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Technoeconomic analysis and life-cycle assessment are critical to guiding and prioritizing bench-scale experiments and to evaluating economic and environmental performance of biofuel or biochemical production processes at scale. Traditionally, commercial process simulation tools have been used to develop detailed models for these purposes. However, developing and running such models can be costly and computationally intensive, which limits the degree to which they can be shared and reproduced in the broader research community. This study evaluates the potential of an automated machine learning approach to develop surrogate models based on conventional process simulation models. The analysis focuses on several high-value biofuels and bioproducts for which pathways of production from biomass feedstocks have been well-established. The results demonstrate that surrogate models can be an accurate and effective tool for approximating the cost, mass and energy balance outputs of more complex process simulations at a fraction of the computational expense.

Cyclopropane-functionalized hydrocarbons are excellent fuels due their high energy density. However, the organic synthesis of these molecules is challenging. In this work, we produced polycyclopropanated fatty acids in bacteria. These molecules can be converted into renewable fuels for energy-demanding applications such as shipping, long-haul transport, aviation, and rocketry. We explored the chemical diversity encoded in thousands of bacterial genomes to identify and repurpose naturally occurring cyclopropanated molecules. We identified a set of candidate iterative polyketide synthases (iPKSs) predicted to produce polycyclopropanated fatty acids (POP-FAs), expressed them in Streptomyces coelicolor, and produced POP-FAs. We determined the structure of the molecules and increased their production 22-fold. Finally, we produced polycyclopropanated fatty acid methyl esters (POP-FAMEs). Our POP fuel candidates can have net heating values of more than 50 MJ/L. Our research shows that the POP-FAMEs and other POPs have the energetic properties for energy-demanding applications for which sustainable alternatives are scarce.

Concerns over climate change have necessitated a rethinking of our transportation infrastructure. One possible alternative to carbon-polluting fossil fuels is biofuels produced by engineered microorganisms that use a renewable carbon source. Two biofuels, ethanol and biodiesel, have made inroads in displacing petroleum-based fuels, but their uptake has been limited by the amounts that can be used in conventional engines and by their cost. Advanced biofuels that mimic petroleum-based fuels are not limited by the amounts that can be used in existing transportation infrastructure but have had limited uptake due to costs. In this Review, we discuss engineering metabolic pathways to produce advanced biofuels, challenges with substrate and product toxicity with regard to host microorganisms and methods to engineer tolerance, and the use of functional genomics and machine learning approaches to produce advanced biofuels and prospects for reducing their costs.

To extend prior findings on the motivational value of tiny, nonfinancial incentives, we conducted two quasi-experiments on the relationship of extra credit micro-incentives (ECMIs, worth ≤1% of course grade) and response rates for online course evaluations. Study 1 involved two advanced undergraduate psychology courses taught by the same instructor for 14 semesters, the first 7 of which used paper-and-pencil evaluations and no incentives, with average response rates of 57%. After a switch to online evaluations with no incentives for two semesters, response rates fell to 30% or lower. Following introduction of ECMIs for several semesters, the response rates rose significantly, to 84%. In Study 2, we randomly assigned ECMIs or no incentives to eight sections of an introductory psychology course. Response-rates with ECMIs were significantly higher, 84% versus 51%. Favorability of ratings did not differ significantly. Higher response rates with EMCIs raise questions for research, educational policy, and classroom practice.

Purpose– The purpose of this paper is to empirically compare managers with employees in other occupations on Big Five and narrow personality traits to identify a distinctive personality profile for managers.Design/methodology/approach– An archival data set representing employees in a wide range of business sectors and organizations was utilized to compare trait scores of 9,138 managers with 76,577 non-managerial employees. Profile analysis (PA) with MANOVA and analysis of covariance was used to compare managers and non-managers on Big Five traits Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability; and narrow traits Assertiveness, Optimism, Work Drive, and Customer Service Orientation.Findings– As hypothesized, compared to non-managers, managers had significantly higher scores across nine traits, all of which correlated significantly with managerial career satisfaction.Research limitations/implications– Although job tenure and managerial level are not examined, the findings align with managerial competence models, the Attraction-Selection-Attrition model, and vocational theory and raise questions for research on the adaptive value of these traits for managers’ satisfaction and effectiveness.Practical implications– The results carry practical implications for selection, placement, training, career planning for managers, and particularly for their professional development.Social implications– A distinctive personality profile for managers clarifies the occupational identity of managers, which contributes to public and professional understanding of managers and their roles.Originality/value– This study is original in reporting an empirical, theoretically grounded personality profile of managers that includes both Big Five and narrow traits.

As careers in training and development (T&D) continue to evolve, almost no human resource development (HRD) research has investigated personality traits in today's T&D occupations, despite evidence linking personality with work success. Toward filling this lacuna, we identified four Big Five personality traits and four narrow traits with content matching T&D competencies. Based on person–career fit theory, we hypothesized that the trait profile would differentiate T&D from other occupations, and the traits would correlate with T&D career satisfaction. From 90,000+ individuals receiving private career transition services, we compared trait scores of 284 individuals in T&D occupations and the others via bootstrapping (5,000 random samples, n = 284, with the same age and gender distributions). The T&D personality profile was significantly elevated, with greatest differences on the narrow trait empathy, closely followed by assertiveness and customer service orientation plus optimism (small difference), and significant differences on Big Five traits extraversion, openness, and agreeableness (small difference), but no difference on emotional stability. T&D career satisfaction correlated significantly with five traits in the profile, most strongly with emotional stability and optimism. Also, emotional stability correlated more highly with career satisfaction for T&D than non-T&D occupations. The distinctive T&D personality profile raises questions for further HRD research and carries practical value for training and development of T&D personnel.

Cooperative research centres (CRCs) increasingly foster Triple Helix (industry–university–government) collaboration and represent significant vehicles for cooperation across sectors, the promotion of knowledge and technology transfer and ultimately the acceleration of innovation. A growing social science literature on CRCs focuses on their management and best practices, mainly through success stories and rarely by describing and analysing CRC failures. The literature on CRCs can benefit by learning from failures, as has been seen in other areas of social science. Here the authors present four mini-cases of CRC failures – centres that were successfully launched but later declined and closed – and, in contrast, one mini-case of a success story. The analysis identifies: (a) likely contributing factors in the failures, mainly environmental influences and mismanagement of centre transitions; (b) themes in the failures, notably a tendency for problems in one area to magnify the impact of problems in other areas; and (c) learning points for CRCs concerning leadership and succession. The implications for Triple Helix organizations are discussed.

Two emergent conceptual models for fostering the development of innovative technology through applied science at Cooperative Research Centers (CRCs) – the Triple Helix and the science of team science – have proved highly productive in stimulating research into how the innovation process works. Although the two arenas for fostering innovation have much in common, there has been relatively little synergy, or even interaction, between the researchers who study them. In this paper the authors discuss a programme of research that has attempted to blend the two, by shedding light on team processes within Triple Helix CRCs. They report findings from CRCs in relation to the comparative characteristics of single-scientist and multi-scientist, team-based partnerships; collaborative processes among CRC scientists, sometimes involving ‘serial’ collaboration; and the role of spatial factors in team-based processes. The paper also explores the possibilities for exploiting the synergies between Triple Helix and science of team science for public policy, innovative practices and future research.

Building on recent developments in resource allocation theory as applied to organizational citizenship behavior (OCB), the authors examine task interdependence as a contingency factor in the utility of group members’ OCBs for group performance. In a lagged field study, members of 46 work groups in six organizations rated their groups’ task interdependence, and group leaders rated groups’ OCBs. After six months, customers rated each group’s performance. OCB correlated positively with the performance of task-interdependent groups but had a neutral to negative association with the performance of task-independent groups. Consistent with this group-level resource allocation framework, the moderating role of task interdependence varied by dimensions of OCB: helping, civic virtue, and sportsmanship. The authors discuss the practical and theoretical implications of decisions about allocating a key resource—time—to OCB in work groups.

A theoretical model integrating Schneider's Attraction-Selection-Attrition (ASA) framework, group personality composition, and group performance is presented. The proposed model focuses on three operationalizations of group composition based on the Big Five personality traits. This model suggests that for certain types of teams group minimum scores vary more than group mean scores, resulting in more robust predictors of group effectiveness. Results indicate that group minimum Agreeableness and Conscientiousness correlate positively with supervisor ratings of performance, group average scores correlate positively with performance, and variance of Conscientiousness correlate inversely with group performance. Minimum scores for both Agreeableness and Conscientiousness vary more than mean scores, and teams with increased levels of both Agreeableness and Conscientiousness receive higher performance ratings than other types of teams. Initial support for the proposed model is presented, practical and research implications are discussed, and future directions for research are suggested.

This study examined the relationships between the (broad) Big Five traits and the narrow personality traits of Optimism and Work Drive in relation to cognitive ability in a US adolescent sample of 457 middle school and 375 high school students. All of the personality traits were significantly correlated with cognitive ability in both the middle and high school groups. Hierarchical multiple regression results revealed that Optimism added significantly to the prediction of cognitive ability beyond the Big Five traits. Separate regression analyses indicated that the Big Five contributed only minor variance to the prediction of cognitive ability beyond Optimism and Work Drive and, using a stepwise procedure, Optimism was the only significant predictor in the middle school sample, whereas Optimism and Openness were significant predictors in the high school sample. Results were interpreted in terms of broad versus narrow personality traits and linkages between personality and cognitive ability. Possible theoretical explanations were discussed, ranging from Spearman’s “mental vigor” hypothesis, to Eysenck’s cortical arousal concept, a “stimulation hypothesis”, and a conceptual model involving the interaction of student behavior, teacher behavior, and academic performance in school.

This review examines relationships between group personality composition (GPC) and group effectiveness, focusing on four questions: (a) How have researchers operationalized GPC? (b) What criteria have been used as measures of group effectiveness? (c) Is GPC related to group effectiveness? (d) Under what conditions is GPC associated with group effectiveness? A review of 31 studies yielding 334 unique relationships distinguished task and relationship predictors and criteria. Findings indicate operational definitions of GPC are varied, variance scores correlate negatively with group effectiveness, and minimum scores predict as well as mean scores. GPC is related to group effectiveness, and the effect is stronger in field studies than lab studies. Implications are discussed.

A field study of intact military teams tested hypotheses about group personality composition on conscientiousness and agreeableness. Members of 47 intact military service teams completed questionna...

A conceptual model proposing paths from personality traits to career satisfaction and life satisfaction and from career satisfaction to life satisfaction was evaluated in a field study by structural equations modeling using LISREL 8. Participants were a convenience sample of 1,352 information science professionals. An exploratory maximum likelihood common factor analysis revealed two oblique personality factors, the first comprised of extraversion, optimism, assertiveness, openness, and emotional stability and the second consisting of conscientiousness and tough-mindedness. Results indicated a good fit for a two-factor personality model showing significant links between both personality factors and career satisfaction, between the second personality factor and life satisfaction, and between career and life satisfaction. Findings are discussed in terms of comparisons to previous research, limitations, and areas for further research, with emphasis on the importance of personality in relation to career satisfaction and the relationship between career and life satisfaction.

This study examined intelligence and personality in relation to career and job satisfaction. Using a sample of 36 managers and 100 hourly employees of a utility company, the correlation between career satisfaction and intelligence was not significant for the total sample, but was significantly negative for hourly employees (r=−0.30, p z =3.31 , p

An empirical test of Munson and Rubenstein's (1992) assertion that ‘school is work’ compared a sample of students in a high school with a sample of workers in a manufacturing plant in the same metropolitan area. Data from both samples included scores on six personality traits—Conscientiousness, Agreeableness, Openness, Emotional Stability, Optimism, and Work Drive—and setting‐appropriate indicators of performance—cumulative grade point average (GPA) for students and supervisors' summed performance ratings for workers. In both samples, all of these personality traits showed significant correlations with performance, ranging from +.18 to +.46, with a median in both populations of +.24. The high school population contained a substantial fraction of students in the low and below‐average categories on traits that predict performance in both settings, and the score distributions of four traits showed no change from 9th through 12th grades. While Optimism scores rose slightly through high school, average scores ...

General intelligence, Big Five personality constructs, and a measure of work drive were studied in relation to course grade in an undergraduate psychology course taught by the same professor for 175 students over a 5-year period. Using a hierarchical multiple regression analysis, general intelligence accounted significantly for 16% of the variance in course grade; Big Five personality measures accounted significantly for an additional 7% of the variance; and work drive accounted significantly for an additional 4% of the variance. However, when work drive was entered before the Big Five variables, the Big Five variables did not add significantly (either as a set or individually) to the prediction of course grade. Results were discussed in terms of the importance of personality constructs in uniquely predicting academic performance and the need for additional study using more diverse predictors and aggregated criterion measures.

We examined personality traits in relation to career satisfaction and job satisfaction for 5,932 individuals in career transition. Personality traits were related to career satisfaction and job satisfaction in the total sample and 14 separate occupational groups. Regression analyses revealed three personality traits consistently related to career satisfaction: emotional resilience, optimism, and work drive in initial and holdout samples as well as in all 14 occupational groups, accounting for an average of 17% of career satisfaction variance. Personality traits correlated with career satisfaction included the Big Five traits of conscientiousness, extraversion, and openness and other, narrower traits, such as assertiveness, customer service orientation, and human managerial relations orientation. Results were discussed in terms of Holland's general personal competence factor, Goleman's emotional intelligence, career adaptation, and the nomothetic span of personality constructs. Also discussed were study limitations, suggestions for future research, and practical implications for career counseling.

Using data from 3,752 middle and high school students, a series of eight studies developed and validated a measure of the Big Five personality traits tailored to adolescents, the Adolescent Personal Style Inventory (APSI). Study 1 tested the internal consistency reliability of the first version of the APSI. Study 2 validated the APSI against teacher ratings of Big Five traits. Study 3 confirmed the five-factor structure of the APSI. Study 4 developed evidence for the criterion-related validity of the APSI in two high schools using GPA, absences, and behavior problems. Study 5 demonstrated convergence of traits measured in the APSI and the NEO-FFI. Study 6 investigated the construct validity of the APSI in relation to the 16 PF, Myers-Briggs Type Indicator, and Otis-Lennon intelligence test. Study 7 examined known-group validation with two groups-an at-risk group of high school students and a high school leadership group. Study 8 provided descriptive statistics, coefficient alphas ranging from .80 to .85, and intercorrelation coefficients for subscales in the revised version of the APSI. Together the eight studies demonstrate the psychometric adequacy of the new Adolescent Personal Style Inventory.

Research has yielded mixed results in attempting to augment the broad Big Five personality traits with other, narrow traits in predicting real-world criteria like job performance in adults. We examined narrow traits in addition to the Big Five in predicting academic success among adolescents. We investigated individual grade point average (GPA) and scores from the Adolescent Personal Style Inventory among 220 seventh-graders and 290 tenth-graders, including agreeableness, conscientiousness, emotional stability, extraversion, and openness, plus four narrow traits, aggression, optimism, tough-mindedness, and work drive. All traits correlated significantly (P

▪ Abstract A review of research and theory on transactions between people and physical environments emphasizes new contributions to theory and empirical research published in major journals of environmental psychology, 1989–1994. Theories focused on arousal, load, stress, privacy-regulation, behavior settings, and transactional analysis; new theory increasingly incorporated situational and contextual variables. Empirical research emphasized field settings over the laboratory and employed increasingly diverse methods, populations, and cultures. Environmental design studies integrated scientific and applied goals through post-occupancy evaluation. New findings concerned features of residences, work places, hospitals, schools, prisons, and larger community environments. New studies also addressed environmental stressors (e.g. temperature, noise); effects of attitudes and behaviors on conservation, crime, pollution, and hazards; and issues for neighborhoods, public places, and natural environments. Directions for the future include integrated theory to guide research, more design experiments, and development of conventions for case studies.

A field study assessed disturbance by office noise in relation to environmental satisfaction, job satisfaction, and jot performance ratings among 2,391 employees at 58 sites before and/or after office renovation. In all, 54% said they were bothered often by noise, especial!y by people talking and telephones ringing. Disturbance by noise correlated with dissatisfaction with the environment and job but not with selfor supervisor-rated performance. Quasi-experimental analysis of groups reporting increased, decreased, or unchanged disturbance by noise revealed a drop in satisfaction concurrent with increasing noise. Disturbance by office noise may reflect a variety of environmental and job characteristics and may have a role in job satisfaction through both environmental satisfaction and job characteristics. Implications are discussed.

A matched-pairs field study examined power attributions by female and male managers and their subordinates. Male managers' subordinates made more internal and external attributions of their compliance than female managers' subordinates. Female subordinates attributed their compliance to self-interest; their managers saw altruism.

A field study in three organizations investigated gender differences in subordinates' perceptions of managers' power. For 55 female and 55 male managers matched on position power, one subordinate per manager (N = 110, half male and half female) completed a questionnaire. Perceived reward, legitimate, expert and referent power were all intercorrelated, but unrelated to coercive power. Male and female managers did not show the expected differences in combined, reward, coercive, legitimate and referent power. Contrary to predictions, subordinates rated female managers higher than male managers on expert power. Male managers with female subordinates were rated lower on combined and expert power than other gender combinations. Implications are discussed.

Topic order and location of demographic items were systematically varied in an employee attitude survey distributed to 1,188 office personnel of a single organization. With six questionnaire topic areas arranged in the order that matched employee representatives' perceptions of employee priorities, returns were higher (96%) than with any of five random orders (average 78%). Returns were higher with demographic items placed at the end (85%) than at the beginning (77%). Global attitudes and three of six topic attitudes varied with topic order and were more positive with the prioritized topic order than with the five random orders. The largest order effect was noted in employees' attitudes toward pay (p < .001), which was the most important topic. Methodological and practical implications are discussed. In this experiment, we examined two design features of an employee attitude survey—topic order and demographic item location. Criteria were questionnaire return rates and response favorableness, including favorableness of global attitudes and attitudes toward specific topics. Understanding such effects is important for both scientific and practical reasons. Earlier research on return rates in attitude surveys has investigated effects of several features of questionnaire design and administration (see reviews by Dillman, 1978; Kanuk & Berenson, 1975). Little previous research has examined the effects of item order in surveys. Kraut, Wolfson, and Rothenberg (1975) circulated two versions of a questionnaire in which the order of two 23-item sections (from a total of 168 items) was manipulated and analyzed. Favorableness of responses was not influenced by whether the items appeared in the first half or the last half of the survey. Bradburn and Mason (1964) varied the order of questions in face-to-face interviews but found no differences in responses. Martin and McConnell (1970) examined the effects of order of presentation on return rates. Two questionnaires were given, one more difficult than the other; higher return rates were obtained when the easier one was given first. None of these studies considered the possibility that there might be differences between the return rates of questionnaires whose topics are arranged logically, based on their relevance to

This paper focuses on wisdom manifested in work teams, defined here as groups of interdependent individuals who share responsibility for specific outcomes for their organizations (Sundstrom, DeMeuse & Futrell, 1990). Understanding how wisdom applies in teams has particular urgency, considering their ubiquity in today's organizations - at every level, from executive teams to customer service and production teams, across disciplines from health care to engineering, in a seemingly endless variety of specific applications such as surgery, intercontinental flights, and emergency rescue (Edmondson, 2002, 2003; Nielsen, Sundstrom, & Halfhill, 2002). In exploring how wisdom applies to work teams, we begin by offering a definition of team wisdom based on four inherent tensions of teamwork that must be managed to achieve effectiveness. We then offer a framework outlining and analyzing the dynamics of team wisdom. Subsequent sections apply the framework in four ways. First, we use it as a basis for organizing a review of current research and practice relevant to team wisdom. Second, we apply our framework to identify how the four inherent tensions of teamwork impact teams differently. Third, we apply it by identifying potential ways of developing team wisdom. We conclude with a discussion of potential implications for current theory and research about work teams.

This chapter analyzes the role of work team personality composition — or mix of individual personality traits — in team-based organizations. It offers a framework for analysis that identifies the key variables and relationships of importance to the TBO practitioner. Within that framework it reviews current, empirical evidence relevant to the links between individual personality and work team effectiveness. Finally, it identifies key, practical issues raised by work team personality composition for staffing in TBO, and proposes a series of best management practices.

A survey of 529 office workers from three government and three private sector organizations explored the environmental characteristics that demarcate status in the office, the extent to which these characteristics are related to a sense of status support, and the association of status support with workspace and job satisfaction. Four types of environmental characteristics (the nature of workspace furnishings, amount of space, capacity for personalization, and the ability to control access by others) discriminated between supervisory (high-status) and nonsupervisory (lowstatus) respondents. Furthermore, each of the four sets of physical environment properties were related to perceptions of appropriate status support, which was in turn predictive of job satisfaction and satisfaction with workspace. Private versus public sector differences and supervisory versus nonsupervisory differences were explored The implications for space planning and evaluation are considered.