Crowd Work, Outsourcing, and Sustainable Work Systems

2019 ◽  
pp. 99-122
Author(s):  
Klaus J. Zink
Keyword(s):  
Work Systems ◽  
Crowd Work

scholarly journals The Importance of Worker Reputation Information in Microtask-Based Crowd Work Systems

2016 ◽  
pp. 1-1 ◽  
Author(s):  
Alberto Tarable ◽  
Alessandro Nordio ◽  
Emilio Leonardi ◽  
Marco Ajmone Marsan
Keyword(s):  
Work Systems ◽  
Crowd Work

Computer‐based Training Applied to Permit to Work Systems: an Evaluation

1996 ◽  
Vol 33 (3) ◽  
pp. 218-228 ◽  
Author(s):  
Georgina Slaven ◽  
John Boyle ◽  
Barry Murton ◽  
Alan Hunt ◽  
Linda Charnley
Keyword(s):  
Work Systems ◽  
Computer Based Training ◽  
Computer Based

scholarly journals The best task allocation process is to decide on one’s own: effects of the allocation agent in human–robot interaction on perceived work characteristics and satisfaction

2020 ◽  
Author(s):  
Alina Tausch ◽  
Annette Kluge
Keyword(s):  
Task Allocation ◽  
New Technologies ◽  
Human Robot Interaction ◽  
Work Characteristics ◽  
Allocation Decision ◽  
Robot Interaction ◽  
Work Systems ◽  
Organizational Unit ◽  
Allocation Process ◽  
Task Identity

AbstractNew technologies are ever evolving and have the power to change human work for the better or the worse depending on the implementation. For human–robot interaction (HRI), it is decisive how humans and robots will share tasks and who will be in charge for decisions on task allocation. The aim of this online experiment was to examine the influence of different decision agents on the perception of a task allocation process in HRI. We assume that inclusion of the worker in the allocation will create more perceived work resources and will lead to more satisfaction with the allocation and the work results than a decision made by another agent. To test these hypotheses, we used a fictional production scenario where tasks were allocated to the participant and a robot. The allocation decision was either made by the robot, by an organizational unit, or by the participants themselves. We then looked for differences between those conditions. Our sample consisted of 151 people. In multiple ANOVAs, we could show that satisfaction with the allocation process, the solution, and with the result of the work process was higher in the condition where participants themselves were given agency in the allocation process compared to the other two. Those participants also experienced more task identity and autonomy. This has implications for the design of allocation processes: The inclusion of workers in task allocation can play a crucial role in leveraging the acceptance of HRI and in designing humane work systems in Industry 4.0.

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