Predicting the performance and innovativeness of scientists and engineers

A study of 644 scientists and engineers from 5 corporate research and development organizations investigated hypotheses generated from an interactionist framework of 4 individual characteristics as longitudinal predictors of performance and innovativeness. An innovative orientation predicted 1-year-later and 5-years-later supervisory job performance ratings and 5-years-later counts of patents and publications. An internal locus of control predicted 5-years-later patents and publications, and self-esteem predicted performance ratings for both times and patents. Team-level nonroutine tasks moderated the individual-level relationships between an innovative orientation and performance ratings and patents such that the relationships were stronger in a nonroutine task environment. Implications for an interactionist framework of performance and innovativeness for knowledge workers are discussed.     

The effects of perceived pressures on managerial and nonmanagerial scientists and engineers

The two major purposes of the present study were (1) to empirically investigate the effects of excessive pressures perceived by Ph.D.-level scientists and engineers employed in a large multidivisional energy R&D laboratory on work attitudes and performance; and (2) to test the proposition that scientists with managerial responsibilities perceive more pressures and strains than do those with no such duties. Results indicated that the pressured scientists perceived more role strain and a less positive climate, were less satisfied, and received lower performance evaluations from their supervisors than non-pressured ones. No differences were found in the perception of pressures between the managerial and nonmanagerial scientists, although the managers reported a more positive climate and higher satisfaction than did nonmanagers. The implications of these findings with regard to management practice (i.e., dual ladders) and future research on stress among this occupational group were briefly discussed.     

Teaching ethics to scientists and engineers: Moral agents and moral problems

In this paper I outline an “agent-centered” approach to learning ethics. The approach is “agent-centered” in that its central aim is to prepare students toact wisely and responsibly when faced with moral problems. The methods characteristic of this approach are suitable for integrating material on professional and research ethics into technical courses, as well as for free-standing ethics courses. The analogy I draw between ethical problems and design problems clarifies the character of ethical problems as they are experienced by those who must respond to them. It exposes the mistake, common in ethics teaching, of misrepresenting moral problems as multiple-choice problems, especially in the form of ‘dilemmas’, that is, a forced choice between two unacceptable alternatives. Furthermore, I clarify the importance for responsible practice of recognizing any ambiguity in the problem situation. To foster in students the skills they need, teaching examples should preserve the open-ended, multiply-constrained, and ambiguous character of problem situations as experienced by the agent. I give guidelines for constructing open-ended scenarios that present moral problems much as an agent would experience them — guidelines which strongly influenced the construction of ‘cases’ in the latest edition of “On Being a Scientist” — and I discuss how to present historical cases and cases from the instructor’s own experience to best foster agent-centered learning. This paper is a modification of material originally included in the handbook which accompanied the AAAS Seminar “Teaching Ethics in Science and Engineering”, 10–11 February 1993.     

Substance use as an employee response to the work environment

A conceptual framework for the examination of alcohol and drug use as employee responses to work environments is proposed. Three sets of substance use antecedents are discussed. These are distancing forces, attractions, and constraints. Examples of these antecedents within the organizational setting are provided, and the dynamic interrelationships among them explored. Conditions for the use of different types of substances are also identified.     

Stability and change in work values among male and female nurses and engineers

Gender related changes of work values were analyzed in a longitudinal questionnaire study of 173 male and 48 female engineers and 353 female and 31 male nurses at three measurement occasions covering about four and half years from the end of their vocational education. At all occasions, Social relations were rated as more important by women than by men and Altruism was given higher ratings by the nurses than by the engineers. Within both occupations women's mean Altruism ratings were higher than men's mean ratings, and in all groups except male engineers the mean ratings dropped between the three occasions. Women's ratings of Benefits and career and Influence were strengthened in both occupations, thereby eliminating an initial gender difference. The stability of work values is discussed in terms of challenges and norms in working life.     

Evolving research misconduct policies and their significance for physical scientists

Scientific misconduct includes the fabrication, falsification, and plagiarism (FFP) of concepts, data or ideas; some institutions in the United States have expanded this concept to include “other serious deviations (OSD) from accepted research practice.” It is the absence of this OSD clause that distinguishes scientific misconduct policies of the past from the “research misconduct” policies that should be the basis of future federal policy in this area. This paper introduces a standard for judging whether an action should be considered research misconduct as distinguished from scientific misconduct: by this standard, research misconduct must involve activities unique to the practice of science and must have the potential to negatively affect the scientific record. Although the number of cases of scientific misconduct is uncertain (only the NIH and the NSF keep formal records), the costs are high in terms of the integrity of the scientific record, diversions from research to investigate allegations, ruined careers of those eventually exonerated, and erosion of public confidence in science. Existing scientific misconduct policies vary from institution to institution and from government agency to government agency; some have highly developed guidelines that include OSD, others have no guidelines at all. One result has been that the federal False Claims Act has been used to pursue allegations of scientific misconduct. As a consequence, such allegations have been adjudicated in federal courts, rather than judged by scientific peers. The federal government is now establishing a first-ever research misconduct policy that would apply to all research funded by the federal government regardless of which agency funded the research or whether the research was carried out in a government, industrial or university laboratory. Physical scientists, who up to now have only infrequently been the subject of scientific misconduct allegations, must nonetheless become active in the debate over research misconduct policies and how they are implemented since they will now be explicitly covered by this new federal wide policy. Disclaimer: The authors are grateful for the support for conduct of this research provided by the United States Department of Energy (DOE). The views expressed in this paper are solely those of the authors and were formed and expressed without reference to positions taken by DOE or the Pacific Northwest National Laboratory (PNNL). The views of the authors are not intended either to reflect or imply positions of DOE or PNNL.     

Effect of a participative work conference on psychosocial work environment and well-being

The aim of this study was to investigate the effect of a participative work conference based on democratic dialogue on the employee's psychosocial work environment (job control, work climate, clarity of work goals, flow of information, and support from supervisor) and well-being (emotional exhaustion and stress symptoms). The study group was male-dominated (80%) and was mostly employed in manual tasks (86%) in a municipal public works department. Pre- and postmeasurements were carried out through a questionnaire with a 2-year interval. In addition, the experiences of participating in the intervention and the perceived changes due to the intervention were examined through thematic group interviews. The intervention group (n = 253 from Department A) participated in two-and-a-half-day participative work conferences. Two control groups were applied: (1) n = 107 from Department A; (2) n = 165 from Department B. The intervention had a positive effect on the work climate and flow of information in the intervention group compared with Control group 2 after controlling for age, gender, type of work, basic education, and participation in other interventions. The intervention did not, however, have an effect on individual well-being. According to the interviews, the work climate became more open and participative regardless of some negative experiences in participating in the conferences.     

Contributions of a supportive work environment to parents' well-being and orientation to work

Examined the joint and unique contributions of informal social support in the workplace and formal, family-responsive benefits and policies provided by employers to the job-related attitudes and personal well-being of employed parents with a young child. Eighty married men, 169 married women, and 72 single women with a preschool child completed a survey concerning social support from co-workers and supervisor, utilization of family-responsive benefits and policies, readiness to leave the employer for additional benefits, job satisfaction, organizational commitment, role strain, and health symptoms. Among the findings: (a) Fathers and mothers expressed equal levels of job satisfaction and organizational commitment, but mothers reported more role strain and health symptoms; (b) nearly 48% of married women's organizational commitment was accounted for by measures of support in the workplace; (c) informal social support at work was significantly more important to men's well-being than that of women; and (d) formal, family-responsive policies appeared more consequential for the prediction of women's role strain, perhaps because of women's greater responsibility for adjusting work life to meet the demands of family roles.     

Ethical challenges in a technological environment: The perspective of engineers versus managers

In his article ‘Better Communication Between Engineers and Managers: Some Ways to Prevent Many Ethically Hard Choices’¹ Michael Davis analyzes the causes of the disaster in terms of a communications gap between management and engineers. When the communication between (representatives of) both groups breaks down, the organization is in (moral) trouble. Crucial information gets stuck somewhere in the organization prohibiting a careful discussion and weighing of all (moral) arguments. The resulting judgment has therefore little (moral) quality. In this paper I would like to comment on some of Michael Davis’s interesting and thought-provoking insights and ideas. A company which implements Davis’s recommendations at least shows some sensitivity to organizational moral issues. But it might miss the point that moral trouble can also result from a common understanding between managers and engineers. Organizational members sometimes tend to be myopic with regard to safety issues. This paper:

Virtual subjects: Using the Internet as an alternative source of subjects and research environment

This paper presents a rationale for why some researchers might consider using the Internet for research by addressing four issues. First, a few unique research opportunities afforded by the Internet are discussed. Second, the utility of using newsgroups and theTelnet protocol is described. Third, Internet research ethical guidelines in five areas are developed. Fourth, the data validity issue is addressed, and previous research using Internet and introductory psychology subject samples is replicated. The samples were similar on 5 of 7 demographic variables but differed in age and sex compositions, and response patterns for the two samples were similar to those reported previously . Finally, some limitations of the Internet are considered, as are its potentials to fulfill traditional research requirements and its use as an educational aid.     

Unique features of human movement control predicted by the leading joint hypothesis

Vaesen suggests that motor control is not among the primary origins of the uniqueness of human tool use. However, recent findings show that cognitive processes involved in control of human limb movements may be much more sophisticated than it was believed previously. The sophistication of movement control may substantially contribute to the uniqueness of humans in tool use.