Alle Publikationen
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2018
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(2018) : Ethical and Social Considerations for the Introduction of Human-Centered Technologies at Work: 2018 IEEE Workshop on Advanced Robotics and its Social Impacts (ARSO): Genoa, Italy: IEEE Robotics & Automation Society, S. 131-138
DOI: https://doi.org/10.1109/ARSO.2018.8625830 Abstract: Human-centered technologies such as collaborative robots, exoskeletons, and wearable sensors are rapidly spreading in industry and manufacturing because of their intrinsic potential at assisting workers and improving their working conditions. The deployment of these technologies, albeit inevitable, poses several ethical and societal issues. Guidelines for ethically aligned design of autonomous and intelligent systems do exist, however we argue that ethical recommendations must necessarily be complemented by an analysis of the social impact of these technologies. In this paper, we report on our preliminary studies on the opinion of factory workers and of people outside this environment on human-centered technologies at work. In light of these studies, we discuss ethical and social considerations for deploying these technologies in a way that improves acceptance.
Keywords: Collaboration, collaborative robots, control engineering computing, ethical aspects, ethical considerations, ethical issues, ethical recommendations, ethically aligned design, exoskeletons, Human Computer Interaction, Human Factors, human-centered technologies, human-robot interaction, ieee xplore, Interviews, knowledge based systems, Moral & Ethik, Production facilities, Robot sensing systems, social aspects of automation, social considerations, societal issues, user centred design, wearable sensors, working conditions 2017
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(2017): No Rest for the Stigmatized. A Model of Organizational Health and Workplace Sexism (OHWS). In: Sex Roles 77 (9-10), S. 697-708. DOI: 10.1007/s11199-017-0755-x
DOI: https://doi.org/10.1007/s11199-017-0755-x Abstract: Employee sick attendance at work—presenteeism—poses a significant threat to both employee health and organizational productivity. However, despite the wealth of literature examining organizational predictors of presenteeism, little research has investigated the impact of stigmatized status on employee work attendance when sick. We argue that gender discrimination in the workplace promotes negative job perceptions and poorer health, ultimately contributing to increased rates of presenteeism among female employees. In two studies assessing U.S. women’s perceptions of workplace sexism, job security, job autonomy, job stress, reported health, and workplace sick-related attendance, we develop the framework for the Organizational Health and Workplace Sexism (OHWS) model. Study 1 utilized a large nationally representative dataset to conduct a secondary data analysis that preliminarily investigated the unique impact of perceived workplace discrimination. Results found that women wh o experienced workplace sexism reported more negative job perceptions and poorer health outcomes, yet they did not stay home from work more often than non-stigmatized women did—suggesting sick work attendance. Study 2 surveyed employed women through a paid online survey service in a more detailed assessment of the variables. Structural Equation Modeling (SEM) revealed that workplace sexism negatively related to reported health, job security, and job autonomy, which were positively associated with perceived job stress. Job factors also were negatively related to health, which directly correlated with rates of presenteeism. Therefore, the OHWS provides a novel addition to the presenteeism literature by bridging the health, stigma, and organizational literatures. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
2015
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(2015): That’s not my place. The interacting effects of faultlines, subgroup size, and social competence on social loafing behaviour in work groups. In: European Journal of Work and Organizational Psychology 25 (1), S. 31-49. DOI: 10.1080/1359432X.2014.996554
Abstract: Taking a social relations approach to team diversity, the authors propose that faultlines - hypothetical dividing lines that split a team into relatively homogeneous subgroups - impact the team members' propensity to exhibit social loafing behaviour. They further propose that this individual-level reaction to the faultline structure of the team can differ among team members, depending on the size of their subgroup and on their individual social competence. These assumptions were tested in a sample of real teams working on an intellective task during which social loafing behavior was video-coded. In partial support of the hypotheses, generalized mixed models revealed that social loafing behavior was most common for team members who were part of a team with strong faultlines, who belonged to the larger subgroup in their team, and who exhibited low levels of social competence. These results highlight the benefits of taking a multilevel approach to the effects of faultlines. zitiert von 29
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(2015): Gender at Work. A Social Psychological Perspective. 1st, New ed.. New York: Peter Lang Inc., International Academic Publishers (Language as social action)
Abstract: While many women receive equal education, such equality is nowhere in sight when it comes to women's and men's career success: men still earn significantly more than women and are more likely to be promoted. In this book, the authors offer a state of the art review of applied social-psychological research on gender at work, shedding light on all the different ways that work-related perceptions, attributions, outcomes, and the like differ for women and men. Focusing on domains (e.g., engineering) and positions (e.g., leadership) that are marked by women's underrepresentation, the first part of the book looks at gender at work in terms of stereotypes, attitudes, and social roles, including parenthood, while the second part takes a social identity and communication perspective, exploring the situations in which men and women interact at work. Many chapters focus on applied questions, such as career choice, effects of role models, and sexual harassment at work. Theories and findings are applied to these topics, with conclusions and recommendations drawn throughout the book zitiert von 10
2005
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(2005): Predicting human interruptibility with sensors. In: ACM Transactions on Computer-Human Interaction 12 (1), S. 119-146. DOI: 10.1145/1057237.1057243
DOI: https://doi.org/10.1145/1057237.1057243 Abstract: A person seeking another person’s attention is normally able to quickly assess how interruptible the other person currently is. Such assessments allow behavior that we consider natural, socially appropriate, or simply polite. This is in sharp contrast to current computer and communication systems, which are largely unaware of the social situations surrounding their usage and the impact that their actions have on these situations. If systems could model human interruptibility, they could use this information to negotiate interruptions at appropriate times, thus improving human computer interaction. This article presents a series of studies that quantitatively demonstrate that simple sensors can support the construction of models that estimate human interruptibility as well as people do. These models can be constructed without using complex sensors, such as vision-based techniques, and therefore their use in everyday office environments is both practical and affordable. Although currently based on a demographically limited sample, our results indicate a substantial opportunity for future research to validate these results over larger groups of office workers. Our results also motivate the development of systems that use these models to negotiate interruptions at socially appropriate times. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
1994
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(1994): Moralisches Urteil und Geschlecht: Oder, Gibt es eine weibliche Moral?. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie 46 (2), S. 259-277
Abstract: This study investigated the differential moralities of women and men and discusses their differential usefulness in familial and non-familial or professional environments. Responses to dilemma situations of 40 women and 40 men were studied and compared. The investigation explicitly confirmed that women judged moral conflicts primarily through a 'Care' style which is part of a provider/guardian morality, while men choose a judgement style of 'justice' corresponding to a morality of equity or fairness. In professional settings however both used the 'justice' style. This means that women apply a different standard in family situations than they do in professional public situations. The different female judgment styles are explained by women conforming to the existent professional male style which helps their role emancipation and public coping. Some challenging questions are discussed relative to how large a polarization of moral judgement styles is desirable relative to wom en and m en. (German abstract) (PsycINFO Database Record (c) 2016 APA, all rights reserved) zitiert von 2
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