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Search indexed NASA NTRS and DOE OSTI research on propulsion, heat transfer, battery materials and energy systems. Follow report and document links to the original sources.

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63 records · Page 4

Impaired driving performance in shiftworkers: the role of the circadian system in a multifactorial model

A substantial and growing percentage of the U.S. work force now works on a rotating shift schedule. The repeated changes in sleep-wake, meal and work times inherent in such schedules conflict with the dictates of the internal biological clock and have adverse consequences for the health of the shiftworker population. An important consequence of this conflict is impaired performance, both on and off the job, as indexed by the increased incidence of motor vehicle accidents in shift workers. In this paper we report the results of a survey administered to rotating shift and straight day workers at a manufacturing plant in the eastern U.S. This survey documents an increased incidence of motor vehicle accidents or "near misses" in which sleepiness was implicated as a cause by the respondent. Complaints of poor sleep and increased sleepiness were also significantly more common in shiftworkers than day workers. Last, shiftworkers reported higher caffeine and alcohol consumption, and were more likely to use alcohol as a sleep aid. Although causal links cannot be established using these associative observations alone, previously reported experience with alteration of shift schedules, improvement of levels of alertness, and reduction in adverse performance outcomes corroborate the possibility of a causal link and suggest potential interventions.

NASA Discipline Regulatory Physiology↗

Development of a Human Behavior and Performance Training Curriculum for ISS Astronauts

The paper will describe the DACUM process and summarize the core competencies that were agreed upon, internationally, as important for ISS astronauts. The paper will further discuss the ongoing work being completed by the subgroup, Human Behaviour and Performance Training Working Group, including defining the competencies and behavioural markers. Finally, an overview of remaining work will be provided, including determining which competencies require formal training and which require no formal training, developing training objectives, sequencing the training, and establishing how to assess training effectiveness. DISCUSSION: Designing a common set of goals for behavioural training has been the desire of the SHBP WG since its inception in 1998. This group, along with training specialists and astronauts, are making great strides toward defining these competencies. The road ahead will be exceedingly challenging as training objectives are defined and a training flow is proposed to the MCOP; with proposed ISS crews increasing to six people in the near future, such enhanced behavioural training may be all the more essential for mission success.

VanderArk, Steve↗

Multiobjective Optimization of Low-Energy Trajectories Using Optimal Control on Dynamical Channels

We introduce a computational method to design efficient low-energy trajectories by extracting initial solutions from dynamical channels formed by invariant manifolds, and improving these solutions through variational optimal control. We consider trajectories connecting two unstable periodic orbits in the circular restricted 3-body problem (CR3BP). Our method leverages dynamical channels to generate a range of solutions, and approximates the areto front for impulse and time of flight through a multiobjective optimization of these solutions based on primer vector theory. We demonstrate the application of our method to a libration orbit transfer in the Earth-Moon system.

trajectory design↗

Bridging the Generation Gap: A Rapid Early Career Hire Training Program

This paper describes a training program to provide Early Career Hires (ECHs) in the aerospace industry with real, rapid, hands-on exposure to multiple phases and multiple disciplines of flight project development. Such a program has become necessary to close the Generation Gap and ensure that aerospace organizations maintain a highly skilled workforce as experienced personnel begin to retire. This paper discusses the specific motivations for and implementation of such a program at the Jet Propulsion Laboratory. However, the essential features are widely applicable to other NASA centers and organizations delivering large llight systems. This paper details the overall program concept, stages of participation by an ECH, oversight and mentoring, program assessment, training project selection, and facilities requirements.

Workforce↗