Should I send this message? Understanding the impact of interruptions, social hierarchy and perceived task complexity on user performance and perceived workload

2013 ◽  
Vol 55 (1) ◽  
pp. 135-145 ◽  
Author(s):  
Ashish Gupta ◽  
Han Li ◽  
Ramesh Sharda
Keyword(s):  
Task Complexity ◽  
Social Hierarchy ◽  
User Performance ◽  
Perceived Workload ◽  
The Impact

scholarly journals The Impact of Automation Etiquette on User Performance and Trust in Non-Personified Technology

2020 ◽  
Vol 64 (1) ◽  
pp. 1805-1809
Author(s):  
Zachary Guyton ◽  
Richard Pak
Keyword(s):  
User Performance ◽  
Positive Effects ◽  
Perceived Workload ◽  
The Impact

Previous research has shown that good automation etiquette can yield positive effects on user performance, trust, satisfaction, and motivation. Automation etiquette is especially influential in personified technologies – users increasingly expect more etiquette from technology that has human characteristics. Designers deliberately integrate etiquette into personified technologies to account for users’ anthropomorphization and meet their expectations. The current study examines the impact of etiquette in non-personified technologies. The study aims to demonstrate that automation etiquette also affects performance, trust, perceived workload, and motivation in technologies that possess little to no human characteristics. The study will examine good and bad etiquette across different stages of automation, different automation reliability levels, and different scenario-based perceived task-importance levels (criticality).

Collectivistic Leadership in Context: An Examination of How and When Collective Charismatic Leadership Relates to Unit Functioning

2021 ◽  
pp. 154805182098653
Author(s):  
Jonathan C. Ziegert ◽  
David M. Mayer ◽  
Ronald F. Piccolo ◽  
Katrina A. Graham
Keyword(s):  
Social Inclusion ◽  
Task Complexity ◽  
Contextual Factors ◽  
Negative Relationship ◽  
Field Studies ◽  
Charismatic Leadership ◽  
Interactive Effects ◽  
Collective Leadership ◽  
Contingency Perspective ◽  
The Impact

This research explores the nature of collective leadership by examining the boundary conditions of how and when it relates to unit functioning. Building from a contingency perspective that considers the impact of contextual factors, we propose that collective charismatic leadership will be associated with lowered unit conflict, and this relationship will be strengthened by the contingency elements of individual charismatic leadership, task complexity, and social inclusion. Furthermore, we propose that the interactions of collective charismatic leadership with these contextual factors will relate to performance and satisfaction through conflict. We examine our hypotheses across two unit-level field studies, and the results illustrated that high levels of these contextual factors enhanced the negative relationship between collective charismatic leadership and conflict, which generally mediated the relationships between these interactive effects and performance and satisfaction. The results also highlight the detrimental aspects of collective leadership and how it can relate to reduced unit functioning when it is not aligned with an appropriate context. Overall, these findings begin to provide a more complete picture of collective leadership from a contingency perspective through a greater understanding of when and how it is related to unit functioning.

Knowledge Value, Task Complexity, and Enterprise Technology Implementation

2019 ◽  
Vol 10 (1) ◽  
pp. 19-38
Author(s):  
Sharath Sasidharan
Keyword(s):  
Social Networks ◽  
Technology Implementation ◽  
Task Complexity ◽  
Performance Outcomes ◽  
Planning System ◽  
Knowledge Sources ◽  
Enterprise Technology ◽  
Applied Knowledge ◽  
The Impact ◽  
Knowledge Value

Employees utilize their informal social networks for acquiring system-related knowledge during enterprise technology implementation. Prior research on knowledge acquisition through social networks has not considered the domain proficiency of knowledge sources or the quality of knowledge flows. This study assigns domain-proficiency levels to knowledge sources and introduces the concept of knowledge value: the net impact of acquired knowledge on performance outcomes. Conceptualized as the differential in the domain proficiency of the knowledge source and the knowledge recipient, knowledge value is examined in the context of both factual and applied knowledge, in relation to task complexity and its influence on performance outcomes. Data collected during the implementation of an enterprise resource planning system indicate that knowledge value has a significant impact on performance outcomes, but the impact of applied knowledge is moderated by task complexity. The results stress the importance of considering domain proficiency of knowledge sources during knowledge-network modelling.

Employee engagement and commitment to two Australian autism employment programs: associations with workload and perceived supervisor support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jennifer R. Spoor ◽  
Rebecca L. Flower ◽  
Simon M. Bury ◽  
Darren Hedley
Keyword(s):  
Employee Engagement ◽  
Affective Commitment ◽  
Organizational Context ◽  
Supervisor Support ◽  
Continuance Commitment ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Workload ◽  
Employment Programs ◽  
The Impact

PurposeAlthough there is growing academic and business interest in autism employment programs, few studies have examined employee (manager and coworker) attitudes toward these programs. The purpose of this study is to examine the impact of workload changes (a job demand) and perceived supervisor support (a job resource) on commitment to the program and employee engagement more broadly.Design/methodology/approachA total of 229 employees from two Australian public sector organizations completed a survey about the autism employment program in their organization.FindingsPerceived workload increases were associated with lower affective commitment and higher continuance commitment to the program. Perceived supervisor support was associated with higher affective commitment to the program and employee engagement, but lower continuance commitment to the program. Perceived supervisor support moderated the effect of workload increase on employee engagement, but not in the expected direction.Originality/valueThis research helps to fill a gap in the autism employment literature by focusing on commitment toward autism employment programs among existing employees. The research helps to provide a more complete and nuanced view of these programs within their broader organizational context.

A-105 Perceived Workload and Depression on the Rey 15-Item Recall and Recognition Test: The Impact of Ethnicity and Brain Injury

2021 ◽  
Vol 36 (6) ◽  
pp. 1154-1154
Author(s):  
Raymundo Cervantes ◽  
Daniel W Lopez-Hernandez ◽  
Winter Olmos ◽  
Amy Bichlmeier ◽  
Rachel A Rugh-Fraser ◽  
...  
Keyword(s):  
Depressive Symptoms ◽  
Brain Injury ◽  
Ethnic Minority ◽  
Depression Scale ◽  
Performance Validity ◽  
Item Recall ◽  
Physical Demand ◽  
Mental Demand ◽  
Perceived Workload ◽  
The Impact

Abstract Introduction We examined the impact of perceived workload and depressive symptoms on Rey-15 plus recognition (RMT) in ethnic minority participants with traumatic brain injury (TBI). Methods The sample consisted of 63 healthy comparison [HC: 38 with ethnic minority status (EM) & 25 non-ethnic minority Caucasian (NEM)] participants and 40 persons with TBI (18 EM; 22 NEM). The Hospital Anxiety and Depression Scale to measure depressive symptoms (HADS-D) and the NASA-Task Load Index (NASA TLX) to measure perceived workload. Results ANCOVAs revealed that NEM outperformed EM on the RMT, p = 0.000, ηp2 = 0.37. TBI survivors reported higher levels of HADS-D compared to HC participants, p = 0.018, ηp2 = 0.06. Additionally, the EM group reported higher levels of frustration on the RMT compared to NEMs, p = 0.033, ηp2 = 0.05. Interactions emerged for physical demand where NEM participant’s with TBI had higher ratings than EM participants with TBI. For HCs, the EM participants provided higher physical demand ratings than their NEM counterparts, p = 0.029, ηp2 = 0.05. Additionally, a significant relationship between HADS-D and RMT was observed in the healthy NEM participants (r = −0.558, p = 0.004) and NEM participants with TBI (r = −0.288, p = 0.080). Finally, significant relationships between HADS-D and mental demand, physical demand, temporal demand, frustration, and overall subjective workload were observed in healthy EM participants, r = 0.342–0.431, p < 0.05. Conclusion Consistent with previous research, TBI survivors reported higher levels of depressive symptoms, which were associated with RMT performances. Overall, our data suggest the relationship between perceived workload, depression, and performance is complex and that investigators should interpret performance validity scores in person with TBI, depression, and/or EM status with great care.

The Impact of Task Characteristics on Display Format Effects

1988 ◽  
Vol 32 (5) ◽  
pp. 352-356
Author(s):  
David R. Schwartz
Keyword(s):  
Human Performance ◽  
Task Complexity ◽  
Design Criterion ◽  
Task Characteristics ◽  
Regression Equations ◽  
Display Format ◽  
The One ◽  
Format Effects ◽  
The Impact ◽  
Performance Research

A study was conducted to determine how well the display format effects described by Tullis (1983, 1984) and the resulting prediction equations could be generalized to other display situations. Task complexity and visual monitoring load were identified as task variables which could potentially moderate the format effects and, thus, were varied factorially. The current study also sought to extend Tullis's findings to tasks where the use of several pieces of information from predictable display locations is required. In general, the data indicate the need to study Tullis's format dimensions more fully before using his regression equations to evaluate display designs for use outside the task situation in which the equations were developed. Also, subjects were unable to evaluate their performance accurately under alternative display designs. Their evaluations seemed to be determined mostly by the perceived ease with which information was extracted from the display. This outcome should serve as a warning to system designers. That is, empirical human performance research should be conducted when performance is the paramount design criterion and a validated prediction system, such as the one developed by Tullis for search, is not available.

Sign in / Sign up

Export Citation Format

Share Document