Alle Publikationen

  • Erweiterte Suche öffnen

Treffer: 2
  • <<
  • 1

  • 2012

  • Riether, Nina; Hegel, Frank; Wrede, Britta; Horstmann, Gernot (2012) : Social facilitation with social robots? In: Yanco, Holly: Proceedings of the seventh annual ACMIEEE international conference on Human-Robot Interaction: the seventh annual ACM/IEEE international conference: Boston, Massachusetts, USA: 3/5/2012 - 3/8/2012. ACM Special Interest Group on Computer-Human Interaction; ACM Special Interest Group on Artificial Intelligence: New York, NY: ACM

    Abstract: Regarding the future usage of social robots in workplace scenarios, we addressed the question of potential mere robotic presence effects on human performance. Applying the experimental social facilitation paradigm in social robotics, we compared task performance of 106 participants on easy and complex cognitive and motoric tasks across three presence groups (alone vs. human present vs. robot present). Results revealed significant evidence for the predicted social facilitation effects for both human and robotic presence compared to an alone condition. Implications of these findings are discussed with regard to the consideration of the interaction of robotic presence and task difficulty in modeling robotic assistance systems.

    Keywords: Assistenz, Mensch-Roboter-Interaktion, Cognitive Processes, Motor Performance, Job Performance, performance, Robotics, Social Facilitation, TASK

  • 2008

  • Ascalon, Ma. Evelina; Schleicher, Deidra J.; Born, Marise Ph. (2008): Cross-cultural social intelligence. An assessment for employees working in cross-national contexts. In: Cross Cultural Management 15 (2), S. 109-130. DOI: 10.1108/13527600810870570

    DOI: https://doi.org/10.1108/13527600810870570 

    Abstract: Purpose: The aim of the paper is to discuss the concept of cross-cultural social intelligence (CCSI), its relevance for both selecting and developing expatriates and other employees working in cross-cultural contexts, the development of a situational judgment test to assess CCSI, and practical 'lessons learned' in each of these areas. Design/methodology/approach: The four phases of the development and validation of the CCSI measure (using a total of 184 cross-cultural SMEs) were developing the scenarios and the response alternatives, the content analysis, and establishing construct validity. Findings: The results from the content analysis and construct validation provide support for the use of the CCSI in cross-cultural situations. Research limitations/implications: The CCSI has not yet been validated in a criterion-related way (i.e. based on relations to job performance). This should be done before using for selection. Practical implications: Possible uses for the CCSI in organisations include selection and/or promotion of expatriates and other employees in cross-cultural contexts and several types of training and development initiatives. This instrument is offered (free of charge) to any interested managers or HR practitioners. Originality/value: Despite the expressed need for instruments of this sort, nothing similar currently exists (especially not a theoretically grounded and empirically sound instrument). In addition, the 'lessons learned' provide practical advice to others engaged in similar undertakings. (PsycINFO Database Record (c) 2017 APA, all rights reserved)

    Keywords: assessment, Creativity, Cross Cultural Differences, cross-cultural social intelligence, cross-national contexts, Employees, Intelligence, Job Performance, Judgment, Kulturforschung/ kulturelle Unterschiede, Personnel, Social Behavior, Social intelligence, Soziale Intelligenz
  • <<
  • 1