majors that addresses not only academics, but also socialization into the academic community, networking, and the ability to practice newfound skills and dispositions through undergraduate research. In examining this case, we suggest that concerted, formal efforts toward expanding habitus and thereby augmenting cultural and social capital may have positive effects for underrepresented minority (URM) college students’ academic and career prospects. Moreover, we argue that these differences complement the gains program participants make in academic preparedness, showing that attention to academics alone may be insufficient for addressing longstanding inequities in science career attainment among URM students.     

Promoting minority success in the sciences: The minority opportunities in research programs at CSULA

Given the large continued investment by the federal government in programs that promote academic success and the pursuit of advanced degrees in the sciences among members groups traditionally underrepresented in the sciences, there is a strong need for research which provides rigorous investigations of these programs and their impact on the target population. The current study examines programs funded by the National Institutes of Health Minority Opportunities in Research (MORE) Division Office intended to address this underrepresentation at a minority serving comprehensive university. Academic outcomes, including college graduation and acceptance into graduate programs, among undergraduate program participants are compared against a propensity score matched comparison group. Results indicate that students supported by the MORE programs had higher GPAs at graduation, took less time to graduate, and were more likely to both graduate with a science degree and enter Master's and doctoral programs in the sciences. © 2011 Wiley Periodicals, Inc. J Res Sci Teach 49: 199–217, 2012     

The Dissertation Process and Mentor Relationships for African American and Latina/o Students in an Online Program

To examine the problem of underrepresentation of minority students in doctoral programs, the author utilized a mixed-methods case study of an online doctoral program in which large numbers of African American and Latina/o students were enrolled. Themes uncovered in the study centered on specific academic and nonacademic challenges, the important role of mentors, and the impact of degree completion on students. Recommendations include effective mentor–mentee matching and increased sensitivity to particular challenges for underrepresented minority students in doctoral programs.     

THE BENEFITS OF SUMMER BRIDGE PROGRAMS FOR UNDERREPRESENTED AND LOW‐INCOME TRANSFER STUDENTS

University summer bridge programs or transitional programs for low‐income and minority transfer students are becoming an established part of the effort to recruit, retain, and graduate a population of students underrepresented in higher education. The purpose of this study was to determine the effects of a summer bridge program on the academic, personal, and social development of underrepresented and low‐income transfer students during their first year at the University of California, Los Angeles (UCLA). The 1988 entering cohort of Transfer Summer Program (TSP) students was tracked through their first two quarters at UCLA, collecting both attitudinal and academic data.

The results of the study clearly suggest that summer bridge programs for underrepresented and low‐income students can help facilitate their transition and adjustment to university life and improve their academic performance and persistence rates. This is accomplished by increasing transfer students' control over their academic future by preparing them to effectively participate in a classroom, to assess their academic abilities, and by introducing them to campus services and encouraging the utilization of these services.     

Elite destinations: pathways to attending an Ivy League university

As higher education expands and becomes more differentiated, patterns of class stratification remain deeply entrenched, in part due to class‐based differences in college choice. A qualitative study of 50 Yale students shows the effects of social class, high schools and peers on students’ pathways to college. For students from wealthy and highly educated families, the choice of an Ivy League institution becomes normalized through the inculcated expectations of families, the explicit positioning of schools, and the peer culture. Without these advantages, less‐privileged students more often place elite institutions outside the realm of the possible – in part because of concerns of elitism. These findings suggest that even low‐socioeconomic status students with exceptional academic credentials must overcome substantial hurdles to arrive at an Ivy League university.     

Addressing the Challenge of Diversity in the Graduate Ranks: Good Practices Yield Good Outcomes

In this paper, we examine the impact of implementing three systemic practices on the diversity and institutional culture in biomedical and public health PhD training at Brown University. We hypothesized that these practices, designed as part of the National Institutes of Health–funded Initiative to Maximize Student Development (IMSD) program in the Division of Biology and Medicine, would have a positive effect on underrepresented minority (URM) recruitment and retention and objective measures of student success. These practices include: 1) develop strategic partnerships with selected undergraduate institutions; 2) provide a personalized education program of student support and skill-based modules to supplement discipline-based course work; and 3) transform institutional culture by engaging faculty in supporting diversity-related goals and practices. Data comparing URM numbers and key academic milestones before and after implementation of IMSD practices support the initial hypothesis and effectiveness of these practices at Brown. Program components are broadly applicable as best practices for others seeking to improve URM recruitment and achievements of graduate students traditionally underrepresented in the sciences.     

Strategies for Broadening Participation in Advanced Technological Education Programs: Practice and Perceptions

Expanding and diversifying the STEM (science, technology, engineering, and mathematics) workforce is a national priority. The National Science Foundation is investing efforts at post secondary education institutions to engage individuals who have been historically underrepresented in STEM. This paper investigated the use of strategies to broaden participation in STEM by grantees of NSF’s Advanced Technological Education (ATE), who are primarily located at 2-year colleges. The ATE program focuses on developing and improving technician training programs to prepare students for employment in fields that rely on advanced technologiessuch as nanotechnology, photonics, and mechatronics. A survey, conducted annually by the authors of this study, was used to collect data from ATE grantees on their use and perceptions of strategies to broaden participation in STEM. The findings showed that strategies related to motivation and access to enhance recruitment are more widely used then strategies that improve retention. Respondents identified strategies related to providing financial assistance, mentoring, and conducting outreach activities as the most effective for reaching and engaging underrepresented minority students in academic programs. Despite these perceptions, these strategies seem to be underutilized among this group.     

常青藤文化与哈佛大学的体育发展

哈佛大学作为"常青藤文化"的首创者,通过恪守联盟原则、体育与学术一体化、构建哈佛共同体、开设协力课程、追求卓越、注重学生身心健康等六大核心要素,对体育学生在专业发展、赛场竞标、学术拓展、品格养成等方面进行全方位提升,为将来成为"最具影响的英雄人物"提供有力支撑。     

An Analysis of College Choice Information Provided on Graduate Program Websites: Implications for Improving Applicant Diversity in Educational Measurement

There has long been a concern about the lack of representation of ethnic minorities in the field of educational measurement. As previous research has shown that graduate programs primarily rely on their websites for recruiting efforts, the objective of this study was to conduct a content analysis of all U.S. educational measurement program websites to evaluate the availability of college choice information found to be useful for underrepresented ethnic minority applicants. In terms of program climate, results revealed that less than 10% of programs directly encouraged ethnic minorities to apply or included an antidiscrimination statement with regard to application review on their websites. Moreover, only a few program websites indicated the availability of flexible programming—previously found to be important for underrepresented ethnic minority students—such as part‐time options (16%), evening courses (10%), and online course/program availability (8%). Recommendations for how measurement programs can improve their websites to include desirable college choice information for underrepresented ethnic minority applicants are discussed.     

The work of scholars: an institutional ethnography of a McNair scholars’ class

The McNair Scholars Program continues to be pivotal towards increasing diversity within graduate schools in the USA, particularly within doctoral programmes. The programme provides underrepresented undergraduate students with opportunities to learn about research and applying to graduate schools, which otherwise might not be available for these students. Every academic year, students who come from various socially marginalised backgrounds such as low-income, Black, Latino/a, among other social categories, work on learning research skills in the McNair programme to become attractive prospective graduate students. The purpose of this study was to understand students’ work within McNair programs, particularly when it came to completing McNair assignments. Based off an institutional ethnographic methodology, this study highlights how students lived the discourse of being McNair scholars.     

Sponsored Research Versus Graduating Students? Intervening Variables and Unanticipated Findings in Public Research Universities

This article examines the relationship between sponsored research monies and the graduation of undergraduate students at 22 public research universities. Using institutional and student characteristics for 59,982 students at these universities, we conducted chi-square, cross-tabulation, correlation, and hierarchical nonlinear modeling (HNLM) analyses to determine the relationship between our principal independent and dependent variables, and among them and other individual and institutional variables, including SAT (individual and institutional mean), gender (individual and percentage), underrepresented minority (individual and percentage), and graduate academic program rating. In contrast to a basic premise of most policymakers and academic managers, our findings suggest that an institution's sponsored research expenditures are positively related to undergraduates' graduation. We also find that mean SAT has a powerful impact on student graduation, although at the individual level gender is a more powerful correlate of graduation than is SAT score.     

Pressurizing the STEM Pipeline: an Expectancy-Value Theory Analysis of Youths’ STEM Attitudes

Over the past decade, there has been a strong national push to increase minority students’ positive attitudes towards STEM-related careers. However, despite this focus, minority students have remained underrepresented in these fields. Some researchers have directed their attention towards improving the STEM pipeline which carries students through our educational system and into STEM careers. Previous research has shown that expectancy-value theory (EVT) is useful for examining the short-term as well as long-term academic motivations and intentions of elementary age minority students. These findings provide insights into ways we may be able to potentially “patch” particular STEM pipeline leaks. In the current study, we advance this research by using EVT as a framework to examine the STEM attitudes of young students directly. We hypothesize that students’ academic-related expectancies for success and subjective task values will be associated with an increase in STEM attitudes. Data for this study was gathered over the course of a large-scale computing intervention which sought to increase students’ STEM interest. This computing intervention took place in an urban elementary school district located within the southeastern USA. Results from this study indicate that both intrinsic values and utility values predict students’ STEM attitudes but they influence attitudes related to the various dimensions of STEM differently. These findings demonstrate that EVT provides a useful framework, which can be integrated into future computing interventions, to help encourage positive STEM attitudes in young children, thus increasing the internal pressure (or flow) within the STEM pipeline.     

An evaluation of the Mellon Mays Undergraduate Fellowship's effect on PhD production at non-UNCF institutions

The Mellon Mays Undergraduate Fellowship Program (MMUF) encourages underrepresented minority (URM) students to pursue PhD study with an eye toward entering academia. Fellows have completed PhDs at high rates relative to other students, but they are selected for their interest and potential. In this paper we use restricted access data from the Mellon Foundation and the National Science Foundation's Survey of Earned Doctorates to investigate the effect of the MMUF on PhD completions by URM students who graduate from participating institutions. We find no evidence that participation in the program causes a statistically significant increase in the numbers of PhDs completed by URM students, and increases greater than about one PhD per institution per cohort lie outside a 95% confidence interval of our estimates. This suggests that at least some of the PhDs completed by participants would have occurred without the program.     

A 10‐Year Review of the Food Science Summer Scholars Program: A Model for Research Training and for Recruiting Undergraduate Students into Graduate Programs and Careers in Food Science

Abstract: A pressing problem facing regulatory agencies, academia, and the food industry is a shortage of qualified food science graduates, particularly those with advanced degrees (that is, M.S. or Ph.D.). In 2000, the Cornell Institute of Food Science established the annual Food Science Summer Scholars Program as an experiential summer research program for undergraduate students with the goal of increasing the number of individuals enrolling in graduate programs in Food Science and entering careers in food science. In 2008, to explore expansion to other food science programs, the program also included 5 students placed at the Univ. of Massachusetts. Between 2000 and 2009, a total of 147 undergraduate students, representing a nationally and internationally diverse student body, have participated in the program. Sixty program participants have been recruited from nonfood science majors and 25 have been U.S. citizens representing traditionally underrepresented minorities. Forty‐five program alumni have completed graduate degrees with a food science or related major, and 56 alumni are currently pursuing graduate degrees in food science or related disciplines. Thirty program alumni are working in the food industry. The Food Science Summer Scholars Program at Cornell and the Univ. of Massachusetts has proved to be an effective program for recruiting students into graduate programs and careers in food science. Furthermore, the Summer Scholars Program at Cornell and the Univ. of Massachusetts serves as a model for the development of a cooperative multi‐institutional food science summer research program for undergraduates to further increase the supply of students for graduate study and careers in food science.     

Faculty Motivation to Mentor Students Through Undergraduate Research Programs: A Study of Enabling and Constraining Factors

Undergraduate research experiences are a “high impact” educational practice that confer benefits to students. However, little attention has been paid to understanding faculty motivation to mentor undergraduate students through research training programs, even as the number of programs has grown, requiring increasing numbers of faculty mentors. To address this, we introduce a conceptual model for understanding faculty motivation to mentor and test it by using empirical data to identify factors that enable and constrain faculty engagement in an undergraduate research program. Using cross-sectional survey data collected in 2013, we employed generalized linear modeling to analyze data from 536 faculty across 13 research institutions to examine how expected costs/benefits, dispositional factors, situational factors, previous experience, and demographic factors predicted faculty motivation to mentor. Results show that faculty who placed greater value on the opportunity to increase diversity in the academy through mentorship of underrepresented minorities were more likely to be interested in serving as mentors. Faculty who agreed more strongly that mentoring undergraduate students was time consuming and their institution’s reward structures were at odds with mentoring, or who had more constrained access to undergraduate students were less likely to be interested in serving as mentors. Mid-career faculty were more likely than late-career faculty to be interested in serving as mentors. Findings have implications for improving undergraduate research experiences, since the success of training programs hinges on engaging highly motivated faculty members as mentors.     

The McNair Program as a Socializing Influence on Doctoral Degree Attainment

The quality of doctoral students’ academic and social experiences is a key element of their success in graduate school programs. These experiences support the completion of doctoral programs, especially for first-generation college students from low-income backgrounds. Framed by Weidman's (1989) undergraduate socialization model, the author interviewed 18 former participants in Ronald McNair Programs (McNair Program),who completed their doctoral studies in order to determine how such programs can serve as a socializing agent to facilitate the successful completion of graduate study. Several themes emerge from the interviews conducted that distinguish McNair Programs from other interventions to promote integration or preparation, including the presence of academic and social integration. Such integration had a positive influence on the participants’ doctoral experience and contributed to the development of their competence, self-confidence, social and academic connectedness, and academic identity. Participants derived the greatest benefits from academic program components and academic counseling. Moreover, social components such as mentoring, cultural activities, and personal encounters in summer research internships also contributed to a positive doctoral experience.     

Creating Pathways to College for Migrant Students: Assessing a Migrant Outreach Program

Migrant students are among the most disadvantaged of any groups in the United States, yet little is understood about factors that facilitate their college access. College access outreach programs rarely collect data on whether and where their students go to college. This longitudinal study tracked the college-going behaviors of migrant students who participated in the Migrant Student Leadership Institute (MSLI), a program whose goals include increasing migrant students' 4-year college access. The program emphasizes developing students' capacity for critical thinking about sociopolitical conditions, as well as their academic preparation for, and knowledge about, college. Results from analyses using an equivalent comparison group suggest that the program positively affected participants' application rates to, and enrollment rates in, more selective California public higher education institutions, including campuses of the University of California (UC) system. This article addresses factors that potentially accounted for these outcomes.     

Relational Mentoring of Doctoral Social Work Students at Historically Black Colleges and Universities

This article explores the distinctive mentoring experiences of social work doctoral students at historically black colleges and universities (HBCUs). With a philosophical emphasis on social justice, self-determination, racial identity and pride, and social integration, social work faculty at HBCUs mentor African American and other students in PhD programs for academic achievement and successful leadership in the professoriate. The mentoring experiences at HBCUs are underpinned by tenets from relational/cultural theory and the Black feminist theory of “other mothering.” Using Howard University as a case study, this article examines relational mentoring experiences of PhD students in preparation for the academy and for leadership in social work education and practice.