Intelligent Mobility in the City: The Influence of System and Context Factors on Drivers’ Takeover Willingness and Trust in Automated Vehicles

Automated driving in urban environments not only has the potential to improve traffic flow and heighten driver comfort but also to increase traffic safety, particularly for vulnerable road users such as pedestrians. For these benefits to take effect, drivers need to trust and use automated vehicles. This decision is influenced by both system and context factors. However, it is not yet clear how these factors interact with each other, especially for automated driving in city scenarios with crossing pedestrians. Therefore, we conducted an online experiment in which participants (N = 68) experienced short automated rides from the driver’s perspective through an urban environment. In each of the presented videos, a pedestrian crossed the street in front of the automated vehicle while system and context factors were varied: 1) the crossing pedestrian’s intention was either visualized correctly (as crossing) or incorrectly (visualization missing) by the automated vehicle (system factor), 2) the pedestrian was either distracted by using a smartphone while crossing or not (context factor), and 3) the scenario was either more or less complex depending on the number of other vehicles and pedestrians being present (context factor). In situations with a system malfunction where the crossing pedestrian’s intention was not visualized, participants perceived the situation as more critical, had less trust in the automated system, and a higher willingness to take over control regardless of any context factors. However, when the system worked correctly, the crossing pedestrian’s smartphone usage came into play, especially in the less complex scenario. Participants perceived situations with a distracted pedestrian as more critical, trusted the system less, indicated a higher willingness to take over control, and were more uncertain about their decision. As this study demonstrates the influence of distracted pedestrians, more research is needed on context factors and their inclusion in the design of interfaces to keep drivers informed during automated driving in urban environments.

CONSTRUCTION AND VALIDATION OF THE CONTEXT FACTOR QUESTIONNAIRE FOR THE IMPLEMENTATION OF ELEMENTS OF STEM EDUCATION IN TEACHER TEACHING AND LEARNING

The absence of a context factor evaluation study instrument for the implementation of STEM education elements led to this study being implemented. The purpose of this study was to develop and validate the Contextual Factors Questionnaire for the Implementation of STEM Education Elements in teacher teaching and learning. Based on the literature reviewed and analysis of the existing relevant questionnaires, the constructs and items identified contributing to the context of the implementation of STEM elements in teacher teaching and learning were successfully developed. The Context Factor Questionnaire went through face validation and content validity involving 13 experts, meanwhile, the construct validity and reliability of the instrument were checked by analyzing the questionnaire items using Statistical Package of Social Science (SPSS) Version 25.0. A total of 825 secondary school teachers were involved in this study. The factor loading for each item was in the range of 0.538 to 0.819, while the reliability value (alpha) of each item was, a = 0.965. The validity and reliability results indicate the instrument is suitable to be administered for the actual study.

Role of Perceived Management Support and Personal Valence in Promoting Behavioral Support for Change: A Social Exchange Theory Perspective

Individuals’ support for change is a critical success factor to effectively implement change. Therefore, identifying the possible antecedent and mechanism leading to one’s behavioural support towards change is necessary. The study aims to unfold this avenue of research empirically by examining the role of both person and context factor in promoting behavioral support for change. Data was collected from 292 academic staff of six public sector universities in Pakistan via cross-sectional mean. A self-reported questionnaire was used to collect responses from the desired sample. SPSS 25 and AMOS were used to analyse the data for its relevance to study’s objectives. Results revealed a positive impact of perceived management support on academic staff’s behavioural support for change. Moreover, personal-valence provides an effective intervening mechanism to translate the effect of perceived management support on both dimensions of behavioural support for change such as compliance and championing behaviour. The study contributes to the existing literature on organizational change particularly to the university settings by examining and empirically validating both person and context factor as significant predictors to academic staff’s behavioral support for change.

Forensic Developmental Concepts

Chapter 2 identifies and describes developmental and clinical psychological concepts that may be useful in forensic Miller evaluations when addressing Miller’s standards for immaturity. Concepts related to the decisional immaturity factor include two models of psychosocial immaturity and the “maturity gap” concept. The dependency immaturity factor is examined through the lens of trauma concepts and individual differences in dependency. The offense context factor offers conceptual ways of thinking about the impact of immaturity on the offense drawn from reasoning in other types of forensic evaluations. The prospects for rehabilitation factor is examined with concepts related to amenability to rehabilitation and the appropriateness of interventions. Concepts relevant for Miller’s “irreparable corruption” include life-course-persistent and adolescence-limited offending patterns, psychopathy, sophistication and maturity, and the Risk-Needs-Responsivity model. A model is provided for the forensic process of analyzing irreparable corruption. Finally, several concepts from general developmental psychology are reviewed for their relevance to Miller cases.

Facilitation of arm movements by their outcome desirability

A large body of research suggests arm extension and arm flexion to be indicators of automatically generated withdrawal and approach motivation, respectively. However, such a view has not remained unchallenged. Recent research suggests that the motivational significance of arm movements may be largely context dependent. The aim of this research was to demonstrate that an essential facilitating context factor for arm movements relies on the desirability of their expected outcomes. Participants viewed negative and positive stimulus material (pictures and words) and were asked to concurrently perform either an arm extension or an arm flexion. Arm movements were embedded in a meaningful context, leading to a stimulus size decrease or increase; and thus giving the visual illusion of withdrawing from the stimulus or approaching it. Results show that the significance of arm movements is indeed influenced by the desirability of their respective effects.

Waar is de Organisatie in Gedrag & Organisatie?

Where is the organization in Organizational Behavior? Where is the organization in Organizational Behavior? This article discusses why it is of increasing importance for researchers to pay attention to the organization as context factor. It is described what context is, how the context can influence results, and how attention can be paid to the influence of the organization context.

A study on the Effects of LMX in team context

The previous LMX literatures have studied that leader’s differential role influenced member’s attitude in leader and member dyadic relationship. But after the study of Sparrowe & Liden(1997), the recent literature emphasize the necessity of multilevel approach, focusing on the team context that belongs leader and members beyond independent dyadic relationship. So we explored ‘LMX differentiation’ and ‘TMS’ as team context factor that influenced employee in team. These factors extend LMX research in that team context could be consider as boundary condition in relationship. To test multilevel hypothesis, we collected the survey data from 277 members and 37 teams and analyzed Hierarchical Linear Modeling. In result, We found that employee’s LMX quality increases team commitment and TMS quality moderate that relationship.