Education Research: A Behavioral Intervention to Improve Group-Based Diagnostic Quality and Educational Experience Among Neurology Trainees

Neurology Education · 2025-04-09

Background and Objectives: "Brain-writing" is a technique in which group members write down ideas individually, before a group discussion, to improve idea generation and individual engagement in group discussions. We assessed the feasibility of studying the impact of brain-writing on diagnostic quality and educational experience among neurology residents in a small case-based learning environment. Methods: We conducted a repeated-measures study, conducted over 6 sessions consisting of groups of 3 to 5 neurology residents from different years of training. During each session, 3 cases were treated as control, "brainstorming," cases, and 3 were intervention, "brain-writing," cases, in which the group wrote down possible diagnoses and tests before engaging in a group discussion. Tests and diagnoses from the brain-writing exercise and group discussion as well as a post case survey on participant experience were recorded through a Qualtrics survey, and video recordings were reviewed to determine speaking order and number of tests and diagnoses verbalized by each member. Feasibility was determined by recruitment and ability to complete the study procedures in a pragmatic fashion that incorporated resident education. The primary outcome was accuracy of diagnoses, and secondary outcomes included number of tests and diagnoses generated, percent of "can't miss diagnoses mentioned," speaking order and psychological reactions of group members. Results: = 0.07). Junior residents spoke later and verbalized significantly fewer diagnoses and tests than senior residents in both brainstorming and brain-writing groups. There was no statistically significant difference in psychological outcomes of junior and senior residents in each group. Discussion: It is feasible to examine the impact of a behavioral-based intervention among medical trainees in a small case-based learning environment. This study, limited by a small sample size, did not find that brain-writing improved decision quality.

The Stress of Secrecy

SSRN Electronic Journal · 2025-01-01

Hormonal contraceptive use in relation to basal and reactive testosterone, DHEAS, and cortisol

Hormones and Behavior · 2025-08-29 · 2 citations

A burgeoning area of research has begun to uncover a wide range of potential neurological and psychological correlates of hormonal contraceptive (HC) use. Yet there remains a limited understanding of the underlying mechanisms for how HC use alters aspects of neurobiology and related behavioral outcomes. Uncovering these processes has the potential for new discovery in the field of behavioral neuroendocrinology, particularly in the complex interplay between steroid hormone subclasses. Although prior research has often focused on the effects of HC use on progestogen and estrogen disruption, basal and reactive androgens and cortisol may also be significantly impacted by HC use and serve critical functions throughout the brain and body. We discuss important background information on the synthesis and function of three steroid hormones – testosterone, dehydroepiandrosterone-sulfate (DHEAS), and cortisol, review prior research showing how HC use is related to circulating (basal) and reactive levels, and provide sample data on salivary levels from our own research. The combined evidence shows that HC use, specifically of the OC pill, is associated with significantly reduced total, free, and salivary androgens, increased total cortisol in blood but not saliva, and a blunted salivary cortisol response to social stressors. Limited evidence provides initial indication that the specific estrogen and progestin compounds in HC formulas may differentially impact steroid hormone levels. Finally, we discuss the mechanisms by which HCs alter steroid hormone levels, the potential implications of these effects on brain and behavior outcomes, and considerations for future research. • Hormonal contraceptives (HCs) are linked to reduced total and free testosterone and DHEAS. • Generally, HCs increase total cortisol in blood and blunt the salivary cortisol response to social stressors. • Effects may depend on HC type (e.g., pill vs IUD) and the specific chemical formula. • The mechanisms of HC effects on steroid hormone levels are discussed. • Understanding HCs effects on brain and behavior may require an appreciation of broader steroid hormone interactions.

Value Similarity (But Not Racial Similarity) Closes the Racial Authenticity Gap in Teams

Academy of Management Proceedings · 2025-07-01

Authentic self-expression—the alignment between one’s internal sense of self and observable self-expression—is celebrated for its benefits to employees. However, disparities persist in employees’ expression of their authentic selves, such that people of color are less likely to do so than their White counterparts. In this research, we explore the impact of workgroup composition on authentic self-expression. Integrating the State Authenticity as Fit to Environment (SAFE) model with research on surface- and deep-level characteristics, we theorize that deep-level similarity— specifically, having similar values as teammembers—fosters greater authentic self-expression than surface- level similarity—namely, belonging to a team with more members from one’s racial group—for people of color, thus promoting equitable authenticity. We find support for our hypotheses in a multi-year dataset of 1,540 team members in 323 randomly assigned workgroups. Our results reveal that racial similarity with teammates does not increase authentic self-expression for people of color. Conversely, increased value similarity with teammates increases authentic self- expression for people of color, facilitating equitable authenticity. Considering theories of authenticity and person-environment fit alongside literature on surface- and deep-level similarity, this work challenges assumptions about the effectiveness of attending merely to surface- level diversity when considering the authenticity of people of color.

DEI in Academia: Exploring Cross-Institutional Insights on Challenges and Opportunities

Academy of Management Proceedings · 2025-07-01

Academic institutions across the globe undertake a variety of initiatives to champion DEI (Diversity, Equity, and Inclusion). However, the effectiveness of these actions is not always clear; progress tends to be slow, and even well-intentioned efforts face resistance and backlash, sometimes creating unexpected negative consequences. This panel discusses the challenges and opportunities of (promoting) DEI in academia. An international panel of academic leaders from diverse institutions, who have significant expertise in this area as both scholars and institutional leaders, will share their unique views and experiences related to DEI in academia.

The Future of Women in Psychological Science

UNC Libraries · 2025-06-27

There has been extensive discussion about gender gaps in representation and career advancement in the sciences. However, psychological science itself has yet to be the focus of discussion or systematic review, despite our field's investment in questions of equity, status, well-being, gender bias, and gender disparities. In the present article, we consider 10 topics relevant for women's career advancement in psychological science. We focus on issues that have been the subject of empirical study, discuss relevant evidence within and outside of psychological science, and draw on established psychological theory and social-science research to begin to chart a path forward. We hope that better understanding of these issues within the field will shed light on areas of existing gender gaps in the discipline and areas where positive change has happened, and spark conversation within our field about how to create lasting change to mitigate remaining gender differences in psychological science.

The look of a leader

PLoS ONE · 2025-04-03

Women and minorities are underrepresented in top leadership roles. Besides "supply-side" explanations that focus on the applicant pool, we offer a novel "demand-side" explanation through perceptual imprinting. Using the reverse correlation method, we found that people's visual templates of leaders are perceptually imprinted by White male leaders. Across 15 studies (N = 3929), we examine what people expect leaders to look like. As demonstrated by the reverse correlation method, compared to followers, people expected leaders to look more White and male. Across all social categories, people also expected leaders to look more dominant, competent, and powerful. But to look like a leader, Black and female leaders also needed to look likable. Additional differences were observed by participant gender. Thus, in addition to having biased perceptual representations of leaders, people also have different perceptual standards for different social groups, as expressed by different expectations for how leaders of different races and genders should look. (151 words).

Status Dynamics: Gaining, Conferring and Perceiving Individual and Group Status

Academy of Management Proceedings · 2024-07-09

Existing organizational research addresses various paths to gaining status for individuals, groups and organizations. In light of existing work, the purpose of this symposium is three-fold. First we highlight the importance of acknowledging the differences in status associated with different social or demographic categories, and how this shapes status attainment particularly for those in lower status demographic categories. Second, we consider the interplay between individual and group-level status and the intragroup dynamics that arise when high achieving individuals are members of low status groups. Third we consider how status may be attained outside of the well-established prestige versus dominance dichotomy. Overall, the projects in this symposium seek to enrich our insight into how to gain status or overcome perceptions of holding low status. Actually, I Am One of Them: Self-categorization of High-Status African Americans Author: Tracy Dumas; Ohio State U. Author: Kalan Robert Norris; U. of Minnesota Carlson School of Management Author: Richard Burgess; U. of Pittsburgh Where are the Latina leaders?: The role of perceived social class in evaluating women leaders Author: Marla White; Virginia Tech Author: Alison V. Hall; U. of Texas At Arlington Author: Wendy J. Casper; U. of Texas At Arlington Big Fish, Little Pond: When a High Status Player Joins a Low Status Team Author: Tracy Dumas; Ohio State U. Author: Jacob Rathjens; The Ohio State U. Fisher College of Business Author: Erfan Bayat; The Ohio State U. Fisher College of Business “Awe”-some Leaders: Evoking Awe Enhances Social Status Author: Michael White; Columbia Business School Author: Isaac Raymundo; Columbia Business School Author: Modupe Akinola; Columbia U.

Testosterone, gender identity and gender-stereotyped personality attributes

Hormones and Behavior · 2024-04-22 · 7 citations

Sex/gender differences in personality associated with gender stereotyped behavior are widely studied in psychology yet remain a subject of ongoing debate. Exposure to testosterone during developmental periods is considered to be a primary mediator of many sex/gender differences in behavior. Extensions of this research has led to both lay beliefs and initial research about individual differences in basal testosterone in adulthood relating to "masculine" personality. In this study, we explored the relationships between testosterone, gender identity, and gender stereotyped personality attributes in a sample of over 400 university students (65 % female assigned at birth). Participants provided ratings of their self-perceived masculinity and femininity, resulting in a continuous measure of gender identity, and a set of agentic and communal personality attributes. A saliva sample was also provided for assay of basal testosterone. Results showed no compelling evidence that basal testosterone correlates with gender-stereotyped personality attributes or explains the relationship between sex/gender identity and these attributes, across, within, or covarying out sex assigned at birth. Contributing to a more gender diverse approach to assessing sex/gender relationships with personality and testosterone, our continuous measure of self-perceived masculinity and femininity predicted additional variance in personality beyond binary sex and showed some preliminary but weak relationships with testosterone. Results from this study cast doubt on the activational testosterone-masculinity hypothesis for explaining sex differences in gender stereotyped traits and within-sex/gender variation in attributes associated with agency and communality.

Does Broadening the Term “Diversity” Correlate with a Lowered Representation of Racial Minorities and Women in Organizations?

Academy of Management Discoveries · 2024-02-26 · 3 citations

This paper addresses two questions: (1) Has the definition of diversity expanded over time from one based on legally protected categories (e.g., race and gender) to one inclusive of a wide array of non-legal dimensions (e.g., personality traits)? and (2) If the definition has expanded, does this correlate with the representation of racial and gender groups in organizations? In an archival study analyzing company diversity statements of U.S. law firms from 2010-2019, we examine the magnitude and correlates of broadening the term diversity. We discover that organizations have broadened their definitions of diversity, and that doing so is associated with a decreased representation of racial minority employees. We find no relationship between broad definitions and the representation of female employees. Our discovery suggests that the broadening of diversity’s meaning is negatively associated with racial diversity in organizations, which is ironic considering that diversity was initially conceptualized to focus companies on the representation of individuals from legally protected categories. This work offers insight into theory development around the consequences of diversity discourse and has implications for diversity management.