Maya Clark-Cutaia


Maya Clark Cutaia Headshot

Maya Clark-Cutaia


Assistant Professor

1 212 998 5280

NEW YORK, NY 10010
United States

Maya Clark-Cutaia's additional information

Maya Clark-Cutaia, RN, MSN, PhD, is an assistant professor of nursing at NYU Rory Meyers College of Nursing. Her scholarship focuses on the increased risk morbidity and mortality that result from ESRD and hemodialysis renal replacement therapy. This patient population is more likely to suffer from sudden cardiac events, are two to three times more likely to be rehospitalized than the general population, and spend a disproportionally high percentage of Medicare funds. Clark-Cutaia’s long-term goal is to impact ESRD sufferer's quality of life by decreasing symptom burden. Clark-Cutaia continues to practice as a nurse practitioner in the fields of Urology, General Surgery, and Otorhinolaryngology.

Clark-Cutaia received a K23 Mentored Patient-Oriented Research Career Development Award (1K23NR015058) from the National Institute of Nursing Research to build her program of research in symptom science to determine the effects of carefully monitored levels of sodium-intake as set forth by the National Kidney Foundation, Dietary Guidelines for Americans 2010, and AHA on symptoms and signs in ESRD patients undergoing hemodialysis. 

Prior to joining the faculty at NYU Meyers, Clark-Cutaia was a senior lecturer at the University of Pennsylvania School of Nursing. She was a clinical faculty member in the Adult-Gerontology Acute Care Program and co-taught the undergraduate and graduate-level "Scientific Inquiry for Evidence-Based Practice" courses. 

Clark-Cutaia received her PhD in nursing from the University of Pittsburgh and MS and BS in nursing from the University of Pennsylvania. Clark-Cutaia’s predoctoral training was initially supported by a T32 predoctoral fellowship (T32NR00885705) and then by an individual NRSA F31 predoctoral fellowship (1F31NR014310) for her research on dietary modification management in end-stage renal disease sufferers on hemodialysis. Immediately after completing her PhD, she returned to the University of Pennsylvania School of Nursing for a T32 postdoctoral fellowship (T32NR007100), which culminated in Clark-Cutaia’s receipt of the K23 Mentored Patient-Oriented Research Career Development Award (cited above).

PhD, University of Pittsburgh
MSN, University of Pennsylvania
BS, University of Pennsylvania

Acute care

American Association for Nurse Practitioners
American Heart Association
American Nurses Association
Eastern Nursing Research Society
Military Officers Association of America
National Black Nurses Association
National Kidney Foundation
Pennsylvania Coalition of Nurse Practitioners
Pennsylvania State Nurses Association
Reserve Officer Association
Sigma Theta Tau International Honor Society for Nursing

Faculty Honors Awards

Sigma Theta Tau Honor Society, Eta Chapter, Xi Chapter (2011)
Nursing Award for Special Achievement (2003)
Sojourner Truth Award (2003)


Demystifying the National Institutes of Health diversity supplement: Mentee and mentor experiences and recommendations

Travers, J. L., David, D., Weir, M., Clark-Cutaia, M. N., Enwerem, N., Okunji, P. O., & Schulman-Green, D. (2022). Nursing Outlook, 70(6), 856-865. 10.1016/j.outlook.2022.07.007
Background: The National Institutes of Health supports professional development of diverse researchers through diversity supplements. Limited awareness and understanding of the application process have hindered utilization of this funding mechanism. Purpose: We describe perspectives and recommendations of mentee and mentor recipients of diversity supplements. Methods: Our working group, comprised of faculty from an Historically Black College and University and an R1 research university, conducted stakeholder interviews with three mentees and four mentors from various institutions. We used content analysis to derive categories of experiences and recommendations. Discussion: Interviewees reported on advantages of diversity supplements, ensuring institutional support, identifying a good mentee-mentor match, developing grantsmanship specific to diversity supplements, and increasing numbers of these applications. Conclusion: We identify opportunities for stakeholders to increase awareness of diversity supplements. Our data support greater understanding of this mechanism, establishing strong mentoring relationships, and submitting robust applications. Findings can enhance diversity among the scientific community.

Exploring the Evidence: Symptom Burden in Chronic Kidney Disease

Clark-Cutaia, M. N., Rivera, E., Iroegbu, C., Arneson, G., Deng, R., & Anastasi, J. K. (2022). Nephrology Nursing Journal : Journal of the American Nephrology Nurses’ Association, 49(3), 227-255.
Chronic kidney disease (CKD) is more prevalent in individuals with obesity, diabetes mellitus, or hypertension. Individuals with CKD are prone to kidney failure, with symptom experiences that rival those of patients with cancer. We explored symptom burden in individuals with CKD via a systematic review of 30 quantitative and qualitative articles. The most common CKD symptoms were fatigue, weakness, pain, sleep disturbances and itchy skin. Instruments used to assess symptoms were the Kidney Disease Quality of Life (KDQOL)-36, the Palliative Outcome Symptom-Scale renal (POS-r)-13, and the Dialysis Symptom Index (DSI)-10. The included qualitative studies expand and expound on the quantitative data presented. This article describes the prevalence of symptom burden in individuals with CKD in relation to psychosocial and demographic factors and discuss the importance of symptom management.

National Institutes of Health diversity supplements: Perspectives from administrative insiders

David, D., Weir, M. L., Enwerem, N., Schulman-Green, D., Okunji, P. O., Travers, J. L., & Clark-Cutaia, M. N. (2022). Nursing Outlook, 70(6), 827-836. 10.1016/j.outlook.2022.08.006
Background: The NIH Diversity Administrative Supplement is a funding mechanism that provides support for diverse early-stage researchers. There is limited guidance on how to apply for these awards. Purpose: We describe perspectives of NIH program/diversity officers and university research administrators offering recommendations for diversity supplement submission. Methods: This article is the product of a working group exploring diversity in research. Nursing faculty from an R2 Historically Black College and University and an R1 research intensive university conducted stakeholder interviews with NIH program/diversity officers and university research administrators. We used content analysis to categorize respondents’ recommendations. Findings: Recommendations centered on harmonizing the applicant with the program announcement, communication with program/diversity officers, mentor/mentee relationship, scientific plan, and systematic institutional approaches to the diversity supplement. Discussion: Successful strategies in submitting diversity supplements will facilitate inclusion of diverse researchers in NIH-sponsored programs. Systematic approaches are needed to support development of diverse voices to enhance the scientific community.

“Should I stay or should I go?” Nurses' perspectives about working during the Covid-19 pandemic's first wave in the United States: A summative content analysis combined with topic modeling

Squires, A., Clark-Cutaia, M., Henderson, M. D., Arneson, G., & Resnik, P. (2022). International Journal of Nursing Studies, 131. 10.1016/j.ijnurstu.2022.104256
Background: The COVID-19 pandemic had its first peak in the United States between April and July of 2020, with incidence and prevalence rates of the virus the greatest in the northeastern coast of the country. At the time of study implementation, there were few studies capturing the perspectives of nurses working the frontlines of the pandemic in any setting as research output in the United States focused largely on treating the disease. Objective: The purpose of this study was to capture the perspectives of nurses in the United States working the frontlines of the COVID-19 pandemic's first wave. We were specifically interested in examining the impact of the pandemic on nurses' roles, professional relationships, and the organizational cultures of their employers. Design: We conducted an online qualitative study with a pragmatic design to capture the perspectives of nurses working during the first wave of the United States COVID-19 pandemic. Through social networking recruitment, frontline nurses from across the country were invited to participate. Participants provided long form, text-based responses to four questions designed to capture their experiences. A combination of Latent Dirichlet Allocation–a natural language processing technique–along with traditional summative content analysis techniques were used to analyze the data. Setting: The United States during the COVID-19 pandemic's first wave between May and July of 2020. Results: A total of 318 nurses participated from 29 out of 50 states, with 242 fully completing all questions. Findings suggested that the place of work mattered significantly in terms of the frontline working experience. It influenced role changes, risk assumption, interprofessional teamwork experiences, and ultimately, likelihood to leave their jobs or the profession altogether. Organizational culture and its influence on pandemic response implementation was a critical feature of their experiences. Conclusions: Findings suggest that organizational performance during the pandemic may be reflected in nursing workforce retention as the risk for workforce attrition appears high. It was also clear from the reports that nurses appear to have assumed higher occupational risks during the pandemic when compared to other providers. The 2020 data from this study also offered a number of signals about potential threats to the stability and sustainability of the US nursing workforce that are now manifesting. The findings underscore the importance of conducting health workforce research during a crisis in order to discern the signals of future problems or for long-term crisis response. Tweetable abstract: @US nurses report assuming higher risks when delivering care than other healthcare personnel. @Healthcare leaders made the difference for nurses during the pandemic. How many nurses leave their employer in the next year will tell you who was good, who wasn't. @It was all about the team. Organizations with nurses' reporting effective interprofessional teamwork had a more resilient pandemic workforce.

Disparities in chronic kidney disease-the state of the evidence

Clark-Cutaia, M. N., Rivera, E., Iroegbu, C., & Squires, A. (2021). Current Opinion in Nephrology and Hypertension, 30(2), 208-214. 10.1097/MNH.0000000000000688
Purpose of review The purpose of this review was to assess the prevalence of United States chronic kidney disease (CKD) health disparities, focusing on racial/ethnic groups, immigrants and refugees, sex or gender, and older adults. Recent findings There are major racial/ethnic disparities in CKD, with possible contributions from the social determinants of health, socioeconomics, and racial discrimination. Racial/ethnic minority patients experience faster progression to end-stage kidney disease (ESKD) and higher mortality predialysis, however, once on dialysis, appear to live longer. Similarly, men are quicker to progress to ESKD than women, with potential biological, behavioral, and measurement error factors. There is a lack of substantial evidence for intersex, nonbinary, or transgender patients. There are also strikingly few studies about US immigrants or older adults with CKD despite the fact that they are at high risk for CKD due to a variety of factors. Summary As providers and scientists, we must combat both conscious and unconscious biases, advocate for minority patient populations, and be inclusive and diverse in our treatment regimens and provision of care. We need to acknowledge that sufficient evidence exists to change treatment guidelines, and that more is required to support the diversity of our patient population.