Making sense of infant familiarity and novelty responses to words at lexical onset

This study suggests that familiarity and novelty preferences in infant experimental tasks can in some instances be interpreted together as a single indicator of language advance. We provide evidence to support this idea based on our use of the auditory headturn preference paradigm to record responses to words likely to be either familiar or unfamiliar to infants. Fifty-nine 10-month-old infants were tested. The task elicited mixed preferences: Familiarity (longer average looks to the words likely to be familiar to the infants), novelty (longer average looks to the words likely to be unfamiliar) and no-preference (similar-length of looks to both type of words). The infants who exhibited either a familiarity or a novelty response were more advanced on independent indices of phonetic advance than the infants who showed no preference. In addition, infants exhibiting novelty responses were more lexically advanced than either the infants who exhibited familiarity or those who showed no-preference. The results provide partial support for Hunter and Ames' (1988) developmental model of attention in infancy and suggest caution when interpreting studies indexed to chronological age

Creating a more supportive and inclusive university culture: a mixed-methods interdisciplinary comparative analysis of medical and social sciences at the University of Oxford

Results of two C-Change surveys of 4997 faculty and staff in medical and social sciences are analysed quantitatively and qualitatively and presented with illustrative quotations giving voice to critical personal perceptions of the culture and efforts to improve it. The C-Change survey included 12 dimensions of the culture: Vitality; Self-Efficacy in Career Advancement; Institutional Support; Relationships/Inclusion/Trust; Values Alignment; Ethical/Moral Distress; Leadership Aspirations; Work-Life Integration; Gender Equity; Black and Minority Ethnic Equity; Institutional Change Efforts for Diversity; Institutional Change Efforts for Faculty Support. Women were less positive than men on six dimensions in medical and ten dimensions in social sciences, suggesting that women’s experiences are different to those of men. Both women and men were more positive about the culture in medical than social sciences. A more positive culture in medical sciences is attributed to the wide-spread implementation of Athena SWAN gender equality action plans linked to the NIHR funding incentives

Pandemic Impact on Research Faculty in Academic Medicine: A Mixed Method Study

Introduction: This mixed-method study sought to elucidate the impact of COVID-19 on the professional environments and career trajectories of midcareer research faculty in U.S. medical schools. Methods: Participants were 40 midcareer medical school faculty enrolled in the Brandeis University C-Change Mentoring and Leadership Institute, a group peer mentoring career development course being tested in a National Institutes of Health-funded randomized controlled trial. Results: We observed a gender disparity in both the quantitative and qualitative data, with women faculty describing COVID-19 more negatively impacting their career trajectory. This negative impact was independent of having children in the home. Participants largely reported no change in their commitment to conducting research or interest in applying for research funding. A total of 54% of faculty reported no effect of the pandemic on their relationships with colleagues (n = 21) and 33% reported a negative effect (n = 13). A trend emerged when examining the data by degree, however, with PhD faculty about twice as likely as physicians to report a negative effect of the pandemic on their relationship with colleagues (47% n = 9 vs. 20% n = 4, respectively). The ordinal test on the 5-point scale approached statistical significance but did not meet the standard 0.05 cut-off (p value = 0.06; Z-value = -1.86). Conclusions: While faculty initially reported some positive outcomes of the SARS-CoV-2 pandemic in their own experiences in April 2020, their experiences 1 year later reflected negative impacts of the pandemic on career trajectory, especially for women, and on relationships with colleagues, with a higher intensity signal for PhD scientists

Implementation and evaluation of a group peer mentoring and leadership development program for research faculty in academic medicine

Introduction: Research faculty often experience poor mentoring, low vitality, and burnout. We report on our logic model inputs, activities, measurable outcomes, and impact of a novel mentoring intervention for biomedical research faculty: The C-Change Mentoring & Leadership Institute. We present a) a detailed description of the curriculum and process, b) evaluation of the program\u27s mentoring effectiveness from the perspective of participants, and c) documentation of mentoring correlated with key positive outcomes. Methods: A yearlong facilitated group peer mentoring program that convened quarterly in person was conducted twice (2020-2022) as part of an NIH-funded randomized controlled study. The culture change intervention aimed to increase faculty vitality, career advancement, and cross-cultural competence through structured career planning and learning of skills essential for advancement and leadership in academic medicine. Participants were 40 midcareer MD and PhD research faculty, half women, and half underrepresented by race or ethnicity from 27 US medical schools. Results: Participants highly rated their mentoring received at the Institute. Extent of effective mentoring experienced correlated strongly with the measurable outcomes of enhanced vitality, self-efficacy in career advancement, research and work-life integration, feelings of inclusion in the program, valuing diversity, and skills for addressing inequity. Conclusions: The mentoring model fully included men and women and historically underrepresented persons in medicine and minimized problems of power, gender, race, and ethnicity discordance. The intervention successfully addressed the urgencies of sustaining faculty vitality, developing faculty careers, facilitating cross-cultural engagement and inclusion, and contributing to cultivating cultures of inclusive excellence in academic medicine. © The Author(s), 2025

Randomized controlled trial of a group peer mentoring model for U.S. academic medicine research faculty

Abstract Introduction:Midcareer is a critical transition point for biomedical research faculty and a common dropout point from an NIH-funded career. We report a study to assess the efficacy of a group peer mentoring program for diverse biomedical researchers in academic medicine, seeking to improve vitality, career advancement, and cross-cultural competence. Methods:We conducted a stratified randomized controlled trial with a waitlist control group involving 40 purposefully diverse early midcareer research faculty from 16 states who had a first-time NIH R01 (or equivalent) award, a K training grant, or a similar major grant. The yearlong intervention (2 to 3 days quarterly) consisted of facilitated, structured, group peer mentoring. Main study aims were to enhance faculty vitality, self-efficacy in achieving research success, career advancement, mentoring others, and cultural awareness and appreciation of diversity in the workplace. Results:Compared to the control group, the intervention group’s increased vitality did not reach statistical significance (P = 0.20), but perceived change in vitality was 1.47 standard deviations higher (D = 1.47, P = 0.03). Self-efficacy for career advancement was higher in the intervention group (D = 0.41, P = 0.05) as was self-efficacy for research (D = 0.57, P = 0.02). The intervention group also valued diversity higher (D = 0.46, P = 0.02), had higher cognitive empathy (D = 0.85, P = 0.03), higher anti-sexism/racism skills (D = 0.71, P = 0.01), and higher self-efficacy in mentoring others (D = 1.14, P = 0.007). Conclusions:The mentoring intervention resulted in meaningful change in important dimensions and skills among a national sample of diverse early midcareer biomedical faculty. This mentoring program holds promise for addressing the urgencies of sustaining faculty vitality and cross-cultural competence

Symmetries in Practice: Ruth Crawford Seeger\u27s \u3ci\u3eDiaphonic Suites\u3c/i\u3e in Graphical Representation, Technical Analysis, and Historiographic Discussion

This paper re/presents Ruth Crawford Seeger’s four Diaphonic Suites (1930-1) and represents the first collective analysis of these works. Herein I use historiographic critique, as well as graphical analysis, to both “present” these pieces by providing a structural overview and “represent” them by revealing problematic aesthetic and analytical trends in the last 40 years of scholarship. In doing so, my research uncovers valuable symmetries across the suites and their histories and offers a new understanding of these works and contemporary music theory itself