Career paths of women at Berlin universities

Status

Active, not recruiting

Phases

Unknown

Study type

Interventional

Source

DRKS

Registry ID

DRKS00032740

Enrollment

364

Registered

2023-10-24

Start date

2023-11-06

Completion date

Unknown

Last updated

2026-03-02

For informational purposes only — not medical advice. Sourced from public registries and may not reflect the latest updates. Terms

Conditions

Well-being, productivity, attitudes

Interventions

Group 1: The subject of the planned study is the investigation of two measures for the advancement of women at Berlin universities. To this end, the program "ProFiL. Professionalization for Women in R

Eligibility

Sex/Gender

Female

Age

18 Years to No maximum

Inclusion criteria

Inclusion criteria: Female scientists

Exclusion criteria

Exclusion criteria: none

Design outcomes

Primary

Measure	Time frame
The psychological capital is an indicator of individual performance and consists of the components: Hope, Self-efficacy, Resilience, Optimism. Psychological capital is measured by a scale developed by Luthans and colleagues (2007). The psychological capital of the participants will be measured at the beginning of the programs, after the completion of the program and then annually until 2026. As an additional indicator, we will also have the psychological capital of the participants assessed by a close person from the environment. This is done at the same measurement times with a scale from Luthans and colleagues (2007), which was developed specifically for external ratings.	—

Measure

Time frame

The psychological capital is an indicator of individual performance and consists of the components: Hope, Self-efficacy, Resilience, Optimism. Psychological capital is measured by a scale developed by Luthans and colleagues (2007). The psychological capital of the participants will be measured at the beginning of the programs, after the completion of the program and then annually until 2026. As an additional indicator, we will also have the psychological capital of the participants assessed by a close person from the environment. This is done at the same measurement times with a scale from Luthans and colleagues (2007), which was developed specifically for external ratings.

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Secondary

Measure	Time frame
Imposter Syndrome (Clance, 1985). Personal development - Personality traits: Big Five (Rammstedt et al., 2013) - Agency/Communion (Braun et al., 2016) - Health & well-being (Beierlein et al., 2014; WHO, 1998) - Role ambiguity (Jackenkroll et al., 2017) - Chair Climate (Fox & Mohapatra, 2007) - Effort-reward imbalance (Rödel et al.,2004; Siegrist et al., 2009) - Work Engagement (Schaufeli & Bakker, 2004) - Imposter syndrome (i.e., self-doubt about one's own accomplishments and successes; belief that successes were achieved by luck or chance rather than by one's own abilities) (Clance, 1985) Career Progress At the scientific level: - Number of publications submitted/accepted, conference papers (sample validation by Google Scholar/Web of Science), external funding acquisition (number of applications submitted, number of applications approved, volume of applications overall and specific to the applicant), membership in scientific organizations - Number of applications for academic and non-academic positions (submitted, interviewed, offered/received for temporary or permanent WiMi positions, junior professorships, W2 and W3 professorships) - Assumption of leadership responsibility via number of directly and partially assigned staff (auxiliaries, interns, PhD students, PostDocs) Process variables - Process variables related to career: attitudes, subjective and descriptive social norms, self-efficacy (self- and other-rated), social support, intention (including motivational variables, e.g., is a professorship aspired to), behavior (real working hours), job satisfaction, intention to change (leaving the career field of science), values and lifestyle preferences including ideal working hours, contacts with peers and mentors inside and outside of programs (Weihrauch et al., 2020), career-related goals - Diversity dimensions: e.g., care work, ethnicity, religion and belief, mental health, physical health and disability, perceived discrimination (St	—

Measure

Time frame

Imposter Syndrome (Clance, 1985). Personal development - Personality traits: Big Five (Rammstedt et al., 2013) - Agency/Communion (Braun et al., 2016) - Health & well-being (Beierlein et al., 2014; WHO, 1998) - Role ambiguity (Jackenkroll et al., 2017) - Chair Climate (Fox & Mohapatra, 2007) - Effort-reward imbalance (Rödel et al.,2004; Siegrist et al., 2009) - Work Engagement (Schaufeli & Bakker, 2004) - Imposter syndrome (i.e., self-doubt about one's own accomplishments and successes; belief that successes were achieved by luck or chance rather than by one's own abilities) (Clance, 1985) Career Progress At the scientific level: - Number of publications submitted/accepted, conference papers (sample validation by Google Scholar/Web of Science), external funding acquisition (number of applications submitted, number of applications approved, volume of applications overall and specific to the applicant), membership in scientific organizations - Number of applications for academic and non-academic positions (submitted, interviewed, offered/received for temporary or permanent WiMi positions, junior professorships, W2 and W3 professorships) - Assumption of leadership responsibility via number of directly and partially assigned staff (auxiliaries, interns, PhD students, PostDocs) Process variables - Process variables related to career: attitudes, subjective and descriptive social norms, self-efficacy (self- and other-rated), social support, intention (including motivational variables, e.g., is a professorship aspired to), behavior (real working hours), job satisfaction, intention to change (leaving the career field of science), values and lifestyle preferences including ideal working hours, contacts with peers and mentors inside and outside of programs (Weihrauch et al., 2020), career-related goals - Diversity dimensions: e.g., care work, ethnicity, religion and belief, mental health, physical health and disability, perceived discrimination (St

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Countries

Germany

Contacts

Public ContactPichit Buspavanich

Charité - Universitätsmedizin Berlin

pichit.buspavanich@charite.de+49 30 450 525304

Outcome results

None listed

Source: DRKS (via WHO ICTRP) · Data processed: Mar 14, 2026