计算机支持下协同工作的心理学研究

计算机支持下协同工作（ｃｏｍｐｕｔｅｒｓｕｐｐｏｒｔｅｄｃｏｏｐｅｒａｔｉｖｅｗｏｒｋ,简称ＣＳＣＷ）是计算机科学和认知科学的新兴交叉研究领域,主要研究在高技术支持下的群体协作。ＣＳＣＷ中蕴含着大量的心理学研究问题。心理学家需要更好地理解群体协作的性质以评估新技术是否与群体协作相适应,其研究成果会有助于理解如何构建技术和哪些技术可能成功。本文首先从分析ＣＳＣＷ的领域维度入手,然后讨论与之相关的一些重要的心理学研究问题,最后简要介绍国外在该领域进行的研究工作     

THE EFFECTS OF CHOICE AND TASK PREFERENCE ON THE WORK PERFORMANCE OF ADULTS WITH SEVERE DISABILITIES

We evaluated the effects of choice versus the assignment of tasks of varying preferences on the work engagement of adults with severe disabilities. The combined results of two experiments suggest that the relative preference for a task may be an important variable in the effectiveness of choice for some individuals.     

Assessing the stability of principal components using regression

This paper presents an analysis, based on simulation, of the stability of principal components. Stability is measured by the expectation of the absolute inner product of the sample principal component with the corresponding population component. A multiple regression model to predict stability is devised, calibrated, and tested using simulated Normal data. Results show that the model can provide useful predictions of individual principal component stability when working with correlation matrices. Further, the predictive validity of the model is tested against data simulated from three non-Normal distributions. The model predicted very well even when the data departed from normality, thus giving robustness to the proposed measure. Used in conjunction with other existing rules this measure will help the user in determining interpretability of principal components.The authors would like to thank the four anonymous reviewers and the two editors for their valuable comments. Atanu R. Sinha gratefully acknowledges the research support received from the Marketing Studies Center, AGSM, UCLA. Send requests for reprints to Atanu R. Sinha, B418 Gold Hall, 110 Westwood Plaza, Los Angeles, CA 90095.     

Occupational conditions and workers' sense of community: Variations by gender and race

The literature is reviewed to define a sense of community in the workplace and to identify factors that may foster it. A model is developed and estimated with survey data from a culturally diverse sample of men and women performing lower-level jobs at a medium-sized manufacturing firm. Results of regression analyses are reported that correct for sample selection bias resulting from the lower response rates of minority workers. Findings suggest that well-designed jobs and supportive workplace relationships and policies are important in explaining workers' sense of community, defined as workers' perceptions of mutual commitment between employee and employer. Informal sources of support play a larger role in explaining men's sense of community, while formal sources of support are more important in explaining women's sense of community. Findings further suggest that African American workers, especially women, have a difficult time experiencing a sense of community at work. The authors thank the employees of Fel-Pro for their participation in this study and Melissa Roderick, Michael Sosin, and anonymous reviewers for their thoughtful comments. This research was funded by the Fel-Pro/Mecklenberger Foundation and the Lois and Samuel Silberman Fund.     

The total workload of male and female white collar workers as related to age, occupational level, and number of children

A questionnaire assessing various aspects of paid as well as unpaid forms of productive activity was mailed to stratified samples of male and female white collar workers, approximately matched for educational and occupational level. Data from 501 men and 679 women employed full time revealed traditional gender differences in terms of main responsibility for household duties, child care etc. In keeping with this, women reported higher levels of work overload, stress and conflict than men, which increased significantly with the number of children at home. The various stress indices reached a peak between the ages of 35 and 39. Men reported more autonomy in their paid work whereas women reported more control at home. Men and women at the upper managerial levels reported more control over their total work situation and less conflict between demands.     

Embedding instructive feedback into teacher-student interactions during independent seat work

The effects of embedding a constant time delay procedure into an independent seat work activity and using instructive feedback were evaluated in this study. Seven students with mild disabilities participated in the study that occurred in their special education classroom. A multiple probe design across sets of target behaviors was used, and students' responses to instructive feedback stimuli were evaluated during each probe condition. The procedures were implemented with a high degree of fidelity, and the results indicate that (a) the students acquired the target behaviors taught with the constant time delay procedure that was embedded into independent seat work, and (b) the students acquired some but not all of the responses to the instructive feedback stimuli. These findings are discussed in terms of using instructive feedback in classrooms and future research on instructive feedback.     

THE BEHAVIOR OBSERVATION INSTRUMENT: A METHOD OF DIRECT OBSERVATION FOR PROGRAM EVALUATION1

The background and development of a multicategory direct observation system, the Behavior Observation Instrument (BOI), is described. This time-sampling procedure for recording the behavior of persons is demonstrated in several treatment settings and the results applied to issues of program evaluation. Elements that have prevented direct observation from being widely adopted, such as costs, manpower, and training requirements, are systematically analyzed. A basic psychometric analysis of the instrument is used to determine optimum frequency and duration of observation intervals as well as observer agreement. The results imply that direct observation methods, once assumed by some to belong to the special province of the single-subject design, can be used to assess the effects of programs on groups of psychiatric clients in an efficient and economic manner.     

On various causes of improper solutions in maximum likelihood factor analysis

In the applications of maximum likelihood factor analysis the occurrence of boundary minima instead of proper minima is no exception at all. In the past the causes of such improper solutions could not be detected. This was impossible because the matrices containing the parameters of the factor analysis model were kept positive definite. By dropping these constraints, it becomes possible to distinguish between the different causes of improper solutions. In this paper some of the most important causes are discussed and illustrated by means of artificial and empirical data.The author is indebted to H. J. Prins for stimulating and encouraging discussions.     

A SUPERVISORY STRATEGY TO IMPROVE WORK PERFORMANCE FOR LOWER FUNCTIONING RETARDED CLIENTS IN A SHELTERED WORKSHOP

A multiple component strategy was investigated for aiding staff responsible for supervising production of lower functioning retarded clients on contract tasks in an institution-based sheltered workshop. The strategy was assessed in a combined multi-element, multiple baseline across groups design with a reversal component. Production performance increased during the production supervisory strategy with all 16 clients, with the range of increase varying from a few percentage points to 150% of baseline production. Both the clients and staff (responsible for conducting the research) preferred working under experimental conditions rather than under baseline conditions which approximated those found in “typical” sheltered workshops.     

SELF-RECORDING IN TRAINING GIRLS TO INCREASE WORK AND EVOKE STAFF PRAISE IN AN INSTITUTION FOR OFFENDERS1

Self-recording procedures were used by four adolescent girls to increase work and comments (cues) that evoked staff praise during vocational training sessions in a maximum-security institution for offenders. The girls were selected on the basis of their not responding to a staff-directed token program. The self-recording procedures were directed by a therapist who saw the girls outside the vocational training sessions. According to a multiple-baseline design, self-recording of work was introduced sequentially to each of the two or three settings the girls attended each day. A few days after work had increased, self-recording of cues was introduced. Tokens were delivered by the therapist for work and cues recorded by the girls. Work and cues increased following self-recording for three of the girls and increased cues evoked higher rates of staff praise. Girl and staff behaviors were maintained during short follow-up periods when tokens were not given for the girls' records. The procedures failed to effect desirable changes with a fourth girl's work, and self-recording of work was terminated without introducing cueing.