Academic science departments should be keenly aware of and strive to reduce instances of harassment/discrimination against female academicians, offer more support for family-related issues and encourage faculty to take advantage of these programs, and conduct search and retention efforts fairly regardless of faculty gender.

The present study examines the consequences of perceived interpersonal discrimination on stress, health, and performance in a sample of 210 science, technology, engineering, and mathematics (STEM) academicians. Using a path model, we test the relation that perceived interpersonal discrimination has on stress and the relation of stress to physical health maladies and on current and future performance. In so doing, we assess the link between discrimination and decrements in performance over time. Additionally, we test supervisor social support as a moderator of the discrimination–stress relation. Findings support relations between perceived interpersonal discrimination and stress, which in turn relates to declines in physical health and performance outcomes. Moreover, supervisory support is shown to mitigate the influence of interpersonal discrimination on stress in STEM academicians.

Purpose – This paper aims to highlight interventions that promote female (and male) faculty’s ability to balance work-family issues at a specific academic institution, in response to a demand in the literature that examines the intersection between research and implementation of organizational policies within a university setting. Design/methodology/approach – Using a case study framework, the researchers present qualitative experiences and quantitative data to evaluate the successful application of a work-family balance and organizational climate improvement initiative within an academic setting. Findings – By highlighting specific examples of work-family and climate initiatives at the individual, organization, and community levels, this case study presents several ways in which academic institutions specifically, and organizations generally, can implement policies that make a difference. Practical implications – Successful implementation of work-family balance and family-friendly organizational policies can positively impact employees. Originality/value – Our goal is to highlight and provide data showing a specific example of how female (and male) faculty members’ experiences can be (and have been) improved in a prototype institution.

A Nintendo® Wiimote® enabled testing of both zero-and first-order of control for a Fitts' Lawstyle pointing task using the same device. The Wiimote® differs from standard computer input devices in that the user has available a full range of three-dimensional motions. Participants were assigned to one of the two orders of control and completed a pointing task that included 50 trials on three sets of boxes, each a different size and distance from each other. Results indicated that participants using the Wiimote® as a zero-order input device (i.e., directly controlling cursor position) were roughly 2.5 times faster at completing the task than those using the Willmote® as a first-order device, (i.e., controlling cursor velocity). As expected, participants using the firstorder controller had smaller effective distances than those using the zero-order control scheme. Surprisingly, no meaningful differences were found between the two groups for overall error rate. This raises interesting questions for the future of three-dimensional control devices.

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