Education biases perception of social robots

IntroductionRecent research on human–robot interactions (HRI) emphasizes a role of user's attitudes in perceiving robot's with different robot embodiments of varying levels of human likenesses. However, other human factors such as educational background may also help understanding of what conditions contribute to enhance social perception of robot's features.ObjectivesThis study aimed to determine how people's attitudes towards and familiarization with robots influence social perception of particular features of robots.MethodFirst, we measured attitudes towards robots among undergraduate students with diverse educational background (engineering vs. psychology). Then, participants were presented with short movies showing the behaviour of three robots with different levels of sociability. Finally, participants evaluated the characteristics of these robots on a scale.ResultsPeople more familiar with social robots and with more positive attitudes towards them evaluate robots with human traits more highly.ConclusionHuman perception of social robots resembles social phenomena related to human perception of other people.     

Uncovering the trail of positive affect in the job attitudes literature: A systematic review

A review of the organisational psychology literature suggests that researchers have examined at least four job attitude constructs: job satisfaction, work/task satisfaction, job involvement, and organisational commitment. Less, however, is known about why the four different job attitudes vary in magnitude as predictors of vital organisational outcomes. In this systematic review, I propose that positive affect is central in explaining the differential effects of these job attitudes on organisational outcomes. The review then explicates patterns of results underlying prior studies on these job attitudes and presents an overarching proposition: Accurate conceptualisation and measurement of the affective component underlying each job attitude will help illustrate how, and to what extent, each job attitude leads to desirable organisational outcomes. Finally, four key suggestions for further job attitudes research are presented: (a) enhancing conceptualisation and measurement of positive affect in job attitudes, (b) developing an overarching theory of positive affect, (c) focusing on discrete positive emotions, and (d) looking beyond existing current job attitude constructs. This work complements the current affective epoch of job attitudes research, uncovering the trail of positive affect as it has informed the job attitudes literature historically and suggesting its theoretical and practical developments for the future.     

Suicide by crashing into a heavy vehicle: A one-year follow-up study of professional drivers

Train and heavy vehicle drivers can experience a traumatic event caused by people attempting suicide by crashing into their vehicles or jumping in front of them. While there are a number of studies on train drivers showing the negative consequences these events can have on their well-being, there are no studies on heavy vehicle drivers involved in these types of crashes. In the current study, we surveyed Finnish heavy vehicle drivers (N = 15) involved in a suicide crash in the year 2017 regarding their experiences and coping approximately one month (T1) and one year (T2) after the crash. Ten of these drivers reported one or various combinations of measurable consequences such as minor physical injuries, shorter or longer sickness absences, significant posttraumatic stress symptoms (measured using the Impact of Events Scale-Revised) and requiring psychological help. Posttraumatic stress symptoms decreased over time; however, three out of the four drivers who had a high IES-R score at T1 were still around the IES-R cut-off score at T2. This research raises questions whether and what kind of support heavy vehicle drivers who have been involved in a suicide crash should be given.     

Vers une évolution du rapport au travail et au chômage ? Points de vue de demandeurs d’emploi et discours de salariés

Professional career paths are nowadays marked by multiple transitions. Job loss is one of the most frequent causes of professional transitions. Given this emphasis, recent studies questioned a possible evolution of the “work” norm, the emergence of an “unemployment norm” and its effects on job seekers. This paper proposes to contribute to the discussion on the current evolution of the relation to work and unemployment. At first, the results of a study with 500 unemployed people, who completed a questionnaire on work centrality and on the perception of work, will be presented. Then, a discourse analysis on the meaning and meaningfulness of work of 15 working people will be discussed. The results show the central function of work and the relative normalization of unemployment.     

FNDNet – A deep convolutional neural network for fake news detection

With the increasing popularity of social media and web-based forums, the distribution of fake news has become a major threat to various sectors and agencies. This has abated trust in the media, leaving readers in a state of perplexity. There exists an enormous assemblage of research on the theme of Artificial Intelligence (AI) strategies for fake news detection. In the past, much of the focus has been given on classifying online reviews and freely accessible online social networking-based posts. In this work, we propose a deep convolutional neural network (FNDNet) for fake news detection. Instead of relying on hand-crafted features, our model (FNDNet) is designed to automatically learn the discriminatory features for fake news classification through multiple hidden layers built in the deep neural network. We create a deep Convolutional Neural Network (CNN) to extract several features at each layer. We compare the performance of the proposed approach with several baseline models. Benchmarked datasets were used to train and test the model, and the proposed model achieved state-of-the-art results with an accuracy of 98.36% on the test data. Various performance evaluation parameters such as Wilcoxon, false positive, true negative, precision, recall, F1, and accuracy, etc. were used to validate the results. These results demonstrate significant improvements in the area of fake news detection as compared to existing state-of-the-art results and affirm the potential of our approach for classifying fake news on social media. This research will assist researchers in broadening the understanding of the applicability of CNN-based deep models for fake news detection.     

Daily relations between social perceptions and physical activity among college women

ObjectivesThere is a need to develop more effective physical activity (PA) promotion programs for college women. Theory and evidence suggest that perceptions of the social environment play a role in college women’s PA, though little is known about how these perceptions are associated with PA at the day level. The goal of this study was to examine relations between changes in college women’s daily social perceptions and objectively assessed PA over seven days.DesignDaily diary method.MethodCollege women (n = 80, M_Age = 20, M_BMI = 23.1 kg/m²) wore Fitbit wristbands and completed daily self-reports of (1) the quantity and perceived intensity of their social interactions (positive/negative), and (2) the occurrence of social comparisons (based on appearance/health/status) for seven days.ResultsMultilevel models showed daily variability in predictors and outcomes (ps < 0.0001), as well as relations between within-person changes in social perceptions and PA. Increases in negative interactions (particularly those with friends) were consistently associated with decreases in daily PA, whereas increases in positive interactions showed limited relations (srs = −0.22-0.34). Days with health comparisons were days with greater PA for women who had stronger overall interest in comparisons, but were days with less PA for women with weaker overall interest (srs = 0.22–0.33). PA did not differ between days with vs. without appearance comparisons.ConclusionsSocial perceptions show meaningful day-to-day variability and relations with college women’s daily PA, and specific associations may be useful for improving tailored interventions for college women.     

Characterizing positive and negative ‘voicers’ in elite sport teams: The role of the Five Factor Model and narcissism in players’ frequency and passing on of voice

ObjectiveThis study examined the role of the Five Factor Model and grandiose narcissism in players’ positive (i.e., constructive voice, supportive voice) and negative voice (i.e., defensive voice, destructive voice) in elite sport teams.MethodPlayers from six field hockey and seven korfball teams from the two highest national levels were assessed for four weeks. Using social network analyses, players’ personality was related to their self-reported voice frequency, their voice frequency as perceived by all teammates (other-ratings), and the extent to which they pass on voice.ResultsExtraversion was positively related to players’ frequency of positive and negative voice. Other traits such as conscientiousness and emotional stability were only related to, respectively, positive or negative types of voice. Not all personalities (e.g., extraversion) were consistent in how they assess their own voice versus how others perceive this. Interestingly, traits such as extraversion, emotional stability and the agentic facet of narcissism were found to predict the passing on of voice.ConclusionThis study explored the importance of personality for (a) players’ frequency of a differentiated set of positive and negative voice and (b) the extent to which they function as ‘gates’ that more covertly pass on voice. Further, the results provide perspective on how specific personalities view their voice behavior versus how their teammates perceive their voice behavior. In this way, this study is a first step in identifying players who have the potential to endanger or strengthen a team in a clear or subtle, yet influential way.     

专念对工作重塑的影响：工作投入的中介作用

基于工作要求-资源理论,检验工作投入在专念与工作重塑之间的中介作用。以238名医务人员为研究对象,开展两阶段的追踪问卷调查。专念对工作重塑有积极的直接预测作用。另外,在横断数据中,工作投入在专念与工作重塑之间的中介作用显著。在纵向数据中,专念(T1)能正向预测工作投入(T2),进而影响工作重塑(T2),中介效应显著。专念(T1)能正向预测工作投入(T1),但工作投入(T1)不能显著正向预测两个月后的工作重塑(T2)。在一定的时间范围内,专念可以通过激发工作投入,进而促进工作重塑行为。     

“赋能”还是“负担”?领导者授权行为对员工工作行为影响的双刃剑效应探究

在数字化经济迅速发展的时代, 领导者授权行为是一种激励员工的重要措施。然而, 以往关于领导者授权行为有效性的研究存在不一致发现。为了更深入地探讨领导者授权行为对员工的影响, 基于资源保存理论, 系统地构建了领导者授权行为对员工的“双刃剑”影响机制。具体而言, 第一, 基于资源视角, 将授权视为领导者为员工提供的资源, 深入分析领导者授权行为产生的“赋能”过程机制和“负担”过程机制, 并提出员工的调节定向是影响“双刃剑”机制的边界条件; 第二, 从动态角度看待领导者授权行为, 探讨领导者每日授权行为和领导者授权行为的日波动对员工的“双刃剑”影响机制; 第三, 从动态角度看待领导者授权行为所发生的组织情景。探讨相对动态的情景, 即工作事件, 对领导者授权行为“双刃剑”机制的影响。通过结合静态和动态的双重视角, 系统地探讨了领导者授权行为对员工的“双刃剑”影响机制, 具有一定的理论和实践意义。