Social learning and innovation are positively correlated in pigeons (<Emphasis Type="Italic">Columba livia</Emphasis>)

When animals show both frequent innovation and fast social learning, new behaviours can spread more rapidly through populations and potentially increase rates of natural selection and speciation, as proposed by A.C. Wilson in his behavioural drive hypothesis. Comparative work on primates suggests that more innovative species also show more social learning. In this study, we look at intra-specific variation in innovation and social learning in captive wild-caught pigeons. Performances on an innovative problem-solving task and a social learning task are positively correlated in 42 individuals. The correlation remains significant when the effects of neophobia on the two abilities are removed. Neither sex nor dominance rank are associated with performance on the two tasks. Free-flying flocks of urban pigeons are able to solve the innovative food-finding problem used on captive birds, demonstrating it is within the range of their natural capacities. Taken together with the comparative literature, the positive correlation between innovation and social learning suggests that the two abilities are not traded-off.     

Effet médiateur de la satisfaction des besoins psychologiques entre les contraintes,justice organisationnelle et personnalité avec le bien-être subjectif et l’épuisement professionnel

The aim of this article was to measure subjective well-being and burnout for managers. We examined the links between psychological burden, decision latitude, organizational justice, as well as personality factors and self-esteem, and subjective well-being, and burnout. We measured the mediator effect of the basic psychological needs between the organizational factors and personality factors on subjective well-being and burnout. The data derived from a questionnaire submitted to 163 managers, allowed us to establish a correlation matrix, linear regressions on subjective well-being and burnout and mediation analysis. Significant links appeared between organizational inductors and burnout, between self-esteem, neuroticism, agreeableness, related need and burnout.     

Innovation in multidisciplinary teams: The moderating role of transformational leadership in the relationship between professional heterogeneity and shared mental models

Research on the effectiveness of multidisciplinary teams has been equivocal. In an attempt to understand when a team’s professional heterogeneity (PH) is positively related to innovation (INN), we proposed an integrative model in which shared mental models (SMMs) are theorized as a mechanism to leverage INN in highly multidisciplinary teams. In addition, we claim that transformational leadership (TL), which is usually regarded as a factor contributing to team effectiveness, will attenuate the effect of teams’ PH on team SMM. In a field study of 55 R&D teams in Israel, we found that SMMs mediated the relationship between PH and INN, and that TL moderated the relationship between PH and Team SMM. We discuss the theoretical and practical implication of these findings.     

Le rôle médiateur de la réflexivité et du climat entre la distance de pouvoir et l’efficacité d’une équipe de travail

In this study, we investigate the mediating role of reflexivity (West, 1996) and climate to innovation (Anderson & West, 1998) between power distances and effectiveness of work teams of engineers training. Regression analysis (Baron & Kenny, 1986) reveals a total mediation of climate and a partial mediation of reflexivity. These results are discussed from a practical perspective.     

Slim Futures and the Fat Pill: Civic Imaginations of Innovation and Governance in an Engagement Setting

Innovation politics is seen as an ever more central area of public policy, and as a key means for shaping societal futures. Particularly in Europe, with its history of controversial public debates about innovations, the idea that scientific progress is automatically equated with societal progress seems hard to sustain. Broader public participation within techno-scientific governance seems necessary; though who is to participate in which form often remains unclear. Increasingly, when the innovation process is discussed in both policy and academia, the question of when public engagement should take place in the innovation process is addressed using common models such as ‘upstream engagement’. However, these discussions about public engagement often assume a top-down approach, and pay little attention to citizens' perspectives. To address this gap in the literature, this article will ask the following questions: what tacit understandings of techno-scientific innovation and governance do citizens have; and how do they relate their understandings of the form, structure and dynamics of these innovation processes to their visions of governance and participation? How do specific cultural forms of conceptualising innovation open up or close down particular possibilities of governance and public participation, hence privileging the involvement of certain actors and not others? To address these questions, we analyse the discussions in a long-term public engagement setting involving both genome scientists and citizens in Austria.     

Social Learning Strategies in Networked Groups

When making decisions, humans can observe many kinds of information about others' activities, but their effects on performance are not well understood. We investigated social learning strategies using a simple problem‐solving task in which participants search a complex space, and each can view and imitate others' solutions. Results showed that participants combined multiple sources of information to guide learning, including payoffs of peers' solutions, popularity of solution elements among peers, similarity of peers' solutions to their own, and relative payoffs from individual exploration. Furthermore, performance was positively associated with imitation rates at both the individual and group levels. When peers' payoffs were hidden, popularity and similarity biases reversed, participants searched more broadly and randomly, and both quality and equity of exploration suffered. We conclude that when peers' solutions can be effectively compared, imitation does not simply permit scrounging, but it can also facilitate propagation of good solutions for further cumulative exploration.     

Managing diversity in organizations: An integrative model and agenda for future research

The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.     

Gender and Science: Women Nobel Laureates

Women and their creativity are underrepresented in science. To date, few women have been awarded the Nobel Prize in science. Eleven female Nobel laureates in physics, chemistry and physiology/medicine between 1901 and 2006 were compared with 37 males who received the Nobel Prize in the same area one year prior and one year after the women. Data analyzed included birth order, marital status, children, awards (Fulbright, Rhodes, and number of honorary awards received), highest education level and Nobel mentor. Results indicated that female Nobel laureates were significantly less likely to marry and have children. When female laureates had children, they had significantly fewer children than male laureates. Female laureates also had fewer publications than their male counterparts. Our findings suggest that eminent women scientists tend to choose the pursuit of scientific discovery over starting families more often than eminent male scientists. More resources are needed in order to nurture and enhance the recruitment and retention of women in science, technology, engineering and mathematics (STEM).