Comparing positive and negative reinforcement: A fantasy experiment

We propose quantitative experimental approaches to the question of whether positive and negative reinforcement are functionally different, and discuss scientific and ethical concerns that would arise if these approaches were pursued.     

Using accelerator pedal force to increase seat belt use of service vehicle drivers

This study evaluated a device that applied a sustained increase in accelerator pedal back force whenever drivers exceeded a preset speed criterion without buckling their seat belts. This force was removed once the belt was fastened. Participants were 6 commercial drivers who operated carpet-cleaning vans. During baseline, no contingency was in place for unbuckled trips. The pedal resistance was introduced via a multiple baseline design across groups. On the first day of treatment, the device was explained and demonstrated for all drivers of the vehicle. The treatment was associated with an immediate sustained increase in seat belt compliance to 100%. Occasionally, drivers initially did not buckle during a trip and encountered the force. In all instances, they buckled within less than 25 s. These results suggest that the increased force was sufficient to set up an establishing operation to reinforce seat belt buckling negatively. Drivers indicated that they were impressed with the device and would not drive very long unbelted with the pedal force in place.     

Reasons-Responsive Compatibilism and the Consequences of Belief

John Martin Fischer and Mark Ravizza offer a theory of moral responsibility which makes responsibility dependent upon the way in which moral agents view themselves. According to the theory, agents are responsible for their actions only if they think of themselves as apt candidates for praise and blame; if they come to believe they are not apt candidates for praise and blame, they are ipso facto not morally responsible. In what follows, I show that Fischer and Ravizza’s account of responsibility for consequences is inconsistent with this subjective element of their theory, and that the subjective element may be retained only if they are willing to implausibly restrict their account of responsibility for consequences. I end by discussing the broad significance of the failure of the subjective element for their overall approach to moral responsibility.     

工作投入研究的现状

工作投入指的是一种与工作相关的积极、完满的情绪与认知状态,具有持久性和弥散性的特点。工作投入对个体的工作绩效和某些工作态度及行为变量,以及顾客满意度、生产力、利润率和单位总体绩效等组织结果变量均具有一定的影响。工作投入的影响因素包括个体特征因素、与工作相关的因素以及与家庭相关的因素等3个方面。文章在对工作投入的相关研究进行全面述评的基础上,指出未来的研究有必要进一步加强对工作投入的干预机制等五方面问题的探讨     

Secondary task engagement and disengagement in the context of highly automated driving

During highly automated driving (level 3 automation according to SAE International, 2014) people are likely to increase the frequency of secondary task interactions. However, the driver must still be able to take over control within a reasonable amount of time. Previous studies mainly investigated take-over behavior by forcing participants to engage in secondary tasks prior to take over, and barely addressed how drivers voluntarily schedule secondary task processing according to the availability and predictability of automated driving modes. In the current simulator study 20 participants completed a test drive with alternating sections of manual and highly automated driving. One group had a preview on the availability of the automated driving system in upcoming sections of the track (predictive HMI), while the other drivers served as a control group. A texting task was offered during both driving modes and also prior to take-over situations. Participants were free to accept or reject a given task, taking the situational demands into account. Drivers accepted more tasks during highly automated driving. Furthermore, tasks were rejected more often prior to take-over situations in the predictive HMI group. This was accompanied by safer take-over performance. However, once engaged in a task, drivers tended to continue texting even in take-over situations. The results indicate the need to discriminate different aspects of task handling regarding self-regulation: task engagement and disengagement.     

无手机恐惧:我们为什么不能与手机分离?

无手机恐惧是一种由手机不在身边或无法使用手机所诱发的情境性焦虑。近年来,大量研究证实了无手机恐惧的普遍存在。相关理论从错失恐惧、手机依恋和自我扩展等视角解释了无手机恐惧发生的原因。综述以往的实证研究发现,无手机恐惧的发生会受到个体特征(人口学变量、人格特质等)和手机使用行为等多方面因素的影响;同时,无手机恐惧会对个体的认知与学业表现、问题性手机使用行为、压力感、心理健康、生活方式和睡眠等多方面产生消极影响。未来研究应厘清和完善无手机恐惧的结构与测量工具,拓展无手机恐惧的研究方法与手段,进一步探讨无手机恐惧的影响因素、后效及作用机制,并加强对无手机恐惧的干预研究。     

The utility of psychological measures in evaluating perceived usability of automated vehicle interfaces – A study with older adults

The design of the traditional vehicle human-machine interfaces (HMIs) is undergoing major change as we move towards fully connected and automated vehicles (CAVs). Given the diversity of user requirements and preferences, it is vital for designers to gain a deeper understanding of any underlying factors that could impact usability. The current study employs a range of carefully selected psychological measures to investigate the relationship with self-report usability of an in-CAV HMI integrated into a fully automated Level 5 simulator, during simulated journeys. Twenty-five older adults (65-years+) participated and were exposed to four journeys in a virtual reality fully automated CAV simulator (with video recorded journeys) into which our HMI was integrated. Participants completed a range of scales and questionnaires, as well as computerized cognitive tests. Key measures were: perceived usability of the HMI, cognitive performance, personality, attitudes towards computers, trust in technology, simulator sickness, presence and emotion. HMI perceived usability correlated positively with cognitive performance (e.g., working memory) and some individual characteristics such as trust in technology and negatively with neuroticism anxiety. Simulator sickness was associated negatively with CAV HMI perceived usability. Positive emotions correlated positively with reported usability across all four journeys, while negative emotions were negatively associated with usability only in the case of the last two journeys. Increased sense of presence in the virtual CAV simulator was not associated with usability. Implications for design are critically discussed. Our research is highly relevant in the design of high-fully automated vehicle HMIs, particularly for older adults, and in informing policy-makers and automated mobility providers of how to improve older people’s uptake of this technology.     

工作嵌入的概念、测量及相关变量

工作嵌入代表个体与工作的嵌入程度,用于解释个体为什么留在组织中的一系列因素,具有非情感性、多维度的特点。工作嵌入明显区别于工作满意度、组织承诺等组织行为学变量,包括匹配、联结以及牺牲三个维度。该文明确了工作嵌入与相关变量的概念区别,重点介绍了工作嵌入测量方法的发展以及其在组织行为领域中的研究成果,并指出了今后有必要对其影响因素、测量工具、维度以及结果变量拓展等四个方面进行探讨