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Holland, A. W.

Publications and source records attributed to Holland, A. W..

12 records
All sourcesNASA NTRSDOE OSTI
NASA NTRS2016

Psychological Support Operations and the ISS One-Year Mission

Since NASA began human presence on the International Space Station (ISS) in November 1998, crews have spent two to seven months onboard. In March 2015 NASA and Russia embarked on a new era of ISS utilization, with two of their crewmembers conducting a one-year mission onboard ISS. The mission has been useful for both research and mission operations to better understand the human, technological, mission management and staffing challenges that may be faced on missions beyond Low Earth Orbit. The work completed during the first 42 ISS missions provided the basis for the pre-flight, in-flight and post-flight work completed by NASA's Space Medicine Operations Division, while our Russian colleagues provided valuable insights from their long-duration mission experiences with missions lasting 10-14 months, which predated the ISS era. Space Medicine's Behavioral Health and Performance Group (BHP) provided pre-flight training, evaluation, and preparation as well as in-flight psychological support for the NASA crewmember. While the BHP team collaboratively planned for this mission with the help of all ISS international partners within the Human Behavior and Performance Working Group to leverage their collective expertise, the US and Russian BHP personnel were responsible for their respective crewmembers. The presentation will summarize the lessons and experience gained within the areas identified by this Working Group as being of primary importance for a one-year mission.

Beven, G.↗
NASA NTRS2016

Process for Upgrading Cognitive Assessment Capabilities Onboard the International Space Station

MOTIVATION: Spaceflight poses varied and unique risks to the brain and cognitive functioning including radiation exposure, sleep disturbance, fatigue, fluid shifts (increased intracranial pressure), toxin exposure, elevated carbon dioxide, and traumatic brain injury, among others. These potential threats to cognitive functioning are capable of degrading performance and compromising mission success. Furthermore, the threats may increase in severity, and new types of threats may emerge for longer duration exploration missions. This presentation will describe the process used to identify gaps in our current approach, evaluate best practices in cognitive assessment, and transition new cognitive assessment tools to operational use. OVERVIEW: Risks to brain health and performance posed by spaceflight missions require sensitive tools to assess cognitive functioning of astronauts in flight. The Spaceflight Cognitive Assessment Tool for Windows (WinSCAT) is the automated cognitive assessment tool currently deployed onboard the International Space Station (ISS). WinSCAT provides astronauts and flight surgeons with objective data to monitor neurocognitive functioning. WinSCAT assesses 5 discrete cognitive domains, is sensitive to changes in cognitive functioning, and was designed to be completed in less than 15 minutes. However, WinSCAT does not probe other areas of cognitive functioning that might be important to mission success. Researchers recently have developed batteries that may expand current capabilities, such as increased sensitivity to subtle fluctuations in cognitive functioning. Therefore, we engaged in a systematic process review in order to improve upon our current capabilities and incorporate new advances in cognitive assessment. This process included a literature review on newer measures of neurocognitive assessment, surveys of operational flight surgeons at NASA regarding needs and gaps in our capabilities, and expert panel review of candidate cognitive measures and assessment issues and procedures. SIGNIFICANCE: Our process and the results that flowed from it may be helpful to aeromedical professionals charged with transitioning research findings to operational use. Our specific findings regarding cognitive assessment tools are of significance to professionals who must assess readiness to perform in mission critical situations in environments involving threats to cognition and performance

Picano, J. J.↗
NASA NTRS2015

Identifying the "Right Stuff": An Exploration-Focused Astronaut Job Analysis

Industrial and organizational (I/O) psychologists play a key role in NASA astronaut candidate selection through the identification of the competencies necessary to successfully engage in the astronaut job. A set of psychosocial competencies, developed by I/O psychologists during a prior job analysis conducted in 1996 and updated in 2003, were identified as necessary for individuals working and living in the space shuttle and on the International Space Station (ISS). This set of competencies applied to the space shuttle and applies to current ISS missions, but may not apply to longer-duration or long-distance exploration missions. With the 2015 launch of the first 12- month ISS mission and the shift in the 2020s to missions beyond low earth orbit, the type of missions that astronauts will conduct and the environment in which they do their work will change dramatically, leading to new challenges for these crews. To support future astronaut selection, training, and research, I/O psychologists in NASA's Behavioral Health and Performance (BHP) Operations and Research groups engaged in a joint effort to conduct an updated analysis of the astronaut job for current and future operations. This project will result in the identification of behavioral competencies critical to performing the astronaut job, along with relative weights for each of the identified competencies, through the application of job analysis techniques. While this job analysis is being conducted according to job analysis best practices, the project poses a number of novel challenges. These challenges include the need to identify competencies for multiple mission types simultaneously, to evaluate jobs that have no incumbents as they have never before been conducted, and working with a very limited population of subject matter experts. Given these challenges, under the guidance of job analysis experts, we used the following methods to conduct the job analysis and identify the key competencies for current and potential future missions.

Barrett, J. D.↗
NASA NTRS2010

NASA Astronaut Selection 2009: Behavioral Overview

NASA's multi-phase U.S. astronaut selection process seeks to identify the most qualified astronaut candidates from a large number of applicants. With the approaching retirement of the Space Shuttle, NASA focused on selecting those individuals who were most suited to the unique demands of long-duration spaceflight. In total, NASA received 3,535 applications for the 2009 astronaut selection cycle. Of these, 123 were invited to NASA Johnson Space Center (JSC) for Round 1 initial screening and interviews, which consisted of an Astronaut Selection Board (ASB) preliminary interview, medical review, and psychological testing. Of these, 48 individuals were invited to return for Round 2. This round consisted of medical testing, further behavioral assessments, and a second ASB interview. Following this, nine astronaut candidates (ASCANs) were ultimately chosen to go forward to basic training. The contents, benefits, and lessons learned from implementing this phased process will be discussed. The lessons learned can benefit the future selection of space flyers, whether they are NASA or commercial. Learning Objective: 1) Familiarization with the 2009 NASA behavioral screening process for astronaut applicants.

Holland, A. W.↗
NASA NTRS2000

Predictors of Behavior and Performance in Extreme Environments: The Antarctic Space Analogue Program

To determine which, if any, characteristics should be incorporated into a select-in approach to screening personnel for long-duration spaceflight, we examined the influence of crewmember social/ demographic characteristics, personality traits, interpersonal needs, and characteristics of station physical environments on performance measures in 657 American men who spent an austral winter in Antarctica between 1963 and 1974. During screening, subjects completed a Personal History Questionnaire which obtained information on social and demographic characteristics, the Deep Freeze Opinion Survey which assessed 5 different personality traits, and the Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B) Scale which measured 6 dimensions of interpersonal needs. Station environment included measures of crew size and severity of physical environment. Performance was assessed on the basis of combined peer-supervisor evaluations of overall performance, peer nominations of fellow crewmembers who made ideal winter-over candidates, and self-reported depressive symptoms. Social/demographic characteristics, personality traits, interpersonal needs, and characteristics of station environments collectively accounted for 9-17% of the variance in performance measures. The following characteristics were significant independent predictors of more than one performance measure: military service, low levels of neuroticism, extraversion and conscientiousness, and a low desire for affection from others. These results represent an important first step in the development of select-in criteria for personnel on long-duration missions in space and other extreme environments. These criteria must take into consideration the characteristics of the environment and the limitations they place on meeting needs for interpersonal relations and task performance, as well as the characteristics of the individuals and groups who live and work in these environments.

Palinkas, Lawrence A.↗
NASA NTRS1992

Results of an International Space Crew Debrief

In order to identify potential multi-cultural and multinational problems for future International Space Station Freedom crew, a crew debrief questionnaire was developed for U.S. astronauts who flew on shuttle missions with one or more crew members from other countries. Methods: From 1981-90, a total of 20 U.S. astronauts flew on international space missions. Debriefs were mailed to all 20 with instructions not to identify themselves or their specific mission. The debrief focused primarily on preflight training and post flight incidents of misunderstanding, miscommunication, and interpersonal friction among crewmembers. Astronauts were also asked to rate the impact of the incident to the mission (low, medium, high). Results: Ten astronauts responded, but only nine responses were able to be scored, for a return rate of 45 percent. 42 incidents were reported, 9 in the preflight period, 26 inflight, and 7 in the postflight period. Most of the incidents were rated at a low or medium impact, but 5 of the inflight incidents were rated at a 'high' mission impact. A number of causes for the problems were listed, and are discussed. Conclusions: The debrief respondents provide useful and timely recommendations on preflight training which might help facilitate the integration of multinational crews and prevent multi-cultural or multinational factors from interfering with mission operations.

Santy, P. A.↗
NASA NTRS1992

Results of the psychiatric, select-out evaluation of US astronaut applications

The psychiatric exclusion criteria for astronauts are based on NASA Medical Psychiatric Standards for space flight. Until recently, there were no standardized methods to evaluate disqualifying psychopathology in astronaut applicants. Method: One hundred and six astronaut applicants who had passed the intitial screening were evaluated for Axis 1 and Axis 2 DSM-3-R diagnoses using the NASA structured psychiatric interview. The interview consisted of three parts: (1) an unstructured portion for obtaining biographical and historical information, (2) the schedule for effective disorders-lifetime version (SASDL), specially modified to include all disqualifying Axis 1 mental disorders; and, (3) the personality assessment schedule (PAS) also modified to evaluate for Axis 2 disorders. Results: Nine of 106 candidates (8.5 percent) met diagnostic criteria for six Axis 1 disorders (including V code) or Axis 2 disorders. Two of these disorders were disqualifying for the applicants. 'Near' diagnoses (where applicants met at least 50 percent of the listed criteria) were assessed to demonstrate that clinicians using the interview were able to overcome applicants' reluctance to report symptomatomatology. Conclusion: The use of the NASA structured interview was effective in identifying past and present psychopathology in a group of highly motivated astronaut applicants. This was the first time a structured psychiatric interview had been used in such a setting for this purpose.

Faulk, D. M.↗
NASA NTRS1992

Validation of astronaut psychological select-in criteria

An optional astronaut selection strategy would select-in individuals on the basis of personality attributes associated with superior performance. Method: A test battery, the Astronaut Personal Characteristics Inventory (ASTROPCI) was developed which assesses positive and negative components of achievement, motivation, and interpersonal orientations and skills. The battery was administered to one hundred three astronaut candidates and sixty-six current U.S. Shuttle astronauts. To determine performance, a series of conceptual areas related to space flight performance were defined. Astronauts rated their peers on each of these dimensions. Ratings were obtained on all eighty-four current astronauts (excluding those selected in 1990). In addition to peer ratings, supervisor assessments of the same dimensions were obtained for each astronaut. Results: Cluster and factor analysis techniques were employed to isolate subgroups of astronauts. Those astronauts with both high achievement needs and interpersonal skills were most often rated among the top five by their peers and least often rated among the lowest five. A number of scales discriminated between astronauts rated high and low on one or more performance dimensions. Conclusions: The results parallel findings from the personality assessment of individuals in other demanding professions, including aircraft pilots and research scientists, suggesting that personality factors are significant determinants to performance in the space environment.

Rose, R. M.↗
NASA NTRS1992

Psychological training of NASA astronauts for extended missions

The success of operational teams working in remote and hostile environments rests in large part on adequate preparation of those teams prior to emplacement in field settings. Psychological training, directed at the maintenance of crew health and performance becomes increasingly important as space missions grow in duration and complexity. Methods: Topics to be discussed include: the conceptual framework of psychological training; needs analysis; content and delivery options; methods of assessing training efficacy; use of testbeds and analogies and the relationship of training to crew selection and real-time support activities. Results and Conclusions: This paper will discuss the psychological training approach being developed at the NASA/JSC Behavior and Performance Laboratory. This approach will be compared and contrasted with those underway in the U.S. Department of Defense and in other space agencies.

Holland, A. W.↗
NASA NTRS1985

Productivity issues at organizational interfaces

The need for close interdependence between large numbers of diverse and specialized work groups makes the Space Program extremely vulnerable to loss of productivity at organizational interfaces. Trends within the program also suggest that the number and diversity of interfaces will grow in the near term. Continued maintenance of R&D excellence will require that interface performance issues be included in any future productivity improvement effort. The types and characteristics of organizational interfaces are briefly presented, followed by a review of factors which impact their productivity. Approaches to assessing and improving interface effectiveness are also discussed.

Holland, A. W.↗