Exploring ‘Generation Y’ interaction qualities at home and at work

Information technology support of office work has increased rapidly in functionality, but new ways of interacting have evolved more slowly. This paper adds to the design research community’s notion of interaction quality by exploring these new ways of interacting and comparing them in the home and work contexts. We describe and analyze two interview studies conducted with office workers to consider how they perceive, experience and compare interaction qualities. Six interaction qualities (instant, expressive, playful, collaborative, responsive and flexible) were identified that together embody an interaction style that we have labeled ‘Generation Y.’ From learning and comparing these qualities, we found that personal and natural type of interactions were mostly experienced in the more private home context. Formal and subtle type of interactions were mostly experienced in the more public work context. We also found that the office workers scored the interaction qualities in their home context as richer than in their work context. This study resulted in a set of design guidelines, aiming to be used to implement the Generation Y interaction style in future office tools and applications. Designers and researchers will benefit from the result of this study from understanding rich interaction design in the work context.     

Information Resource Management: Is it sensible and can it work?

Information Resource Management, or IRM, is founded on the assumptions that organizations are systems amenable to systematic control, and that information is a resource that can be managed in economically efficient ways. The management techniques embodied under the IRM rubric are said to improve the efficiency and effectiveness of information management in organizations. These assumptions are questioned. Systems approaches to organizations have proven inadequate in most instances where they have been tried, and there is little reason to believe the IRM approach will be different. Information is not a resource in the conventional sense of the term, and economic techniques for dealing with information as a resource are lacking. Implementation of IRM suffers from ambiguities about what it is supposed to accomplish, the breadth of its intentions, and the practical constraints of implementing top-down reforms in complex organizations. The broad vision of IRM is useful for articulating goals for information management, but the efficacy of IRM as an organizing framework for actual management of information practices is limited.     

‘Systemic rationalization’ in Austria: Social and political mediation in technology use and work organization

The paper analyses restructuring processes occuring with the introduction of information technologies into firms in Austria and assesses how far the evidence lends support to the thesis of a fundamental change in rationalization patterns as postulated by continental industrial sociologists claiming the emergence of a novel type of systemic rationalization. Based on a research perspective putting emphasis on several levels of social mediation of technological change the broad conclusion is the following: there are clear indications of a novel systemic approach to rationalization but the associated forms of work organization show substantial variation. The analysis of the influence of national-level institutions, industry- and firm-specific conditions, and their role in micro-political processes of system and work design, points towards an underutilization of work humanization potentials and suggests an increase in skill supply as one of the possible intervention strategies.     

How and why do subcontractors experience different safety on high-risk work sites?

In high-risk industries such as construction, mining and energy, subcontractors play an increasingly significant role. A typical arrangement is for the site owner to hire a principal contractor who in turn hires multiple subcontractors. This means that multiple subcontractors from multiple companies can be working on the same site at the same time. There is evidence that the use of subcontractors is not only increasing, but that the accident rates for subcontractor employees are higher than those of operator/site owner employees. Existing research on subcontractors, which focuses on the role of the prime contractor in selecting and managing subcontractors, fails to explain why subcontractors continue to experience higher rates of serious injury even where subcontractor management systems are in place. The purpose of this paper is to understand how and why employees of subcontractors’ experience safety differently from employees of principal contractors. The paper does so by extensively reviewing the applicable literature and reporting on a cross-industry focus group study.     

Implementing IPsec — making security work on VPNs,intranets and extranets: Elizabeth Kaufman and Andrew Newman

For anyone who doesn’t know, the IPsec protocols were “designed to clear the hit list of well-known security flaws in the current Internet Protocol version 4 (Ipv4) and to provide a pre-emptive strike against these same flaws in its possible replacement, the Internet protocol version 6 (Ipv6)”. So, is IPsec the answer to all our network security problems, the simple cure all, or is this too good to be true? The authors of this particular book are of the opinion that IPsec “has raised by far the most hope…as a possible cure for the widespread security problems of networks and networked applications”. But, while offering hope to those responsible for increasingly more complex networks, the authors also prudently point out that “IPsec products can wreak havoc on critical applications and other enhanced networked services.” The problem is, while IPsec can indeed provide solutions never offered before (or in a manner never offered before) interoperability problems, limitations in the base protocols and failure to address known operational conflicts could court disaster. And here is the rub: the potential havoc wreaked could leave the most ambitious of doom laden hackers crazy with envy.     

The impact of the nature of globally distributed work arrangement on work–life conflict and valence: the Indian GSD professionals’ perspective

While there is a rich literature exploring the various facets of Globally Distributed Systems Development (GSD), there is scant attention given to the human resource issues such as work–life conflict (WLC) faced by GSD professionals and their valence toward globally distributed work. In this study, we attempt to identify factors that influence offshore GSD workers’ WLC and their valence toward globally distributed work. Specifically, we focus on factors related to the nature of the distributed work arrangements as experienced by offshore Indian workers involved in GSD. On the basis of survey data, we find support for the impact of a number of distribution-related variables on WLC and valence.     

Investigation into the performance of strenuous work at high environmental temperatures—The relationship between heart rate and a fixed work/rest ratio

Employees in industry may be required to work in hot conditions which can result in heat strain. If work is to continue in potentially dangerous conditions, recommendations are needed to ensure that adequate precautions are taken. A requirement for the implementation of these recommendations is a simple means of assessing the suitability of work/ rest periods. This paper describes the first part of a study to develop simple predictive methods, related to the World Health Organization limit of a heart rate during an average work/rest cycle, of 110 beats min⁻¹.Subjects were six acclimatised, fit males. Skin temperature, rectal temperature and heart rate were monitored. They performed block-stepping at a metabolic rate of 450 W at 27, 28, 29, 30 and 31°C wet-bulb globe temperature. Humidity was low. Exposures were for five hours on each day, on a 45/15 minute work/rest schedule. Heart rates were measured and heart-rate indices calculated. Correlation between the indices and the resting heart rate were determined. The highest correlation ($\text{r = 0.747, p < 0.001}$) was found between resting rate and the “5th hour cycle rate” (the average work/rest cycle heart rate during the fifth hour). Results indicate that the resting heart rate (measured on a seated individual after 10 min exposure to the conditions under investigation), has predictive value for calculating “cycle rate”.     

The impact of shiftwork on work – home conflict,job attitudes and health

The present study was designed to test the impact of rotation and timing of shifts on work?–?home conflict, job attitudes, health and absenteeism among the military police. A total of 3122 employees participated in the study. Discriminant analysis was used to examine the relationships between rotation and timing of shifts on the one hand, and the outcome measures on the other. Whether employees had fixed dayshifts, fixed non-day shifts including weekends, or rotating shifts with or without weekends, could be predicted on the basis of the experienced work?–?home conflict, job attitudes, health and absenteeism. Each of the two parameters of shiftwork differentially affected the experience of the outcome measures. Rotation was most clearly related to unfavourable job attitudes (namely job satisfaction, cynicism, turnover intentions and professional efficacy), whereas timing was most clearly related to increased work?–?home conflict. The results suggest that fixed non-day shifts including weekends (i.e., during highly valuable times) should be avoided in order to minimize the conflict between work and home and that rotation rosters should be designed with a high degree of individualization and flexibility. These seem to be the most promising ways to reduce the negative consequences of shiftwork for employees, their families and organizations.     

2022年与work互动

标题里的work大致指"有效"的意思,延伸一下还包含着对有效性的追求. 和一位新朋友交流,当谈到学习行动中看到诱人的理念、可用的工具、精彩的策略,以何为思考坐标的时候,朋友脱口而出说work.朋友的解释我没有记住多少,但在我的大脑里留下最深刻印象的,还就是work有效这个点.说起work就容易想起make it wor...     

Balancing shiftwork and life outside work: do 12-h shifts make a difference?

Twelve-hour shifts are a popular alternative to 8-h shifts as many consider these shift arrangements superior in terms of facilitating a better social and family life. This view is largely based on anecdotal evidence, however as few studies have examined longitudinal relations between work/non-work conflict and shift length. Using self-report data from 137 machine operators, this study examined whether 8- and 12-h shifts have a differential impact on work/non-work conflict. Relationships between work/non-work conflict and subjective health were also examined. Profile analysis revealed no significant relationships between shift length and work/non-work conflict. Results of regression analyses indicated that work/non-work conflict was positively related to psychological health on 8 and 12-h shifts (p<.01) but not to physical health. These results suggest that 12-h shifts did not offer any benefits or disadvantages for workers trying to reconcile their work and non-work life during the 13-month study period.     

How does a backrest work?

After discussing the distribution of forces in the stable upright posture and illustrating the importance of the lumbar lordosis for minimising muscular effort in this position, the loadings on the spine and muscles of the back are outlined during upright sitting. It is shown that the backrest locates the lumbar spine so that the CG of the superincumbent body parts can be positioned above the vertebrae, permitting the gravity load to be transmitted to the seat without the counteracting torques which muscles would have to provide if this position was not adopted. The forces arising from other sitting positions are then discussed, and some conclusions drawn for seat design.     

ADAS at work: assessing professional bus drivers’ experience and acceptance of a narrow navigation system

Cognition, Technology & Work - Due to the argued benefits of passenger comfort, cost savings, and road safety, the bus sector is showing increasing interest in advanced driver-assistance...     

Does crew resource management training work? An update, an extension, and some critical needs

OBJECTIVE: This review provides the state of crew resource management (CRM) training evaluations since the E. Salas, C. S. Burke, C. A. Bowers, and K. A. Wilson (2001) review and extends it to areas beyond aviation cockpits. Some critical evaluation needs in CRM training are also covered. BACKGROUND: Because of the purported success of CRM training in aviation, other high-consequence domains have begun to implement CRM training for their workforces. However, the true impact of CRM training in aviation and these other domains has yet to be determined. METHOD: Using D. L. Kirkpatrick's (1976) framework for evaluating training (i.e., reactions, learning, behavior, and organizational impact), we reviewed 28 published accounts of CRM training to determine its effectiveness within aviation, medicine, offshore oil production and maintenance, shipping/maritime, and nuclear power domains. RESULTS: Findings indicate that CRM training generally produced positive reactions from trainees; however, the impact of training on learning and behavioral changes suggest mixed results across and within domains. Furthermore, and as was found by Salas, Burke, et al. in 2001, we cannot ascertain whether CRM has had an impact on the organization's bottom line (i.e., safety). CONCLUSION: Based on the results, there are several critical needs that the CRM training community must address before CRM training can have the desired impact on safety: a mandate, access to data, and resources. APPLICATION: As CRM training expands to organizations beyond aviation, it is critical that its impact be understood such that it can be improved and achieve the intended results.     

The full‐time VDT operator as a working person: Musculoskeletal work discomfort and life situation

The purpose of this research was to explore the situations and activities during which video display terminal (VDT) operators’ musculoskeletal discomforts arose. The study groups were engaged in highly computerized office work, consisting of routine, standardized job tasks. A total of 36 subjects were chosen from two office departments: 25 people from an accounts center where work was dominated by routine data‐entry work, and 12 persons from a telephone exchange where data‐dialogue work predominated. An instrument for in‐depth interview was prepared to explore how the individual was coping with any musculoskeletal discomfort and how this kind of discomfort was related to work and overall life situation. An earlier‐developed method was used for assessing the subjectively perceived position of the interviewees in relation to the entire course of their paid employment, using four variables. The data underwent a predominantly qualitative analysis.

Findings based on the assessment of subjective time perspective of current work and its relation to musculoskeletal complaints revealed that people working together, and with very similar tasks, had very different panoramas looking backward and forward at their personal work life and independent of their suffering from musculoskeletal discomfort. Most of the workers had decided to stay in the present job and to not demand more of the job than they had obtained until now. One conclusion is that these orientations should be considered important factors in planning for ergonomie intervention and organizational change.     

Does a rolling floor reduce the physical work demands and workload, and increase the productivity of truck drivers handling packed goods?

A PCM rolling floor (RF) was developed to reduce the risk of musculoskeletal complaints among truck drivers. The RF can be used to move packed goods automatically in and out of the cargo space. The efficacy of this intervention on physical work demands, energetic and perceived workload and productivity was evaluated by comparing nine truck drivers working with a RF and a traditional, non-moving floor during a working day. Since the RF was not used during the loading process, no effects were found. The RF reduced the unloading process by 8 min, decreased the frequency of lifting and setting down goods by 24%, decreased the frequency of handling goods below knee level by 79%, and decreased the frequency of entering the cargo space by 45%. No effect was found on the energetic and perceived workload. The RF resulted in a small increase in productivity.     

What does computer support for cooperative work mean? a structurational analysis of computer supported cooperative work

Technical developments in electronic communication and computing coupled with new understanding of relationships between computers and work processes has given impetus to a significant amount of research in the area of Computer Supported Cooperative Work (CSCW). Much of this work, however, lacks strong theoretical foundations, and there is no clear definition of CSCW, the major research questions of the field, or appropriate strategies for research. In this paper we suggest Giddens' theory of structuration as a conceptual foundation for CSCW research and propose a formal definition for CSCW. We conclude by discussing seven implications of the framework for future research into: (a) platform software features, (b) research methods, (c) systems development approaches, (d) features of CSCW development methodologies, (e) interactions between CSCW use processes and organizational structures, (f) interactions between work processes and CSCW applications, and (g) larger social change due to adoption of CSCW applications.     

Teachers’ personal web use at work

This article presents findings from an online survey of teachers concerning personal web use (PWU) at work. Often considered as ‘cyberslacking’ or ‘Internet abuse’, PWU is a growing phenomenon within increasingly Internet-dependent workplaces. The findings of this study highlight a wide range of types of personal web usage amongst teachers ranging from sending personal emails to social networking and personal banking as well as a range of reasons for PWU from a means of addressing permeable work-life boundaries and coping with work intensification to providing a virtual space for routine resistance. The data also suggest that, rather than being detrimental to the organisation, PWU could potentially be a means of increasing worker productivity and developing the digital literacy of teachers. It concludes by considering the implications of the findings for senior managers within organisations.     

External and internal attentional environments I. The utilization of cardiac deceleratory and acceleratory response data for evaluating differences in mental workload between machine-paced and self-paced work ∗

Previous evidence has suggested that self-paced (SP) task performance may constitute a higher mental workload than machine-paced (MP) performance. These differences in mental workload were thought to be due to the presence, when working SP, of an internal pacing mechanism serving to maintain the worker's rhythm. In MP tasks, this function would be maintained externally by the machine. The present investigation attempted to directly test this hypothesis. For this purpose, Lacey's psychophysiological model relating changes in heart rate (HR) to attentional demands was employed. Differences in cardiac deceleratory and acceleratory activity between MP and SP performance were evaluated for each of two tasks. In one task, the emphasis was predominantly on visual detection. Based on the suspected direction of attentional demands, this task was characterized as external. The other task required mental solution to arithmetic problems and was categorized accordingly as internal. Psychophysiological findings were consistent with Lacey's basic model and offered no support for the existence of an internal pacing mechanism under SP conditions. Instead, they suggested the presence of uncertainty factors reflecting higher mental workload during the MP performance of both tasks. Performance data, however, did not support the causal interpretation given by Lacey for his psychophysiological model, and were explained in terms of a complex interplay between HR level and HR change.     

What do we know about ageing at work? Evidence-based fitness for duty and health in fire fighters

This study sought to collect evidence on age and workability in fire fighters, using systematic international literature searches, interviews, and secondary analyses from Dutch fire fighter studies. Recent decades have witnessed growing demands on fire fighters, who face peak task demands during duty. Older Dutch fire fighters experience greater emotional and mental demands than their younger colleagues. Huge inter-individual variation emerged in task performance with over six-fold differences in time-on-tasks and the percentage heart rate reserve between and within age groups. However, no age-effect was observed in lifting capacity during simulations. Compared to their youngest colleagues, older Dutch fire fighters face a six-fold increase in the risk of health complaints. The international literature lacks psychological age effects studies. Semi-functional tests, (e.g. exercise stress testing or push-ups) do not predict workability. Regular screening of fire fighters, using multi-modal functional tests that closely simulate real job activities, is recommended.