Suchergebnisse

Digital developments change the modern way of work. New forms of cooperation between humans and robots or digital software agents in hybrid teams are studied extensively within different disciplines, offering the potential for interdisciplinary exchange. This article spotlights a work psychological perspective on hybrid team design and implementation. The article is threefold. First, we outline how the socio-digital way of work differs from the long-known mechanization and digitalization of work and discuss complex effects on work, safety, and health. Second, concepts and approaches from different disciplines including human factors and psychology are reviewed that can help to holistically describe and evaluate hybrid teams. Third, the article concludes with cross-disciplinary characteristics of successful hybrid team design, implementation, and optimization. In each part, the article transfers the scientific findings to a concrete application field of autonomous robots in ship inspections. The article is valuable for any researcher or practitioner interested or involved in the implementation of autonomous solutions in a work environment. ; This research was part of the BUGWRIGHT2 project Autonomous Robotic Inspection and Maintenance on Ship Hulls (www.bugwright2.eu) funded by the European Union's Horizon 2020 research and innovation programme under Grant Agreement No 871260. ; reviewed ; unknown

Self-concept related to the use of information and communication technology (ICT-SC) is reflected in how people feel and behave when confronted with digital technologies. Although evidence from variable-centered analyses suggests a hierarchical and multidimensional structure of ICT-SC in heterogeneous populations, it is not yet known whether different profiles of general ICT-SC and specific ICT-SC domains (communicate, process and store, generate content, safe application, solve problems) exist. This study aims to extend previous research using person-centered analyses and to examine whether different profiles of ICT-SC can be identified in a heterogeneous adult population (18–69 years) from Germany and how these profiles relate to gender. Results of a latent profile analysis (German quota sample, N = 369) indicate a reliable three-profile solution. Profile I (n = 48) is characterised by rather low ICT-SC with relative profile strengths in the verbal-interactive domains (communicate, process and store). Profile II (n = 149) is characterised by low to average ICT-SC across ICT-SC domains. Profile III (n = 172) is characterised by high ICT-SC with profile strengths in the technical-analytical domains (safe application, solve problems). Gender did not correlate significantly with profile membership. We discuss the practical implications of the results for ICT-SC interventions and suggest directions for future research.

This research provides and validates a field survey measure of team mental models (TMMs) on the location of team member expertise. The measure integrates two important aspects into the expertise location TMM Index: (a) the quality of meta-knowledge about experts within the team, and (b) team consensus regarding within-team expertise. Complementary to content-specific TMM approaches, this measure can be applied across different team and task types as a screening indicator in organizational surveys. To validate the TMM Index, an experimental study ( n = 120, 40 teams) and a longitudinal field study ( n = 130, 37 teams) were conducted. Both studies provide evidence that the TMM Index is a reliable screening indicator that corresponds to content-specific accuracy and consensus scores. Multilevel analyses revealed that the TMM Index predicts team performance (self- and other ratings), team coordination, and individual variables such as knowledge credibility and self-efficacy over time.

PurposeThe purpose of this paper is to compare effects of different monetary team‐based reward strategies on performance, pay satisfaction, and communication behavior in computer‐mediated groups.Design/methodology/approachIn a laboratory experiment, 32 groups of undergraduate students, each consisting of three individuals, interacted electronically and performed a consensus‐reaching task. Team‐based incentives were distributed either equally (each team member received an equal share) or equitably (each team member's share depended on her/his individual contribution). A control group received no team‐based (or other) incentives.FindingsHierarchical multilevel analyses revealed that both types of team‐based rewards increased team members' motivation and pay satisfaction compared to the control condition. Moreover, the effects of team‐based rewards on performance were moderated by group members' assertiveness. In addition, team‐based rewards lead to more cooperative and task‐oriented communication in the computer‐mediated groups. Finally, equally divided rewards led to higher pay satisfaction on average than equitably divided incentives.Originality/valueOn a research level, this study shows that team‐based rewards have positive effects not only on performance but also on communication behavior in computer‐mediated groups. As a practical implication, reward effects should be considered cautiously as they might be influenced by team members' personality. Moreover, whereas no major differences were found between equity and equality principles in terms of performance, the latter seems to be preferable when satisfaction is a major issue in virtual teams.

Coordination in Human and Primate Groups presents one of the first collections of the different approaches and methods used to assess coordination processes in groups. Written by psychologists and primatologists, the book represents a broad range of coordination research fields such as social psychology, work and organizational psychology, medicine, primatology, and behavioural ecology. It is designed for researchers and practitioners interested in understanding the behavioural aspects of group coordination.

The project BUGWRIGHT2 is an interdisciplinary collaborative project co-funded by the European Union's Horizon 2020 research and innovation programme under Grant Agreement No. 871260. The project aims to propel the digital-maritime revolution by developing an adaptable autonomous robotic solution for vessel-structure inspection and maintenance. From a psychological point of view, the implementation of autonomous robots in the work context changes work tasks, roles, and responsibilities from an all-human to a human-robot team setting. Therefore, concepts of psychological team research, humane work design, and technology acceptance need to be considered to realize the full potential of robotic solutions in the maritime sector. This e-book intends to spotlight 14 psychological topics identified as essential for the acceptance of an autonomous robotic solution developed within the BUGWRIGHT2 project through literature research and expert interviews. Each psychological topic is presented in a factsheet that summarizes the scientific input, provides appropriate literature recommendations, and concludes with recommendations for the BUGWRIGHT2 project. The factsheets are valuable for any researcher or practitioner interested or involved in implementing robotic solutions in a work environment. ; This research was part of the BUGWRIGHT2 project Autonomous Robotic Inspection and Maintenance on Ship Hulls (www.bugwright2.eu) funded by the European Union's Horizon 2020 research and innovation programme under Grant Agreement No. 871260. ; notReviewed ; publishedVersion

The social identity approach to stress proposes that the beneficial effects of social identification develop through individual and group processes, but few studies have addressed both levels simultaneously. Using a multilevel person–environment fit framework, we investigate the group-level relationship between team identification (TI) and exhaustion, the individual-level relationship for people within a group, and the cross-level moderation effect to test whether individual-level exhaustion depends on the level of (in)congruence in TI between individuals and their group as a whole. We test our hypotheses in a sample of 525 employees from 82 teams. Multilevel polynomial regression analysis revealed a negative linear relationship between individual-level identification and exhaustion. Surprisingly, the relation between group-level identification and exhaustion was curvilinear, indicating that group-level identification was more beneficial at low and high levels compared with medium levels. As predicted, the cross-level moderation of the individual-level relationship by group-level identification was also significant, showing that as individuals became more incongruent in a positive direction (i.e., they identified more strongly than the average team member), they reported less exhaustion, but only if the group-level identification was average or high. These results emphasize the benefits of analyzing TI in a multilevel framework, with both theoretical and practical implications.

This project refers to the development and validation of the 25-item German-language scale (ICT-SC25g) and the English-language scale (ICT-SC25e) to measure self-concept related to information and communication technology (ICT) on a global and domain-specific level. The project includes the codebook, the used data, and the MPlus code.