Kanas N, Weiss D S, Marmar C R
Department of Psychiatry, University of California, San Francisco, USA.
Aviat Space Environ Med. 1996 Oct;67(10):969-75.
Interpersonal problems may negatively affect crews on long-duration space missions. These problems stem from crewmember tension and its displacement to the outside monitoring personnel and from disruptions in crew cohesion and unclear leadership roles.
We hypothesized that crew tension and dysphoria would transiently increase following stressful events and be greater in the second half of a mission; that cohesion would be less during the second half of a mission; that tension and dysphoria would be displaced to the outside monitoring personnel; and that high levels of leader support and control would produce high levels of cohesion.
We tested these hypotheses during a 135-d Mir space station simulation study in Moscow. At weekly intervals, the three crewmembers completed items from two group climate questionnaires, a mood questionnaire, and a log of stressful events.
Contrary to expectations, there was significantly (p < 0.05) more total mood disturbance and tension during the first 9 wks than during the subsequent 10 wks of the simulation. Although levels of cohesion remained the same over time, cohesion scores dropped at a significantly greater rate during the last third of the seclusion. There was evidence for the displacement of tension and dysphoria to the outside monitoring personnel. There were significant correlations in the predicted direction between leader support and control and crew cohesion, as well as evidence of status leveling in the mission commander.
Crewmember tension, cohesion, and leadership are important issues affecting people working in secluded environments, and they need to be studied further in space.
人际关系问题可能会对执行长期太空任务的机组人员产生负面影响。这些问题源于机组人员之间的紧张关系及其转移到外部监测人员身上，也源于机组凝聚力的破坏和领导角色的不明确。
我们假设，在压力事件发生后，机组人员的紧张情绪和烦躁情绪会暂时增加，且在任务后半段更为严重；任务后半段的凝聚力会降低；紧张情绪和烦躁情绪会转移到外部监测人员身上；高水平的领导支持和控制会产生高水平的凝聚力。
我们在莫斯科进行的一项为期135天的和平号空间站模拟研究中对这些假设进行了测试。每隔一周，三名机组人员完成两份团队氛围问卷、一份情绪问卷和一份压力事件日志中的项目。
与预期相反，在模拟的前9周，总的情绪干扰和紧张程度显著（p<0.05）高于随后的10周。尽管凝聚力水平随时间保持不变，但在隔离的最后三分之一时间里，凝聚力得分下降的速度明显更快。有证据表明紧张情绪和烦躁情绪转移到了外部监测人员身上。领导支持和控制与机组凝聚力之间存在预测方向上的显著相关性，同时也有任务指挥官地位均衡化的证据。
机组人员的紧张情绪、凝聚力和领导力是影响在与世隔绝环境中工作的人员的重要问题，需要在太空中进一步研究。
