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Honoring 40 Years of Mission Readiness
Research Reports/Studies A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z |
Alexander, P. C., Alexander, E. R., & Warner, S. (2005, February).
Best practices in sexual harassment policy and assessment
ARI Contractor Report, 2005-01. Arlington, VA: United States Army Research Institute for the Behavioral and Social Sciences. The current study used telephone interviews to survey a sample of Fortune 500 companies regarding their sexual harassment (SH) policies, training programs, and evaluation processes. Based on responses from 56 firms, the authors found that nearly all companies had specific SH policies in place. Companies were more likely to provide training to management, however approximately two-thirds of those surveyed reported offering training to non-management staff as well. Roughly 60% of the firms surveyed made some attempt to evaluate the effectiveness of their SH policies. Overall, the results of the study indicated that the integration of SH training within the broader spectrum of more general organizational training programs is likely to be an effective strategy for reinforcing SH policies.
Aust, S., McDonald, D., Hollowell, J. B., & Klauss, A. (2005).
Using simulation to build a better management system
2005 Interservice/Industry Training, Simulation, Education Conference, Human Performance Center, Orlando, FL. Published in conference Proceedings. The Navy's Revolution in Training (RIT) initiative has set aggressive goals for improving Fleet performance and measurement, while simultaneously streamlining operations and reducing cost. The enormity and aggressive timeline of this initiative has necessitated the implementation of a more comprehensive management system to facilitate the achievement of these goals. A balanced scorecard approach provides the missing elements. A balanced scorecard leverages key organizational performance parameters to provide insight into the current and future health and effectiveness of an organization. While the concepts behind balanced scorecard offer management a promising approach, implementation is often the weakest link for success. In complex social systems such as the Navy, root causes for performance problems are often far removed from the problem manifestation. Too often, balanced scorecards fail because of erroneous assumptions that are made and not corrected about the cause and effect relationships within the complex system. This results in erroneous adoption of leading and lagging organizational indicators, poor situational awareness, and a decreased capability to make effective decisions for an organization. The Human Performance Center is using System Dynamics simulation to improve the construction and accuracy of balanced scorecards. Similar to simulation-use within the acquisition community, the balanced scorecard simulation will be a predictive tool. Management will be able to test scenarios and view potential impacts on the desktop, rather than through real-world occurrences. These simulations can also be used as a self-learning and organizational improvement tool. This paper will describe the process for creating an accurate balanced scorecard using system dynamics simulation; demonstrate how to anticipate behaviors in a complex social system; and describe effective methods for identifying the most reliable balanced scorecard indicators to support organizational success. This article (Paper number 2410) is housed in the archived files of the Interservice/Industry, Training, Simulation and Education web site. Use this link for more information.
Measuring Microaggression and Organizational Climate Factors in Military Units Directed by Dr. Daniel P. McDonald, 98-11, DEOMI Technical Report (Executive Summary)
Castellon, R. (2010)
Castellon, R. (2010)
Annual report on sexual harassment and violence at the U.S. military academies: academic program year 2006-2007
This report is the Secretary of Defense's Annual Report to Congress on sexual harassment and sexual violence at the United States Military Service Academies covering academic program year June1, 2006 through May 31, 2007. The Department of Defense Sexual Assault Prevention and Response Office prepared an assessment of the effectiveness of the Academies' policies, training, and procedures with respect to sexual harassment and sexual violence involving cadets and midshipmen.
Department of Defense. (December, 2009).
Department of Defense, Defense Equal Opportunity Management Institute (DEOMI). (December 2010) DEOMI, Research Directorate, J-9 FY 10 Annual Report
United States Government Accountability Office. (November, 2008).
Diversity in the Federal SES and Processes for Selecting New Executives GAO Report 09-110
This report addresses the representation of women and minorities in the SES and the SES developmental pool (i.e., GS-15 and GS-14 positions) for the executive branch as of fiscal year 2007 with comparisons of representation to fiscal year 2000.  Diversity in the Federal SES and Processes for Selecting New Executives GAO Report 09-110Back to Top Ehrlich, J.A., Knerr, B.W., Lampton, D.R., McDonald, D.P. (July, 1997).
Team situational awareness training in virtual environments: potential capabilities and research issues
ARI Report, 1069. Arlington, VA: United States Army Research Institute for the Behavioral and Social Sciences. Members of small dismounted units face growing responsibilities and challenges in both combined arms combat and in contingency operations. Field training for these diverse missions is limited by cost and environmental factors. Virtual environment (VE) technology offers a potential complement to other training methods to meet the rapidly changing requirements for military training. This report provides an assessment, based on review of the relevant research literature, of the capability of VE technologies, and strategies for their use, for training members of small dismounted units to acquire and maintain situational awareness. It summarizes the state of the art of research in the areas of situational awareness, team training, VE technology, and instructional strategies for simulation-based training. It identifies current and future challenges for providing situational awareness training to members of small dismounted units and makes recommendations for future research.
Equal Employment Opportunity Commission. (Fiscal Year, 2007).
Annual report on the federal work force, 2007
This report is the Equal Employment Opportunity Commission's Report on their progress toward model Equal Employment Opportunity (EEO) Programs. The report contains detailed information on the state of EEO in the Federal government to include demographics and EEO complaints. EEOC Annual Report on the Federal Work Force FY 2007Back to Top Findlay, R. (Summer, 2008).
Firestone, J. M. & Harris, R. J. (Summer, 2008). Exploring missing values on responses to experienced and labeled event as harassment in 2004 Reserves data Directed by Dr. Daniel P. McDonald, 13-08, DEOMI Technical Report.
Firestone, J. M. & Harris, R. J. (Summer, 2008). Attitudes toward cultural competence: A preliminary analysis of values with air force personnel Directed by Dr. Daniel P. McDonald, 15-08, DEOMI Technical Report.
Firestone, J. M. & Harris, R. J. (Summer, 2008). The impact of sexual harassment on likelihood of reenlisting in the U.S. military, 2002 Directed by Dr. Daniel P. McDonald, 18-08, DEOMI Technical Report.
Firestone, J. M. & Harris, R. J. (Summer, 2007) The Impact of Size of Unit on Responses to DEOCS Directed by Dr. Daniel P. McDonald, 04-07, DEOMI Technical Report
Sexism, sexual harassment and sexual assault: Toward conceptual clarity This research focuses on creating conceptual distinctions among sexual harassment, sexist behaviors and sexual assault and creating a first attempt at delineating the empirical relationships among them. Data are from the "2004 Workplace and Gender Relations Survey of Reserve Components" (WGRR), which was designed both to estimate the level of sexual harassment and provide information on a variety of consequences of harassment. Results suggest that a sexist environment is one that facilitates both environmental and individualized sexually harassing behaviors, and in such "climates" assault is far more likely to occur. This analysis suggests that a focus on environmental harassment might be very effective because such public, "visible" actions are identifiable and subject to policy intervention.
Harris, R. (2008).
Hauenstein, N. M. A. (2010, Summer).
Hunter, C., Smith, L.(March 2010) Military Leadership and Education & Religion's Role in the U.S. Military Mission Directed by Dr. Daniel P. McDonald, 01-10 Technical Report
Lampton, D.R., Knerr, B.W., McDonald, D.P., Rodriguez, M.E., & Parsons, J. (August, 1998).
Instructional strategies for team training in virtual environments.
Presented at the Image Conference, Scottsdale, Arizona. (Abstract Only): This paper describes our current efforts in a research program to investigate the use of Virtual Environment (VE) technologies to support training of dismounted soldier tasks. The design and implementation of a system for immersing a two-person team in a VE is described as well as an experiment to examine ways of using VE technology to train teams to perform missions in emergency situations. Two-person teams study mission procedures and then practice the missions in a VE. During practice, the trainees are given guidance either before (demonstration), during (coaching), or after (feedback) each mission, or not given any at all (control group). Performance measures include: speed and accuracy of search, communications, and security procedures; and self-rating of presence an simulator sickness. The objective of the experiment is to determine how and when to give guidance during training with VEs. Lampton, D. R., McDonald, D. P., Rodriquez, M. E., Cotton, J. E., Morris, C. S., Parsons, J. & Martin, G. (March, 2001).
Instructional strategies for training teams in virtual environments.
ARI Report, 1110 Arlington, VA: United States Army Research Institute for the Behavioral and Social Sciences This report describes the design and implementation of the Fully Immersive Team Training (FITT) research system, and the first experiment conducted with that system. FITT was developed to support research on the use of distributed Virtual Environments (VEs) for training dismounted infantry. The hardware and software functional requirements included: locomotion, object manipulation and aiming, communication among participants, design of avatars for participants and computer generated forces, data capture and playback, as well as a host of networking issues. The first experiment examined instructional strategies involving how and when to give guidance during team training with VEs. Ninety-four college students participated in the experiment. Two-person teams engaged in search missions in VEs depicting building interiors. Teams were given guidance either before (demonstration), during (coaching), or after (replay) the first practice mission, or not given any guidance at all (control group). Performance measures included: speed and accuracy of search, communications, and security procedures. Results indicated that the FITT interface worked well in enabling the participants to move in and interact with the VEs, and to act as a team. The feasibility of implementing and administrating each of the instructional strategies in a VE training context was demonstrated. Law, L., Charlie (Spring 2011) Sexual Harassment and Organizational Outcomes Directed by Dr. Daniel P. McDonald, 99-11, Technical Report (Executive Summary)
Integration of the Armed Services
DEOMI Special Series Pamphlet #01-08 This publication reviews historical laws, policies, and trends which influenced the desegregation the services, starting with the Colonial Era and moving through to present day. The contributions of Native Americans, Blacks, Hispanics, Asians, and women are discussed for each time period.
Lyons, D.M. & McDonald, D.P. (2001).
Advanced embedded training with real-time simulation for Navy surface combatant tactical teams
1st International Conference on Universal Access in Human-Computer Interaction, August 5-10, 2001, New Orleans, Louisiana. Published in Proceedings, Volume 2, pages 859-86 (Abstract Only): This paper acknowledges that are emerging training challenges for the United States Navy, and proposes that embedded training is a solution to meet these new requirements for training individuals as well as teams. Embedded training is defined as not only a means for stimulating operational systems for simulated practice, but also as trainer support for developing, managing and conducting scenario-based training through automated processes. The definition also includes automated management and implementation of effective, timely and pedagogically sound training for the individuals and teams being trained. How does it accomplish this? (1) automated training objective selection and scenario development, (2) automated individual and team performance measurement and observation, (3) intelligent performance assessment and diagnosis, (4) on-line feedback and computer-assisted coaching, (5) automated post-exercise debriefings with immediately available performance data, (6) updating of historical performance data bases for focusing future training, (7) distribution of technical documentation related to objectives. All of the above functions are integrated using an intelligent training management architecture. Where appropriate an example of the Advanced Embedded Training System developed by NAWCTSD will be used as a existing example of embedded training. Back to Top
The Effects of Units’ Leadership Credibility Climate on Innovation Performance Presented at the 24th Annual Society for Industrial and Organizational Psychology Conference, New Orleans, LA.
McDonald, D., Smiht-Jentsch, K.A., Pliske, R.M., Stanard, R., Crandall, B., Zsambok, C., Consulting, Z., Neumann, J.L. & University of Central Florida (2002).
Collaborative development of expertise: An effective low-tech approach to on-the-job training.
Interservice/Industry Training, Simulation, Education Conference, Human Performance Center, Orlando, FL. Published in 2002 conference Proceedings. (Abstract Only): The Collaborative Development of Expertise (CDE) is an effective, low-cost training methodology for conducting one-on-one training and team training. Preliminary validation results reveal CDE s effectiveness in promoting (1) greater trainee participation during post-exercise debriefs, (2) better match of trainee-instructor prioritizations during a training exercise, and (3) higher trainee scenario performance as compared to a control group. Furthermore, instructors using CDE (1) use a greater breadth of instructional strategies, (2) are more flexible in the strategies used, and (3) are better able to match the right instructional strategies to the type of performance issue. This paper describes the components of CDE, the steps involved, and discusses the learning theory behind these components. CDE provides the instructor and trainee with a step-by-step training methodology, as well as a toolbox of instructional approaches for unpacking the expertise of the instructor. The process begins with the instructor fostering a more collaborative training environment. Next, CDE uses Cognitive Task Analysis to delineate the types of challenges associated with a job. These challenges provide a framework for the instructor and trainee to diagnose training deficiencies together. Instructors further categorize observed performance obstacles as either a knowing, thinking, or doing-related problem. These categories help the instructor to identify whether the problem involves a lack of declarative knowledge, difficulty in decision-making, or whether the trainee is having trouble with the procedures associated with a task. Categorizing problems in this manner serves to further facilitate diagnosis, and provides a basis for choosing an appropriate instructional approach from the many provided to the instructor by CDE. Finally, CDE empowers trainees to use knowledge elicitation approaches to help unpack the instructor s expertise, as ownership of the training belongs to both the instructor and trainee alike when the using the CDE process. Future work in evaluating and refining CDE is proposed. McDonald, D.P., Vincenzi, D.A., Guest, M.A., Sadowski, W.J., & Muldoon, R.V. (1998).
Examination of age-related differences in a size-estimation virtual environment task.
42nd Human Factors and Ergonomics Society Annual Meeting Proceedings, Posters, pages 1649 -1949 (1) New Orleans, LA. (Abstract Only): The U.S. Army and others have been involved in ongoing virtual environment (VE) research addressing psychophysical and fidelity issues, spatial knowledge acquisition and transfer, training situation awareness, and simulator sickness. Although such research has provided valuable insight into many issues of human interaction with VEs, much remains to be known about potential differences among varying populations. The diverse backgrounds of workers (i.e. age) that will be exposed to VEs in the future propagates the need for an understanding of perceptual and performance differences that may be encountered with VE implementation. The current study used one component of the Virtual Environment Performance Assessment Battery, developed by the U.S. Army Research Institute for the Behavioral and Social Sciences Battery (Lampton, Knerr, Goldberg, Bliss, Moshell, & Blau, 1994), to examine age-related differences in a size-estimation task. Specifically, a group with a mean age of 24 was compared to a group with a mean age of 70 based on estimates of the height of a human figure in a VE. In addition, participants were queried about computer experience to assess the impact of such experience with perception in VEs. All participants were found to underestimate the height of the virtual figure. However, the height estimations of younger participants were significantly lower (i.e. less accurate) than older participants. Results are explained in terms of possible contributors to the perceptual differences of younger versus older participants in VEs. McDonald, D.P., Vincenzi, D.A., Maldoon, R.V., Tyler, R.R., Barlow, A. S., & Al-Awar Smither, J. (1998).
Performance Differences Between Older and Younger Adults for a Virtual Environment Locomotion Task.
Book chapter, pages 262-269. Book Title: Automation Technology and Human Performance by Scerbo, M.W., & Mouloua, M. (Abstract Only): Anticipated wide-spread use of virtual environments (VE) increases the chances that younger and older persons, alike, will be exposed to this technology. Most of what we know today about VE, however, is extracted from data produced from younger populations, usually college students or younger men in the military. Little has been done to look at age as it relates to performance in VE, even though the elderly are the fastest growing age population. A locomotion task was adopted from the Virtual Environment Performance Assessment Battery (VEPAB), which is a battery of psychomotor and visual tasks, usable for comparing various VE interfaces or populations. VEPAB was created by the US Army Research Institute for the Behavioral and Social Sciences. Performance on a navigation task through a three dimensional VE was compared for older and younger adults. Participants used a joystick and wore a stereoscopic helmet mounted display. They used the joystick to navigate through a series of ten consecutive three dimensional rooms as quickly as possible while attempting to minimizing collisions. No differences were found between ages for the number of collisions made. However, overall, younger individuals moved through the rooms faster than older individuals, and males average traversal times were faster than females. Average traversal times became faster with practice. Older adults, however, showed the most rapid improvement in traversal times. Interestingly, a significant correlation between initial traversal times and computer experience was also found suggesting experiential affects on performance. Other potential influences on VE performance such as motor or visual changes are discussed. McDonald, D. P., Vincenzi, D.A., Sadowski, W.J., Guest, M.A., & Muldoon, R. V. (1998) .
Examination of age related performance differences on a complex object manipulation task in a virtual environment.
42nd Human Factors and Ergonomics Society Annual Meeting Proceedings, Posters, pages 1604 -1904 (1) New Orleans, LA.
Moeser, E. A., Steelman, L. A., & McDonald, D. P. (2009, April). Effects of Perceived Discrimination on Work-Family Conflict for Military Personnel Presented at the 24th Annual Society for Industrial and Organizational Psychology Conference, New Orleans, LA.
Moore, B. L. (2010, Summer). the Air Force Parks, K. M. (2008, March).
Hispanic women in the military: Rank, discrimination, and equal opportunity
Directed by Dr. Daniel P. McDonald, 01-08, DEOMI Peer Reviewed Conference Presentation. Symposium conducted at the 7th International Conference on Occupational Stress and Health: Washington, D.C. This research investigated the link between rank and equal opportunity (EO) climate perceptions across officer and enlisted female military personnel. The study also investigated the interactive effects of rank and experienced discrimination on EO climate perceptions. The study's findings suggested that female officers had more positive EO perceptions than enlisted personnel, a finding that also held true for Hispanic female officers. Additionally, experienced discrimination appeared to have similar influences on climate perceptions for both the officer and enlisted groups.
Exploring the immigrant experience: The Latina story Paper presented by, Clark, O. L. (Chair)
Directed by Dr. Daniel P. McDonald, 01-08, DEOMI Peer Reviewed Conference Presentation. Symposium conducted at the 7th International Conference on Occupational Stress and Health: Washington, D.C. Parks' research is based on the sample of enlisted women from all branches of the military. This study focuses on Latinas' perceptions of discrimination and provides comparisons between ethnic groups. Parks also suggests several ways to reduce discrimination that are applicable to nonmilitary workplace settings.
Parks, K. M., Knouse, S. B., LCDR Crepeau, L. J., McDonald, D. P., & Kupchick Jr., T. D. (2009, April). Latina Perceptions of Diversity Climate in the Military Presented at the 24th Annual Society for Industrial and Organizational Psychology Conference, New Orleans, LA.
Peterson, M. H., van Driel, M., McDonald, D. P., & Crepeau, L. J. (2008, April).
Equal opportunity climate strength as a moderator of climate-outcome relationships
Paper presented at the 23rd Annual Conference for the Society for Industrial and Organizational Psychology: San Francisco, CA. Directed by Dr. Daniel P. McDonald, 02-08, DEOMI Peer Reviewed Conference Presentation. The relationships between Equal Opportunity (EO) climate and organizational outcomes such as job satisfaction and organizational commitment were assessed at the unit level of analysis. Results indicated that the unit-level relationships between EO climate and the outcome variables were moderated by EO climate strength. These findings suggest that positive EO climate has a maximal impact on organizational effectiveness factors when unit members share similar perceptions. Poster Presented at 2008 Society for Industrial &Organizational Psychology (SIOP) ConferenceBack to Top Sanders, R. A. (1999).
Scoppio, G.. (August 2007).
Jointness, a selected bibliography
U.S. Army War College Library, Carlisle Barracks, PA. This selected bibliography lists references for readings on Jointness, an enduring theme of the U.S. Army War College. A revised and updated version of earlier bibliographies on jointness it focuses on aspects of Untied States armed forces such as joint operations, joint logistics, interservice cooperation, etc.
Collaborative development of expertise: evaluation of an on-line-job (OJT) training program
46th Human Factors and Ergonomic Society Annual Meeting, Baltimore, MD. Published in Proceedings. (Abstract Only): The Collaborative Development of Expertise (CDE) program was created to support transfer of knowledge and skill from experienced personnel to trainees in on-the-job settings. Thirty-six active-duty Naval Air Defense Coordinators (ADCs) were recruited from Combat Information Centers on board AEGIS-class cruisers. The experimental group received a workshop, practice, and coaching in the CDE program. The control group did not learn CDE during the evaluation, relying upon current Naval training practices. Measures were developed to evaluate how CDE impacted mission debriefs between a trainer and trainee, and trainee on-the-job performance. Analysis of mission debriefs showed that CDE trainers and trainees discussed more of the cognitive challenges associated with the ADC position, and used more expert training and learning strategies than did control group. Limitations of the study and future development objectives for CDE are offered. Stewart, S. B., (Summer, 2009). The Private Military Industry: Implications for Efforts to Enhance the Cross-Cultural Competence (3C) Mission-Critical Capabilities of the U.S. Military
Stewart, J.B. (Summer, 2009) Assessing Alternative Approaches to the Development of a DEOMI Cross-Cultural Competency Inventory Directed by Dr. Daniel P. McDonald Technical Report 07-09
Assessing Alternative Approaches to the Development of a DEOMI Cross-Cultural Competency Inventory Truhon, S. A. (2007, November).
Equal opportunity climate in the United States military: Are differences in the eye of the beholder?
European Journal of Work and Organizational Psychology, Volume 17, Issue 1 March 2008, pages 153-169. Directed by Dr. Daniel P. McDonald. (Abstract Only): Two questions that have risen out of equal opportunity research are whether the level of harassment and discrimination differs for racial and ethnic groups and whether the concept of harassment and discrimination differs for these groups. The responses of 1000 randomly selected American Indian/Alaskan Native, Asian/Pacific Islander, Black, Hispanic, and White Untied States military personnel to three scales from the Military Equal Opportunity Climate Survey were examined. Results confirmed from previous studies that Whites viewed equal opportunity in the military more favorably than other ethnic/race groups. Item response theory analyses suggested that the concept of harassment and discrimination is similar for all groups. The implications for equal opportunity in the military and in the larger American society are discussed.Truhon, S. A., & Parks, K. M. (2007, October).
Norming the DEOCS organizational climate survey
Paper presented at the 49th International Military Testing Association Conference: Gold Coast, Queensland, Australia. Directed by Dr. Daniel P. McDonald, 01-07, DEOMI Peer Reviewed Conference Presentation. Beginning in 2005, the Defense Equal Opportunity Management Institute (DEOMI) began replacing the Military Equal Opportunity Climate Survey (MEOCS) with the DEOMI Organizational Climate Survey (DEOCS). The DEOCS measures aspects of organizational climate, including equal opportunity (EO) and organizational effectiveness (OE), in military units and civilian sectors in the Department of Defense. This report provides normative information on the items and these 13 scales in the DEOCS based on the responses of 477,138 military personnel. Women reported lower levels of EO than men. Likewise non-Whites reported lower levels of EO than Whites. In general, EO scales correlate highly with each other, as well as OE scales with each other. However, correlations between EO and OE scales are much lower. A model linking the scales measuring EO and those measuring OE is proposed. Norming the DEOMI Organizational Climate Survey Presentation "Norming the DEOMI Organizational Climate Survey Paper"Back to Top U.S. Office of Personnel Management (Fiscal Year, 2008) Federal Equal Opportunity Recruitment Program (FEORP), 2008
van Driel, M., Szalma, J., McGuire, G. M., Parks, K. M., McDonald, D., Marcum, R., Millerchip, A., &
Hancock, P.A. (2008, July).
Cultural competencies for global collaboration
Poster presentation at the XIXth International Congress of the International Association for Cross-Cultural Psychology: Bremen, Germany. Directed by Dr. Daniel P. McDonald, 04-08, DEOMI Peer Reviewed Conference Presentation. Recent challenges faced by the U.S. military in its nation building efforts suggest a critical need for the enhancement of cultural competencies and "cultural intelligence" (CQ) in the United States military. A first step in this initiative is to assess the current cultural training needs and cultural capabilities at the individual and organizational levels of analysis within the U.S. DoD. A qualitative survey and a quantitative survey (the Defense Equal Opportunity Climate Survey - DEOCS) was administered to deployed and non-deployed active duty personnel. Results indicated a strong need for personnel to obtain more knowledge about the cultures in which they will deploy, clearer guidelines for cross-cultural interactions, and the laws of other countries prior to deployment. International Association for Cross-Cultural Psychology (IACCP) AbstractBack to Top Walsh, B. M., Tuller, M. D., Matthews, R. A., Parks, K. M., & McDonald, D. P. (2009, April). Proximal and Distal Outcomes of Equal Opportunity Climate Perceptions Presented at the 24th Annual Society for Industrial and Organizational Psychology Conference, New Orleans, LA.
Webb, S. C. & Herrmann, W.J. (2002, February). Historical overview of racism in the military
DEOMI Special Series Pamphlet #02-1. This overview is designed to assist the reader in acknowledging and understanding the historical context of over racist and discriminatory policies and practices in the military and how these dynamics and policies were perpetuated within the Armed Services.
Witt, L.A., Dubin, D.A., David, E.M., Van Driel, M. (2010, Summer) Revising the DEOCS: Preliminary Findings and Recommendations for Future Research Directed by Dr. Daniel P. McDonald, Technical Report Number 07-10
Witt, L. A., Van Driel, M. (2010, Summer).
Witt, L.A., Van Driel, M. (2010, Summer) Ship Climate and Ship Performance Directed by Dr. Daniel P. McDonald, Technical Report Number 06-10
Wroblinski, E. (2010, October) (AEPs) and Diversity |