are also indicative of scientificeffectiveness.
At this point, it is also worth noting that, in certain research cultures, such one in the United States academic inbreeding is particularly frowned upon. Presently in the United States, levels of
This paper reports findings from a study on the perceptions of work climate and the patters of relationships between work climate dimensions and performance of research and development units in six countries. The study is based on the analysis of the subset of date collected in Argentina, Egypt, India, Republic of Korea, Poland and UkSSR for the second round of International Comparative Study on the Organization and Performance of Research Units. The following dimensions of work climate have been usec: morale, openness, job satisfaction, work contacts, career opportunities, satisfaction with supervisor, information on research plans, research autonomy. Stepwise regression analyses were carrier out separately for each country and also on global sample to find out the important dimensions of work climate in explaining the variations in the performance of R&D units. The set of work climate dimensions are related separately for two different measures of performance of research units, viz. (1) scientific effectiveness; and (2) user-oriented effectiveness. The implications of this study for management of research and development groups are discussed.
Authors:Luigi Di Caro, Mario Cataldi, and Claudio Schifanella
probably interested not only to a pure numerical productivity quantification, which reflects the overall scientificeffectiveness of his/her research group, but they will also analyze his/her curriculum with the goal of understanding how much the young