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Construction of a base ontology to represent accident expertise knowledge 构建表示事故专业知识的基础本体
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2023-03-27 DOI: 10.1007/s10111-023-00724-8
Serge Sonfack Sounchio, B. Kamsu-Foguem, L. Geneste
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引用次数: 2
Research on multilevel situation awareness changes under the cumulative effect of mental fatigue 心理疲劳累积效应下多层次情境意识变化的研究
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2023-02-14 DOI: 10.1007/s10111-023-00723-9
Xiaozhou Zhou, Jichen Han, Hao Qin, Chengqi Xue
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引用次数: 0
Road geometrical design out of standards: a preliminary study in a simulated context 道路几何设计不规范:模拟环境下的初步研究
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2023-02-12 DOI: 10.1007/s10111-023-00722-w
G. Bosurgi, Stellario Marra, O. Pellegrino, G. Sollazzo
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引用次数: 0
Older Drivers' Attitudes and Preferences about Instrument Cluster Designs in Vehicles Revealed by the Dashboard Questionnaire. 仪表板问卷显示的老年驾驶员对车辆仪表盘设计的态度和偏好
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2023-02-01 Epub Date: 2022-07-30 DOI: 10.1007/s10111-022-00710-6
Thomas A Swain, Scott W Snyder, Gerald McGwin, Carrie E Huisingh, Thomas Seder, Cynthia Owsley

Background: Older drivers are a rapidly growing demographic group worldwide; many have visual processing impairments. Little is known about their preferences about vehicle instrument cluster design.

Methods: We evaluated the psychometric properties of a questionnaire on "dashboard" design for a population-based sample of 1000 older drivers. Topics included gauges, knobs/switches, and interior lighting; items were statements about their visual design. Response options used a Likert-scale ("Definitely True" to "Definitely False"). Factor and Rasch analyses identified underlying subscales.

Results: Driver responses revealed four thematic subscales fitting the Rasch model: cognitive processing, lighting, pattern recognition, and obstructions. Internal consistency of subscales was acceptable (0.70-0.87); all possessed a sufficiently unidimensional structure. Opportunities for improvement were identified (item scope, category ordering, discrimination of respondents' perception levels).

Conclusions: Assessment of motor vehicle dashboard preferences indicated cognitive processing, lighting, pattern recognition, and obstructions are areas relevant to older drivers. Future work will examine the relationship between older drivers' visual function (e.g., contrast sensitivity, visual processing speed) and their design preferences as revealed by the Dashboard Questionnaire, with the aim to optimize instrument cluster displays for older drivers.

背景:老年驾驶员是全球迅速增长的人口群体,其中许多人有视觉处理障碍。我们对他们对汽车仪表盘设计的偏好知之甚少:方法:我们以 1000 名老年驾驶员为样本,对 "仪表盘 "设计问卷的心理测量特性进行了评估。主题包括仪表、旋钮/开关和车内照明;项目是关于其视觉设计的陈述。回答选项采用李克特量表("肯定为真 "到 "肯定为假")。因子和 Rasch 分析确定了潜在的子量表:驾驶员的回答显示了四个符合 Rasch 模型的主题子量表:认知处理、照明、模式识别和障碍物。各分量表的内部一致性均可接受(0.70-0.87);所有分量表都具有足够的单维结构。发现了需要改进的地方(项目范围、类别排序、受访者感知水平的区分度):对机动车仪表盘偏好的评估表明,认知处理、照明、模式识别和障碍物是与老年驾驶员相关的领域。未来的工作将研究老年驾驶员的视觉功能(如对比敏感度、视觉处理速度)与仪表盘问卷显示的设计偏好之间的关系,目的是为老年驾驶员优化仪表盘显示。
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引用次数: 0
Correction to: The effect of cognitive workload on decision authority assignment in human–robot collaboration 修正:认知工作量对人机协作中决策权分配的影响
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2023-01-12 DOI: 10.1007/s10111-022-00721-3
Michail Karakikes, D. Nathanael
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引用次数: 0
The case for change: aviation worker wellbeing during the COVID 19 pandemic, and the need for an integrated health and safety culture. 变革理由:2019冠状病毒病大流行期间航空工人的福祉,以及建立综合健康和安全文化的必要性。
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2023-01-01 DOI: 10.1007/s10111-022-00711-5
Joan Cahill, Paul Cullen, Keith Gaynor

The workplace is an important setting for health protection, health promotion and disease prevention. Currently, health and wellbeing approaches at an aviation organisational level are not addressing both human and safety needs. This issue has been intensified since the COVID 19 pandemic. This paper reports on the findings of a survey pertaining to aviation worker wellbeing and organisational approaches to managing wellbeing and mental health. The survey was administered at two different time periods during the COVID 19 pandemic (2020 and 2021). Collectively, feedback was obtained from over 3000 aviation workers. Survey feedback indicates that aviation workers are experiencing considerable challenges in relation to their health and wellbeing. These challenges are not being adequately addressed at an organisational level, which creates risk both from an individual and flight safety perspective. The descriptive findings of both surveys along with a regression analysis is used to make a principled case for augmenting the existing approach to managing aviation worker wellbeing (including mental health), at both an organisational and regulatory level. It is argued that aviation organisations, with the support of the regulator should implement a preventative, ethical and evidence-based strategy to managing wellbeing and mental health risk. Critically, aviation organisations need to advance and integrated health, wellbeing, and safety culture. This necessitates an alignment of human, business, and safety objectives, as articulated in concepts of corporate social responsibility (CSR) and responsible work. Critically, this approach depends on trust and the specification of appropriate protections, so that aviation workers feel safe to routinely report wellbeing levels and challenges, and their impact on operational safety.

工作场所是保护健康、促进健康和预防疾病的重要场所。目前,航空组织层面的健康和福利方法并没有同时满足人类和安全需求。自2019冠状病毒病大流行以来,这一问题愈演愈烈。本文报告了一项有关航空工人福利和管理福利和心理健康的组织方法的调查结果。该调查是在COVID - 19大流行期间的两个不同时间段(2020年和2021年)进行的。总共从3000多名航空工人那里获得了反馈。调查反馈表明,航空工作人员在健康和福祉方面面临着相当大的挑战。这些挑战没有在组织层面得到充分解决,这从个人和飞行安全的角度都带来了风险。这两项调查的描述性结果以及回归分析被用于在组织和监管层面加强管理航空工人福利(包括心理健康)的现有方法的原则性案例。有人认为,在监管机构的支持下,航空组织应该实施一项预防性、合乎道德和基于证据的战略,以管理福利和心理健康风险。至关重要的是,航空组织需要推进和整合健康、福利和安全文化。这就需要在企业社会责任(CSR)和负责任工作的概念中,将人、业务和安全目标结合起来。至关重要的是,这种方法依赖于信任和适当保护的规范,因此航空工作者可以安全地定期报告健康水平和挑战,以及它们对运营安全的影响。
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引用次数: 2
The contribution of organizational culture, structure, and leadership factors in the digital transformation of SMEs: a mixed-methods approach. 组织文化、组织结构和领导因素对中小企业数字化转型的贡献:一种混合方法研究。
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2023-01-01 DOI: 10.1007/s10111-022-00714-2
Bernardo Henrique Leso, Marcelo Nogueira Cortimiglia, Antonio Ghezzi

Contributing to the scarce literature on how companies can deal with their business model of digital transition, this work explores the digital transformation (DT) process in small and medium enterprises (SME), investigating how organizational culture, structure, and leadership influence it. While such three factors are deemed essential components to facilitate DT, how they operate and how they relate to each other are still not very well-defined issues in need of in-depth investigation. This study employed a mixed-methods approach, following an exploratory sequential design. First, a conceptual model was developed based on qualitative data collected from expert interviews and analyzed through grounded theory. This stage uncovered 25 first-order concepts about culture, structure, and leadership, further organized into 6 constructs and hypothesis paths. Then, with a sample of 192 SMEs, the structural model was measured and validated using exploratory factor analysis and PLS-SEM. As a result, our study offers robust and timely research, whose conceptual model condenses a knowledge corpus that future research can benefit from, and it provides statistical extrapolations about how and how much those factors relate to each other in SME context; moreover, given the traditional scarce resources and lack of flexibility in SMEs, it provides orientation and guidelines to managers facing DT and needing to understand the organizational factors they should be aware of, where to focus energy, and what to expect as results. From a large-scale perspective, this study carries an impactful contribution to the many countries where SMEs play a major economic and social role.

对于公司如何应对数字化转型的商业模式的稀缺文献,本工作探讨了中小型企业(SME)的数字化转型(DT)过程,调查了组织文化、结构和领导力如何影响它。虽然这三个因素被认为是促进DT的重要组成部分,但它们如何运作以及它们如何相互关联仍然不是非常明确的问题,需要深入研究。本研究采用混合方法,遵循探索性顺序设计。首先,根据专家访谈收集的定性数据建立概念模型,并通过扎根理论进行分析。这个阶段揭示了25个关于文化、结构和领导力的一级概念,进一步组织成6个结构和假设路径。然后,以192家中小企业为样本,采用探索性因子分析和PLS-SEM对结构模型进行了测量和验证。因此,我们的研究提供了强大而及时的研究,其概念模型浓缩了一个未来研究可以受益的知识语料库,并提供了关于这些因素在中小企业背景下如何以及在多大程度上相互关联的统计外推;此外,考虑到中小企业传统的资源稀缺和缺乏灵活性,它为面临DT的管理者提供了方向和指导,需要了解他们应该意识到的组织因素,将精力集中在哪里,期望得到什么结果。从大规模的角度来看,本研究对中小企业发挥主要经济和社会作用的许多国家作出了有影响力的贡献。
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引用次数: 14
Collaboration among recruiters and artificial intelligence: removing human prejudices in employment. 招聘人员和人工智能之间的合作:消除人类在就业方面的偏见。
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2023-01-01 DOI: 10.1007/s10111-022-00716-0
Zhisheng Chen

In the global war for talent, traditional recruiting methods are failing to cope with the talent competition, so employers need the right recruiting tools to fill open positions. First, we explore how talent acquisition has transitioned from digital 1.0 to 3.0 (AI-enabled) as the digital tool redesigns business. The technology of artificial intelligence has facilitated the daily work of recruiters and improved recruitment efficiency. Further, the study analyzes that AI plays an important role in each stage of recruitment, such as recruitment promotion, job search, application, screening, assessment, and coordination. Next, after interviewing with AI recruitment stakeholders (recruiters, managers, and applicants), the study discusses their acceptance criteria for each recruitment stage; stakeholders also raised concerns about AI recruitment. Finally, we suggest that managers need to be concerned about the cost of AI recruitment, legal privacy, recruitment bias, and the possibility of replacing recruiters. Overall, the study answers the following questions: (1) How artificial intelligence is used in various stages of the recruitment process. (2) Stakeholder (applicants, recruiters, managers) perceptions of AI application in recruitment. (3) Suggestions for managers to adopt AI in recruitment. In general, the discussion will contribute to the study of the use of AI in recruitment, as well as providing recommendations for implementing AI recruitment in practice.

在全球人才争夺战中,传统的招聘方式已经无法应对人才竞争,因此雇主需要合适的招聘工具来填补空缺职位。首先,我们探讨了人才获取如何从数字1.0过渡到3.0(人工智能支持),因为数字工具重新设计了业务。人工智能技术为招聘人员的日常工作提供了便利,提高了招聘效率。此外,该研究还分析称,人工智能在招聘的每个阶段都发挥着重要作用,例如招聘推广、求职、申请、筛选、评估和协调。接下来,在与人工智能招聘利益相关者(招聘人员、经理和申请人)进行访谈后,该研究讨论了他们在每个招聘阶段的接受标准;利益相关者也对人工智能招聘表示担忧。最后,我们建议管理者需要关注人工智能招聘的成本、法律隐私、招聘偏见以及取代招聘人员的可能性。总体而言,该研究回答了以下问题:(1)人工智能如何应用于招聘过程的各个阶段。(2)利益相关者(申请人、招聘人员、管理人员)对人工智能在招聘中的应用的看法。(3)管理者在招聘中采用AI的建议。总的来说,讨论将有助于研究人工智能在招聘中的应用,并为在实践中实施人工智能招聘提供建议。
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引用次数: 13
A heartbeat-based study of attention in the detection of digital alarms from focused and distributed supervisory control systems 集中和分布式监控系统数字报警检测中基于心跳的注意力研究
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2022-12-04 DOI: 10.1007/s10111-022-00720-4
F. Vanderhaegen, M. Wolff, R. Mollard
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引用次数: 2
The effect of cognitive workload on decision authority assignment in human–robot collaboration 认知负荷对人机协作决策权限分配的影响
IF 2.6 3区 工程技术 Q2 ENGINEERING, INDUSTRIAL Pub Date : 2022-11-08 DOI: 10.1007/s10111-022-00719-x
Michail Karakikes, D. Nathanael
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引用次数: 2
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Cognition Technology & Work
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