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1. Skill Development of Engineering and Physical Science Doctoral Students: Understanding the Role of Advisor, Faculty, and Peer Interactions

   Alsharif, Abdulrahman; Denton, Maya; Knight, David B; Borrego, Maura; Katz, Andrew (June 2024, American Society for Engineering Education 2024 Annual Conference and Exposition)

   This paper examined the role of climate (e.g., interactions with others) in the skill development of engineering and physical science doctoral students. Skill development in graduate school often is connected to students’ primary funding mechanism, which enables students to interact with a research group or teaching team. Advisors also play a pivotal role in the engineering doctoral student experience; however, less is known about how positive mentoring influences specific skill development for engineering doctoral students. Analyzing data from the Graduate Student Funding Survey (n = 615), we focused analyses on three climate Factors (Advising climate; Faculty and staff climate; Peer climate) and specific skill development variables (research, teamwork and project management, peer training and mentoring, and communication). We found that advising climate was statistically significant for all four career-related skills, faculty and staff climate for peer training and mentoring skills only, and peer climate for both peer training and mentoring and communication skills. Our findings highlight the importance of climate from a variety of sources within engineering doctoral programs for the development of career-related skills. 

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2. Building a Sustainable University-Wide Interdisciplinary Graduate Program to Address Disasters

   Paretti, M.C.; Deters, J.; Webb, M.; Menon, M. (July 2022, 2022 ASEE Annual Conference & Exposition)

   Disasters are becoming more frequent as the global climate changes, and recovery efforts require the cooperation and collaboration of experts and community members across disciplines. The DRRM program, funded through the National Science Foundation (NSF) Research Traineeship (NRT), is an interdisciplinary graduate program that brings together faculty and graduate students from across the university to develop new, transdisciplinary ways of solving disaster-related issues. The core team includes faculty from business, engineering, education, science, and urban planning fields. The overall objective of the program is to create a community of practice amongst the graduate students and faculty to improve understanding and support proactive decision-making related to disasters and disaster management. The specific educational objectives of the program are (1) context mastery and community building, (2) transdisciplinary integration and professional development, and (3) transdisciplinary research. The program’s educational research and assessment activities include program development, trainee learning and development, programmatic educational research, and institutional transformation. The program is now in its fourth year of student enrollment. Core courses on interdisciplinary research methods in disaster resilience are in place, engaging students in domain-specific research related to natural hazards, resilience, and recovery, and in methods of interdisciplinary and transdisciplinary collaboration. In addition to courses, the program offers a range of professional development opportunities through seminars and workshops. Since the program’s inception, the core team has expanded both the numbers of faculty and students and the range of academic disciplines involved in the program, including individuals from additional science and engineering fields as well as those from natural resources and the social sciences. At the same time, the breadth of disciplines and the constraints of individual academic programs have posed substantial structural challenges in engaging students in the process of building interdisciplinary research identities and in building the infrastructure needed to sustain the program past the end of the grant. Our poster and paper will identify major program accomplishments, but also draw on interviews with students to examine the structural challenges and potential solution paths associated with a program of this breadth. Critical opportunities for sustainability and engagement have emerged through integration with a larger university-level center as well as through increased flexibility in program requirements and additional mechanisms for student and faculty collaboration. 

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3. Professional development for STEM departments

   Flowers, L (July 2025, International Journal of Science and Research Archive)

   Professional development is a highly organized and valuable process designed to disseminate specialized knowledge and skills, thereby enhancing workforce efficiency and institutional alignment with the organization's strategic goals and mission. Typically, most professional development resources focus on supporting student retention and career readiness. Maintaining student success and providing programs that enable students to acquire job skills is paramount. However, implementing strong science, technology, engineering, and math (STEM) faculty professional development systems is equally essential to achieving meaningful student outcomes and departmental operational success. Sustainable professional development strategies and faculty support mechanisms must be continually developed, measured, evaluated, and improved to ensure that faculty can meet the needs of STEM majors, the changing educational landscape, and the challenges facing academic institutions. A focus on increased faculty communication from department and executive administration, as well as continuing education opportunities, travel awards, occupational training, mentoring programs, and scholarship initiatives, offers beneficial opportunities to meet faculty professional development needs. The recommendations in this article are intended for STEM faculty but could be adopted for all faculty and modified for STEM department staff. 

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4. Work in Progress: Design and Preliminary Results of a Survey to Explore Relationships Between Faculty Mentoring, Engineering Doctoral Student Psychological Safety, and Work Outcomes

   https://doi.org/10.18260/1-2--48345  

   Bobbett, Dorian; Sanders, Jeanne; Martini, Larkin; Huerta, Mark; Jensen, Karin (June 2024, ASEE Conferences)

   A psychologically safe environment is characterized by people who feel safe to voice ideas and concerns, willingly seek feedback, have positive intentions to one another, engage in constructive confrontation, and feel safe to take risks and experiment. Outside of academia, psychological safety has been shown to impact creativity, work performance, and work engagement. In academic research environments, faculty have a major leadership role in cultivating a psychologically safe environment amongst their academic research teams. Effective graduate student mentoring, which includes both career and psychosocial support, is critical to the development and retention of talented engineers in the US workforce. There is a need to better understand how engineering departments can cultivate more inclusive, psychologically safe environments in which graduate students feel safe to engage in interpersonal risk-taking, especially in research settings. Guided by the Conservation of Resources theory, this project aims to address the following research question: What are the relationships between faculty advisor mentoring, doctoral student psychological safety, and the subsequent positive and negative outcomes for doctoral students? This work in progress paper presents the first quantitative phase of an explanatory mixed methods research design within the overarching project. The quantitative phase will address the following research aims: 1) Identify relationships between mentorship, psychological safety, and engineering doctoral student mental health, 2) Identify mentoring competencies that are predictive of research group psychological safety, and 3) Identify how different demographics experience mentoring and psychological safety in their research groups. Researchers developed a survey consisting of five pre-existing scales, four open-ended questions, and demographics questions. The scales include dyadic and team psychological safety, mentoring competency, mental health and well-being, and job stress. The survey was reviewed by graduate students outside of the participant pool at multiple institutions as well as an external advisory board panel and revised to improve clarity and ensure the selection of appropriate subscales. The survey will be administered via Qualtrics. Graduate students who have been enrolled in their doctoral program for at least one year and currently have a doctoral research advisor will be recruited to participate in the survey at four public, research-intensive institutions. The planned target sample size is 200-300 graduate students. This paper will present the design of the survey and preliminary survey results. As the first part of a larger mixed-methods study, the survey responses provide insight into graduate level engineering education and how doctoral students can be better supported. 

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5. How do departments support their underrepresented minority doctoral students? Are they doing enough?

   Brent, R; Schimmel, KA; Gumpertz, M. (January 2021, CoNECD - Collaborative Network for Computing and Engineering Diversity - Conference)

   null (Ed.)

   A major barrier to increasing the percentage of underrepresented minority (URM) faculty in STEM fields is the small number of URM applicants for academic positions. One factor contributing to this situation is that the two-year attrition rate of URM doctoral students is nearly 50%, substantially greater than the rate for non-URM students at most institutions. Many efforts have been made to decrease the attrition, most involving direct work with doctoral students and others concentrating on institutional changes such naming a high-level administrator to coordinate recruitment and retention efforts. Often lacking in these efforts are attempts to change faculty attitudes and practices that negatively affect student retention. Three public universities including one HBCU are currently carrying out a five-year project to develop and pilot-test a department-level process to fill this gap. Why the focus on the department level? Since URM students spend most of their time in their departments as they take classes, attend seminars, conduct research, and interact informally with department faculty, staff, and other graduate students, the climate they experience and the support they receive can have a major impact on their success. In addition, changes in a department can last well beyond the end of a grant. When interventions address students directly, once they graduate there may be no lasting change in the department. When faculty attitudes and mentoring practices change, on the other hand, the changes may last and continue to help students succeed long after the grant expires. The project seeks to help department faculty increase their understanding of the issues facing underrepresented minorities in doctoral programs, identify and remedy the departmental practices that may be hindering URM student success, and examine and improve their own mentoring practices. In the project, six cohorts of faculty members and both URM and non-URM doctoral students—two cohorts at each participating university—will be assembled and surveyed. The faculty members will be asked how their departments address recruitment and retention of URM students, how they personally support and mentor their URM students, and how welcoming and supportive of URM students they perceive their department to be. The students will be asked to express their level of satisfaction with their coursework and their relationships with faculty and other graduate students, describe the learning opportunities and mentoring they have received, and discuss how welcoming and supportive of URM students their departments have been. To initiate the gathering of baseline information, the first cohort—79 faculty members, 16 URM students, and 94 non-URM students from six STEM departments at one of the universities—was surveyed. This presentation will report and discuss the results. 

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