scholarly journals Is a structured work task application for the assessment of work performance in a constructed environment, useful for patients with attention deficits?

2019 ◽  
pp. 1-11
Author(s):  
Kristina Sargénius Landahl ◽  
Jan Sandqvist ◽  
Aniko Bartfai ◽  
Marie-Louise Schult
Keyword(s):  
Work Performance ◽  
Attention Deficits ◽  
Work Task ◽  
Constructed Environment

The Effects of Degraded Visual and Tactile Information on Diver Work Performance

1979 ◽  
Vol 21 (4) ◽  
pp. 409-415 ◽  
Author(s):  
WILLIAM W. BANKS
Keyword(s):  
Heart Rate ◽  
Repeated Measures ◽  
Quantitative Assessment ◽  
Work Performance ◽  
Male Volunteer ◽  
Direct Function ◽  
Tactile Information ◽  
Work Task ◽  
Repeated Measures Design ◽  
Four Levels

An attempt was made to provide direct, quantitative assessment of environmental and equipment variables on diver work performance. Five male volunteer divers were each given 12 training trials on a standardized, U. S. Navy work task before exposure to eight, randomly presented, experimental visual and tactile conditions. A two-factor repeated measures design was utilized with four levels of luminance degradation and two levels of tactile restriction. Divers were required to perform standardized work underwater while measures of heart rate, errors, and time to complete the task were taken. Results indicated that significant changes occur in measures of time to complete the task and errors, as a direct function of tactile and luminance degradation.

scholarly journals Comparing Relaxation Versus Mastery Microbreak Activity: A Within-Task Recovery Perspective

2020 ◽  
pp. 003329411990034
Author(s):  
Amanda Conlin ◽  
Xinyu (Judy) Hu ◽  
Larissa K. Barber
Keyword(s):  
Positive Affect ◽  
Work Performance ◽  
Work Task ◽  
Content Mastery ◽  
Psychological Detachment ◽  
Work Recovery ◽  
Work Tasks ◽  
Recovery From Work ◽  
To Receive ◽  
Practical Implications

Recovery from work is generally thought to occur outside of the workplace. However, employees may also have the opportunity to recover within the work day via microbreaks during demanding work tasks. Two major strategies for mitigating fatigue include psychological detachment (i.e., mentally disengaging) and replenishing motivational incentives via positive affect. This study examined whether 40-s “microbreaks” improve work recovery and to what extent different microbreak content (mastery vs. relaxation activities) boost performance. Using an experimental study, we randomly assigned individuals to receive a relaxation microbreak ( n =  59), a mastery microbreak ( n =  68), or no break ( n =  72) in the middle of a monotonous work task and assessed work performance. Microbreaks improved task performance and within-task recovery, but only for psychological detachment (not positive affect). Mastery breaks also resulted in more psychological detachment than relaxation breaks, but this increased detachment did not explain performance differences between break types. These results build on existing recovery theories by further demonstrating within-task recovery and provide practical implications for organizations to consider the importance of microbreaks.

Using a Self-Operated Auditory Prompting System to Improve the Work Performance of Two Employees with Severe Disabilities

1998 ◽  
Vol 23 (2) ◽  
pp. 149-154 ◽  
Author(s):  
Teresa A. Grossi
Keyword(s):  
Management System ◽  
Work Performance ◽  
Severe Disabilities ◽  
The Self ◽  
Self Management ◽  
Future Research ◽  
Work Task ◽  
Reversal Design ◽  
Prompting System

This study investigated the use of a self-operated auditory prompting system on the work performance of two supported employees with severe disabilities in community employment settings. A reversal design was used to evaluate the extent to which each employee's work performance improved as a function of the self-management system. Dependent measures included percent of intervals working, accuracy of work task, and total time spent working. Musical tapes that were embedded and interspersed with the auditory prompts increased the work performance for each employee. Future research for implementing an auditory prompting system in community employment settings is discussed.

scholarly journals Effects of reinforcement delay and rule explicitness on work performance

2013 ◽  
Vol 26 (4) ◽  
pp. 489-505
Author(s):  
Minji Kang ◽  
Kyehoon Lee ◽  
Shezeen Oah
Keyword(s):  
College Students ◽  
Factorial Design ◽  
Work Performance ◽  
Delayed Reinforcement ◽  
Work Task ◽  
Reinforcement Condition ◽  
Reinforcement Delay ◽  
Implicit Rule ◽  
Explicit Rule

This study examined the effects of reinforcement delay and rule explicitness on performance. A 2 (immediate vs. delayed reinforcement) x 2 (explicit vs. implicit rule) factorial design was used. Eighty college students were recruited as participants and were randomly assigned to the four experimental groups. They performed a simulated work task and the dependent variable was the number of the work task correctly completed. Results indicated that in the delayed reinforcement condition, performance for the group who was given an explicit rule was higher than that for the group who was given an implicit rule. In the immediate reinforcement condition, however, performance for both groups was comparable.

Attention deficits in children with 22q.11 deletion syndrome

2005 ◽  
Vol 47 (12) ◽  
pp. 803 ◽  
Author(s):  
Lena Niklasson ◽  
Peder Rasmussen ◽  
Sólveig Óskarsdóttir ◽  
Christopher Gillberg
Keyword(s):  
Attention Deficits ◽  
Deletion Syndrome

Social Desirability in Personality Inventories

2014 ◽  
Vol 35 (3) ◽  
pp. 144-157 ◽  
Author(s):  
Martin Bäckström ◽  
Fredrik Björklund
Keyword(s):  
Social Desirability ◽  
Big Five ◽  
Work Performance ◽  
Factor Model ◽  
Five Factor Model ◽  
Peer Ratings ◽  
Personality Inventories ◽  
Model Study ◽  
The Difference ◽  
New Variables

The difference between evaluatively loaded and evaluatively neutralized five-factor inventory items was used to create new variables, one for each factor in the five-factor model. Study 1 showed that these variables can be represented in terms of a general evaluative factor which is related to social desirability measures and indicated that the factor may equally well be represented as separate from the Big Five as superordinate to them. Study 2 revealed an evaluative factor in self-ratings and peer ratings of the Big Five, but the evaluative factor in self-reports did not correlate with such a factor in ratings by peers. In Study 3 the evaluative factor contributed above the Big Five in predicting work performance, indicating a substance component. The results are discussed in relation to measurement issues and self-serving biases.

The Relation Between Financial Incentives, Motivation, and Performance

2017 ◽  
Vol 16 (2) ◽  
pp. 61-76 ◽  
Author(s):  
Anaïs Thibault Landry ◽  
Marylène Gagné ◽  
Jacques Forest ◽  
Sylvie Guerrero ◽  
Michel Séguin ◽  
...  
Keyword(s):  
Financial Incentives ◽  
Work Performance ◽  
Autonomous Motivation ◽  
Compensation Plans ◽  
Work Settings ◽  
Path Analyses ◽  
Three Samples ◽  
And Performance ◽  
Performance Results

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.

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