Alle Publikationen
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2019
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(2019) : Towards Virtual Agents for Supporting Appropriate Small Group Behaviors in Educational Contexts: 2019 11th International Conference on Virtual Worlds and Games for Serious Applications (VS-Games): 2019 11th International Conference on Virtual Worlds and Games for Serious Applications (VS-Games): Hangzhou, China: IEEE, S. 1-2
DOI: https://doi.org/10.1109/VS-Games.2019.8864528 Abstract: Verbal and non-verbal behaviors that we use in order to effectively communicate with other people are vital for our success in our daily lives. Despite the importance of social skills, creating standardized methods for training them and supporting their training is challenging. Information and Communications Technology (ICT) may have a good potential to support social and emotional learning (SEL) through virtual social demonstration games. This paper presents initial work involving the design of a pedagogical scenario to facilitate teaching of socially appropriate and inappropriate behaviors when entering and standing in a small group of people, a common occurrence in collaborative social situations. This is achieved through the use of virtual characters and, initially, virtual reality (VR) environments for supporting situated learning in multiple contexts. We describe work done thus far on the demonstrator scenario and anticipated potentials, pitfalls and challenges involved in the approach.
Keywords: Collaboration, collaborative social situations, computer aided instruction, Demonstration Games, educational contexts, emotional & politeness, Games, ieee xplore, Information and communication technology, information and communications technology, nonverbal behaviors, Politeness, serious games (computing), small group behaviors, Small Groups, Social & Emotional Learning, social and emotional learning, Social robotic, Software agents, Task Analysis, Teaching, Training, Verbal Behavior, virtual agents, Virtual characters, Virtual reality, virtual social demonstration games 2016
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(2016): Dear computer, teach me manners: Testing virtual employment interview training. In: International Journal of Selection and Assessment 24 (4), S. 312-323
Abstract: Introduced and evaluated virtual employment interview (VI) training with a focus on nonverbal behavior. In the present study, participants in the VI training group took part in a simulated interview with a virtual character. Simultaneously, the computer analyzed participants' nonverbal behavior and provided real-time feedback. A control group received parallel interview training. Following training, participants took part in mock interviews, where interviewers rated participants' nonverbal behavior, and interview performance. A total of 70 college students (mean age 24 years) participated. Measures included the Measurement of Anxiety in Selection Interviews (MASI). Results revealed (1) that participants of VI training showed better interview performance, (2) that this effect was mediated by nonverbal behavior, and (3) that VI training had a positive influence on interview anxiety. These results have important practical implications for applicants, career counseling centers, and organizations.
Keywords: Angst, Anxiety, Arbeits - und Organisationspsychologie, Berufliche Interessen, berufliche Laufbahn und Berufsberatung, Bewerbungsgespräche, Einzelstudie / spezifisch, Feedback, interpersonal communication, Interpersonale Kommunikation, interview anxiety, Job Applicant Interviews, Manieren, MASI, job interviews: virtual employment interview training, Nonverbal behavior, Kommunikation, Nonverbal communication, Nonverbale Kommunikation, Occupational Interests & Guidance, performance, Specialized Interventions, Spezielle Interventionen, Test Coaching, Testtraining, Training, Verhaltensforschung, Virtual Classrooms, Virtuelle Klassenzimmer, Wirtschaftspsychologie 2014
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(2014): Diversity-Trainings. Einstellungen zwischen Gruppen sozialpsychologisch fundiert verbessern. In: Aktuelle Trends in der Personal- und Organisationsentwicklung
Abstract: Grundlagen des Diversity-Konzepts und des Diversity-Managements in Unternehmen werden erlautert und Erfahrungen mit Diversity-Trainings werden reflektiert. Im Rahmen einer Definition werden unterschiedliche Dimensionen und Typen von Diversity beschrieben und theoretische Modelle erlautert. Nach einer Darstellung der Grunde und Ziele von Diversity-Management werden Massnahmen zum Umgang mit Stereotypen und Vorurteilen am Arbeitsplatz beschrieben, von denen die wichtigste in Diversity-Trainings besteht. Neben grundlegenden Aspekte der Trainingsgestaltung und moglichen Fehlern bei der Durchfuhrung wird ein Uberblick uber die Trainingspraxis gegeben und ein Diversity-Training vorgestellt, welches theoriegeleitet entwickelt wurde, um soziale (vor allem sexistische) Einstellungen zu verbessern. Anhand von Evaluationsergebnissen wird verdeutlicht, dass die Erhohung wahrgenommener Vielfalt innerhalb von Gruppen einen wesentlichen Faktor fur die Verbesserung von Gruppenbeziehungen darstellt.
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