How does it work?

1. An investigator needs to bring at least one local, state or federally funded research project or proposal to the Institute.

2. Members of the Board of Directors and the Advisory Committee are available to assist in the development of: independent research ideas; applications for funding; and research protocols.

3. Grant preparation and post award management assistance is provided by the Institute (i.e. IRB reviews; accounting; progress reports; NIH Authorized Organization Representatives).    

Who is eligible to become an investigator?          

The preferred qualification of an investigator include: (a) earned a doctoral degree, M.D. or equivalent from an accredited college or university; and (b) proposal or established grant funding.   

The Public Health Research Institute of Southern California has made a deliberate organizational change away from traditional academic work environments in order to create work-life balance  for investigators  and staff employed by the Institute.

Work-Life Balance has been defined as a perception by employees that personal, family and

work time can be integrated with minimal conflict (Delina G and Raya R, 2011).   It is also

documented that work-life balance promotes psychological well-being of employees

 (Clark SC, 2000) and at an organizational level, results in less turnover (Rantanen J, 2011).

Organizational Priorities: 

1) It has been demonstrated that work environments offering high resources and low demand

promote beneficial balance of work-nonwork environments (Rantanen, 2008). 

•  The PHRISC offers investigators all of the pre- and post-grant award resources
  

              offered within academic environments in addition to the use of  indirect funds,

              however  there is no demand on the number of awards, teaching responsibilities or

              other service obligations to the Institute. 

2) It has also been documented that employees in highly demanding jobs with limited control

over their daily workflow have negative health impacts (Gonzalez-Mule E, 2017).

• The PHRISC promotes flexible and supportive working environments with remote work and
  

              other institutional policies aimed towards the prevention of job stress at the 

              organizational level .

3) Even with work-life balance, Americans spend a significant amount of time working and

therefore the workplace is a resource for  health promotion.

• The PHRISC provides benefits to employees including: health insurance coverage; paid
  

             vacation and sick leave; retirement benefits and gym membership.

Delina G and  Raya RP. A study on work-life balance in working women. International Journal of Commerce, Business and Management 2013;2:274-282.

Clark SC. Work/family border theory: a new theory of work/family balance. Hum Relat  2000;53:747-770.

Rantansen J. Chapter 2: Introducing theoretical approaches to work-life balance and testing new typology among professionals. In Creating Balance? S. Kaiser

(ed). Springer-Varlag Berlin Heidelberg 2011.

Rantanen J. Work-family interface and psychological well-being: a personality and longitudinal perspective. Psychological and Social Research 2008;346:1-10.

Gonzalez-Mule E, Cockburn B. Worked to death: the relationships of job demands and job control with mortality. Personnel Psychology 2017;70:73-112.