When AI meets PC: exploring the implications of workplace social robots and a human-robot psychological contract

ABSTRACT

The psychological contract refers to the implicit and subjective beliefs regarding a reciprocal exchange agreement, predominantly examined between employees and employers. While contemporary contract research is investigating a wider range of exchanges employees may hold, such as with team members and clients, it remains silent on a rapidly emerging form of workplace relationship: employees’ increasing engagement with technically, socially, and emotionally sophisticated forms of artificially intelligent (AI) technologies. In this paper we examine social robots (also termed humanoid robots) as likely future psychological contract partners for human employees, given these entities transform notions of workplace technology from being a tool to being an active partner. We first overview the increasing role of robots in the workplace, particularly through the advent of sociable AI, and synthesize the literature on human–robot interaction. We then develop an account of a human-social robot psychological contract and zoom in on the implications of this exchange for the enactment of reciprocity. Given the future-focused nature of our work we utilize a thought experiment, a commonly used form of conceptual and mental model reasoning, to expand on our theorizing. We then outline potential implications of human-social robot psychological contracts and offer a range of pathways for future research.     

Can we talk to robots? Ten-month-old infants expected interactive humanoid robots to be talked to by persons

As technology advances, many human-like robots are being developed. Although these humanoid robots should be classified as objects, they share many properties with human beings. This raises the question of how infants classify them. Based on the looking-time paradigm used by [Legerstee, M., Barna, J., & DiAdamo, C., (2000). Precursors to the development of intention at 6 months: understanding people and their actions. Developmental Psychology, 36, 5, 627-634.], we investigated whether 10-month-old infants expected people to talk to a humanoid robot. In a familiarization period, each infant observed an actor and an interactive robot behaving like a human, a non-interactive robot remaining stationary, and a non-interactive robot behaving like a human. In subsequent test trials, the infants were shown another actor talking to the robot and to the actor. We found that infants who had previously observed the interactive robot showed no difference in looking-time between the two types of test events. Infants in the other conditions, however, looked longer at the test event where the second experimenter talked to the robot rather than where the second experimenter talked to the person. These results suggest that infants interpret the interactive robot as a communicative agent and the non-interactive robot as an object. Our findings imply that infants categorize interactive humanoid robots as a kind of human being.     

The second me: Seeing the real body during humanoid robot embodiment produces an illusion of bi-location

Whole-body embodiment studies have shown that synchronized multi-sensory cues can trick a healthy human mind to perceive self-location outside the bodily borders, producing an illusion that resembles an out-of-body experience (OBE). But can a healthy mind also perceive the sense of self in more than one body at the same time? To answer this question, we created a novel artificial reduplication of one’s body using a humanoid robot embodiment system. We first enabled individuals to embody the humanoid robot by providing them with audio-visual feedback and control of the robot head movements and walk, and then explored the self-location and self-identification perceived by them when they observed themselves through the embodied robot. Our results reveal that, when individuals are exposed to the humanoid body reduplication, they experience an illusion that strongly resembles heautoscopy, suggesting that a healthy human mind is able to bi-locate in two different bodies simultaneously.     

Doing good,doing harm,being well and burning out: The interactions of perceived prosocial and antisocial impact in service work

Service employees often perceive their actions as harming and benefiting others, and these perceptions have significant consequences for their own well‐being. We conducted two studies to test the hypothesis that perceptions of benefiting others attenuate the detrimental effects of perceptions of harming others on the well‐being of service employees. In Study 1, a survey of 377 transportation service employees and 99 secretaries, perceived prosocial impact moderated the negative association between perceived antisocial impact and job satisfaction, such that the association decreased as perceived prosocial impact increased. In Study 2, a survey of 79 school teachers, perceived prosocial impact moderated the association between perceived antisocial impact and burnout, and this moderated relationship was mediated by moral justification; the results held after controlling for common antecedents of burnout. The results suggest that perceptions of benefiting others may protect service employees against the decreased job satisfaction and increased burnout typically associated with perceptions of harming others. Implications for research on burnout, job satisfaction, positive organizational scholarship and job design are discussed.     

An architecture for ethical robots inspired by the simulation theory of cognition

The expanding ability of robots to take unsupervised decisions renders it imperative that mechanisms are in place to guarantee the safety of their behaviour. Moreover, intelligent autonomous robots should be more than safe; arguably they should also be explicitly ethical. In this paper, we put forward a method for implementing ethical behaviour in robots inspired by the simulation theory of cognition. In contrast to existing frameworks for robot ethics, our approach does not rely on the verification of logic statements. Rather, it utilises internal simulations which allow the robot to simulate actions and predict their consequences. Therefore, our method is a form of robotic imagery. To demonstrate the proposed architecture, we implement a version of this architecture on a humanoid NAO robot so that it behaves according to Asimov’s laws of robotics. In a series of four experiments, using a second NAO robot as a proxy for the human, we demonstrate that the Ethical Layer enables the robot to prevent the human from coming to harm in simple test scenarios.     

Infant and adult perceptions of possible and impossible body movements: An eye-tracking study

This study investigated how infants perceive and interpret human body movement. We recorded the eye movements and pupil sizes of 9- and 12-month-old infants and of adults (N=14 per group) as they observed animation clips of biomechanically possible and impossible arm movements performed by a human and by a humanoid robot. Both 12-month-old infants and adults spent more time looking at the elbows during impossible compared with possible arm movements, irrespective of the appearance of the actor. These results suggest that by 12months of age, infants recognize biomechanical constraints on how arms move, and they extend this knowledge to humanoid robots. Adults exhibited more pupil dilation in response to the human's impossible arm movements compared with the possible ones, but 9- and 12-month-old infants showed no differential pupil dilation to the same actions. This finding suggests that the processing of human body movements might still be immature in 12-month-olds, as they did not show an emotional response to biomechanically impossible body movements. We discuss these findings in relation to the hypothesis that perception of others' body movements relies upon the infant's own sensorimotor experience.     

Effects of service robots' anthropomorphism on consumers' attribution toward and forgiveness of service failure

We investigated the effects of service robots' anthropomorphism on consumers' attribution and forgiveness of service failure. By manipulating the levels of anthropomorphism in service robots in three experiments, we evaluated the relationship norms and involvement levels of consumers. Three contributions of our study are as follows. First, most human–robot interaction studies have focused on consumers' dissatisfaction with service robots' service failures. Unfortunately, few studies have investigated the influence of service robots' anthropomorphism levels on consumers' internal attribution and forgiveness of service failure. In the present study, we found a positive correlation between the former and the latter. The findings of this study indicate marketing managers should design their service robots to be less anthropomorphic to reduce the likelihood of consumers making an internal attribution when a service failure occurs and increase their forgiveness of service failure. In addition, to reduce the likelihood of consumers' internal attribution upon service failure, managers may ensure that their service robots explain to the consumers the cause of service failure (e.g., inability to understand consumers' requirements and robots' design-related limitations). Second, consumers' relationship norms moderate the effect of anthropomorphism level on internal attribution. Third, robot anthropomorphism is reportedly effective only when anthropomorphization occurs subconsciously.     

Robots that imitate humans

The study of social learning in robotics has been motivated by both scientific interest in the learning process and practical desires to produce machines that are useful, flexible, and easy to use. In this review, we introduce the social and task-oriented aspects of robot imitation. We focus on methodologies for addressing two fundamental problems. First, how does the robot know what to imitate? And second, how does the robot map that perception onto its own action repertoire to replicate it? In the future, programming humanoid robots to perform new tasks might be as simple as showing them.     

时间距离对于验证性信息加工的影响

研究基于解释水平理论考察时间距离对于验证性信息加工的影响, 即在个体和组织决策情境中, 人们倾向于偏好选择和高估与自身观点和决策相一致的信息, 而不是非一致性信息。通过4个情境决策实验, 研究结果一致表明近期决策会提高信息搜寻和评估中的验证偏差, 而远期决策会降低它们的验证偏差, 知觉到的决策确定性在其中起到部分中介作用(实验1b)。解释水平(实验2)和期许性/可行性表征(实验3)分别在时间距离对验证性信息加工的影响中起到调节作用, 结果依次表明在低解释水平(高可行性-低期许性特征)条件下, 时间距离与验证性信息加工的负相关关系会得到显著增强, 而在高解释水平(高期许性-低可行性特征)条件下, 时间距离与验证性信息加工的负相关关系会得到显著降低。     

“激将法”会激发还是打击员工?感知能力不被领导信任的“双刃剑”效应

感知能力不被领导信任是信任研究的重要内容。已有研究普遍认为感知不被领导信任会对员工的自我产生不利影响。相反, 传统领导方式“激将法”则认为领导的不信任可以刺激员工展现更好的自我。为了解释上述矛盾, 本研究基于自我评价理论和心理逆反理论, 采用实验研究和多源多时间点问卷调查研究方法, 探讨了感知能力不被领导信任对员工自我的“双刃剑”效应及边界条件。研究结果表明, 当员工感知领导能力较强时, 感知能力不被领导信任会通过降低员工的工作效能感削弱员工的工作努力和绩效表现; 当员工感知领导能力较弱时, 感知能力不被领导信任会通过增强员工证明自我能力动机提升员工的工作努力和绩效表现。     

Differences in sharing knowledge interpersonally and via databases: The role of evaluation apprehension and perceived benefits

Knowledge sharing is an essential component of effective knowledge management. However, evaluation apprehension, or the fear that your work may be critiqued, can inhibit knowledge sharing. Using the general framework of social exchange theory, we examined the effects of evaluation apprehension and perceived benefit of knowledge sharing (such as enhanced reputation) on employees' knowledge sharing intentions in two contexts: interpersonal (i.e., by direct contact between two employees) and database (i.e., via repositories). Evaluation apprehension was negatively associated with knowledge sharing intentions in both contexts while perceived benefit was only positively associated with knowledge sharing intentions in the database context. Moreover, compared to the interpersonal context, evaluation apprehension was higher and knowledge sharing lower in the database context. Finally, the negative effects of evaluation apprehension upon knowledge sharing intentions were worse when perceived benefits were low compared to when perceived benefits were high.     

Mindset matters: the role of employees’ stress mindset for day-specific reactions to workload anticipation

In this diary study, we extended knowledge on the role of employees’ stress mindset in the anticipatory phase of the stress process. We examined how workload anticipation is related to approach-coping efforts throughout the workday and how employees’ stress mindset moderates this relationship. Moreover, we investigated how approach-coping efforts are related to vigour and task performance at the end of the workday. Finally, we proposed conditional indirect effects of workload anticipation on vigour and task performance that are moderated by employees’ stress mindset. We conducted a daily diary study over five workdays with 171 employees. Results of multilevel path analysis showed that employees with a more positive stress mindset made more approach-coping efforts when anticipating high workload. Approach-coping efforts were positively related to vigour and task performance. For employees with a more positive stress mindset, workload anticipation had a positive conditional indirect effect on vigour and task performance. Our results suggest that employees react differently to workload anticipation depending on their stress mindset. Moreover, approach-coping efforts may be a cognitive-behavioural mechanism that explains how workload relates to vigour and task performance for employees with a more positive stress mindset.     

The impact of perceived effort–reward imbalance on workplace bullying: also a matter of organizational identification

Work environments characterized by inadequate work conditions have been widely recognized as being particularly prone to the occurrence and exacerbation of bullying behavior. Accordingly, this longitudinal study aimed to explore whether the impact of effort–reward imbalance (ERI) on workplace bullying was mediated by a lower perception of organizational justice, and whether the association between ERI and perceptions of justice was moderated by organizational identification. In the current study, a sample of N = 195 Spanish employees from different occupational sectors filled in an online questionnaire at two different times with a time lag of 8 months. In line with the hypothesized moderated mediation model, results showed that organizational justice mediated the impact of ERI on workplace bullying. Moreover, the effect of perceived ERI on organizational justice was stronger for employees with low organizational identification. Overall, this study can contribute to better understanding how and when ERI boosts the risk of workplace bullying. Accordingly, early intervention designed to buffer the negative effects of ERI should focus on increasing individual levels of organizational identification.     

Do Employees Leave Just Because They Can? Examining the Perceived Employability–Turnover Intentions Relationship

The relationship between perceived employability and turnover intentions seems much more complicated than what the common sense would suggest. Based on the reviewed literature, it was expected that job satisfaction, affective commitment, and perceived job security would moderate this relationship. Using a sample of working individuals from different occupations and sectors (N = 721), it was found that employees who perceived themselves as highly employable were more likely to have turnover intentions when their affective commitment was low and perceived job security was high; and the relationship was negative for employees with shorter tenures. Understanding the conditions under which perceived employability is associated with turnover intentions may help organizations design human resource policies that allow them to retain an educated and competent workforce.     

Uniformity: The effects of organizational attire on judgments and attributions

Despite their prevalence in the marketplace, little empirical attention has been paid to how employee uniforms affect consumer reactions to service experiences. We propose that employee uniforms facilitate the shared categorization of employees and their organization in the mind of the customer, which affects many of the inferences that customers draw following service encounters. Study 1 shows that uniforms lead to greater attribution of responsibility to the company for employee behavior, especially following poor service. Studies 2 and 3 show that uniforms also lead to more assimilation of judgments across employees, increasing the impact of one employee's behavior on judgments of other employees of the same organization. Study 3 shows that employee uniforms lead to more extreme judgments of the company following service encounters. It also shows that bad (good) service from a uniformed employee makes competing companies look better (worse), indicating that uniforms can elicit contrast effects across companies. In sum, the mere presence of a uniform on an unsatisfactory service or retail employee can damage judgments of the organization and its employees and improve judgments of rival organizations compared to identical service from a nonuniformed employee. Managers seem unaware of these negative consequences. These same principles are likely to apply to a wide variety of uniformed services, including police, military, firefighters, and health-care providers.     

Pink triangles: antecedents and consequences of perceived workplace discrimination against gay and lesbian employees.

A model of perceived sexual orientation discrimination was tested in a national sample of 534 gay and lesbian employees. The effects of legislation, organizational policies and practices, and work group composition on perceived sexual orientation discrimination were examined, as well as the attitudinal and organizational outcomes associated with discrimination. Gay employees were more likely to report discrimination when employed in groups that were primarily heterosexual and in organizations that lacked supportive policies and were not covered by protective legislation. Disclosure of sexual orientation at work was related to discrimination and antecedent variables. Perceived discrimination was associated with negative work attitudes and fewer promotions. Organizational policies and practices had the strongest impact on perceived discrimination and were directly related to outcomes.     

Perceived training intensity and work effort: The moderating role of perceived supervisor support

This study explored the relationships between perceived training intensity, perceived supervisor support, and work effort. The results from a cross-lagged study across a 10-month time span among 323 employees at a Norwegian power supply company revealed a nonsignificant relationship between perceived training intensity and self-reported work effort. Moderation analyses revealed a negative relationship for employees reporting low levels of perceived supervisor support. These findings suggest that line managers are of vital importance for maintaining employees’ work efforts in settings where competence-related stress is prevalent. Among several potential implications for practice, we encourage managers to engage in supportive behaviour, particularly under stressful working conditions.     

Using a personal robot to teach young children.

Seventy-five preschool children were instructed about birds by a human teacher, a moving personal robot, a stationary personal robot, and a tape recorder. How much the children learned and how much attention the children paid were compared for each type of instruction. The children learned when they were taught by the human teacher and when they were taught by the animated and the stationary robots. The children paid more attention to the live teacher and to the moving robot than they did to the stationary robot or to the tape recorder. The difference between the amount of attention the children paid to the animated robot and the amount of attention they paid to the human teacher was not statistically significant.