An Empirical Investigation of the Predictors of Executive Career Success

The present study examined the degree to which demographic, human capital,motivational, organizational, and industry/region variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S.executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success

γ‐ray diagnostics of α slowing in inertial confinement fusion targets

For large inertial confinement fusion deuterium-tritium targets, a way to diagnose alpha slowing might be via capture reaction gamma rays. Calculations are presented for two such methods: one uses the alpha+T direct capture gamma rays, the other is based on a series of resonant alpha-capture reactions. For small targets (rhoR less-than-or-equal-to 0.02 g/cm2), the total alpha+T gamma-ray yield relative to the DT neutron yield is temperature independent and proportional to the rhoR value. For large targets (rhoR greater-than-or-equal-to 0.2 g/cm2), this quantity becomes temperature dependent and rhoR independent. Some experimental aspects are discussed

The advantage of being oneself: the role of applicant self-verification in organizational hiring decisions

In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from two very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a strong drive to self-verify. A third study explored the mechanism behind this effect, using a quasi-experimental design to explore whether individuals who are high and low on this trait communicate differently in a structured mock job interview. Text analysis (LIWC) of interview transcripts revealed systematic differences in candidates’ language use as a function of their self-verification drives. These differences led an expert rater to perceive candidates with a strong drive to self-verify as less inauthentic and less misrepresentative than their low self-verifying peers, making her more likely to recommend these candidates for a job. Taken together, our results suggest that authentic self-presentation is an unidentified route to success on the job market, amplifying the chances that high-quality candidates can convert organizations’ positive evaluations into tangible job offers. We discuss implications for job applicants, organizations, and the labor market

Getting into hot water:sick guppies frequent warmer thermal conditions

Ectotherms depend on the environmental temperature for thermoregulation and exploit thermal regimes that optimise physiological functioning. They may also frequent warmer conditions to up-regulate their immune response against parasite infection and/or impede parasite development. This adaptive response, known as ‘behavioural fever’, has been documented in various taxa including insects, reptiles and fish, but only in response to endoparasite infections. Here, a choice chamber experiment was used to investigate the thermal preferences of a tropical freshwater fish, the Trinidadian guppy (Poecilia reticulata), when infected with a common helminth ectoparasite Gyrodactylus turnbulli, in female-only and mixed-sex shoals. The temperature tolerance of G. turnbulli was also investigated by monitoring parasite population trajectories on guppies maintained at a continuous 18, 24 or 32 °C. Regardless of shoal composition, infected fish frequented the 32 °C choice chamber more often than when uninfected, significantly increasing their mean temperature preference. Parasites maintained continuously at 32 °C decreased to extinction within 3 days, whereas mean parasite abundance increased on hosts incubated at 18 and 24 °C. We show for the first time that gyrodactylid-infected fish have a preference for warmer waters and speculate that sick fish exploit the upper thermal tolerances of their parasites to self medicate

Concept definition study for recovery of tumbling satellites. Volume 1: Executive summary, study results

The first assessment is made of the design requirements and conceptual definition of a front end kit to be transported on the currently defined Orbital Maneuvering Vehicle (OMV) and the Space Transportation System Shuttle Orbiter, to conduct remote, teleoperated recovery of disabled and noncontrollable, tumbling satellites. Previous studies did not quantify the dynamic characteristics of a tumbling satellite, nor did they appear to address the full spectrum of Tumbling Satellite Recovery systems requirements. Both of these aspects are investigated with useful results

Concept definition study for recovery of tumbling satellites. Volume 2: Supporting research and technology report

A number of areas of research and laboratory experiments were identified which could lead to development of a cost efficient remote, disable satellite recovery system. Estimates were planned of disabled satellite motion. A concept is defined as a Tumbling Satellite Recovery kit which includes a modular system, composed of a number of subsystem mechanisms that can be readily integrated into varying combinations. This would enable the user to quickly configure a tailored remote, disabled satellite recovery kit to meet a broad spectrum of potential scenarios. The capability was determined of U.S. Earth based satellite tracking facilities to adequately determine the orientation and motion rates of disabled satellites

Consequences of perceiving organization members as a unified entity: Stronger attraction, but greater blame for member transgressions.

Are Uber drivers just a collection of independent workers, or a meaningful part of Uber’s workforce? Do the owners of Holiday Inn franchises around the world seem more like a loosely knit group, or more like a cohesive whole? These questions examine perceptions of organization members’ entitativity, the extent to which individuals appear to comprise a single, unified entity. We propose that the public’s perception that an organization’s members are highly entitative can be a double-edged sword for the organization. On the one hand, perceiving an organization’s members as highly entitative makes the public more attracted to the organization because people associate entitativity with competence. On the other hand, perceiving members as highly entitative leads the public to blame the organization and its leadership for an individual member’s wrongdoing because the public infers that the organization and its leadership tacitly condoned the wrongdoing. Two experiments and a field survey, plus thee supplemental studies, support these propositions. Moving beyond academic debates about whether theories should treat an organization as a unified entity, these results demonstrate the importance of understanding how much the public does perceive an organization as a unified entity. As the changing nature of work enables loosely knit collections of individuals to hold membership in the same organization, entitativity perceptions may become increasingly consequential

Why are you here? Needs analysis of an interprofessional health-education graduate degree program

Little is known about the nature of faculty development that is needed to meet calls for a focus on quality and safety with particular attention to the power of interprofessional collaborative practice. Through grounded-theory methodology, the authors describe the motivation and needs of 20 educator/clinicians in multiple disciplines who chose to enroll in an explicitly interprofessional master’s program in health profession education. The results, derived from axial coding described by Strauss and Corbin, revealed that faculty pursue such postprofessional master’s degrees out of a desire to be better prepared for their roles as educators. A hybrid-delivery model on campus and online provided access to graduate degrees while protecting the ability of participants to remain in current positions. The added benefit of a community of practice related to evidence-based and innovative models of education was valued by participants. Authentic, project-based learning and assessment supported their advancement in home institutions and systems. The experience was described by participants as a disruptive innovation that helped them attain their goal of leadership in health profession education