Psychophysiology And The Electronic Workplace

The first volume to integrate two significant areas of research: psychophysiology and the effects of information technology in the office and other ``electronic workplaces.'' Focusing on the psychophysiological aspects of user-system interaction, it discusses key psychological concepts in analysis of the subject, emphasizing cognitive psychology, social psychology, and stress research. Its examination of the special demands of the electronic workplace is organized around use of the visual display terminal and issues of attention and vigilance in human-computer interaction. Goes on to provide systematic reviews of relevant studies involving evoked potentials, heart rate, and oculomotor and biochemical measures of human response. Evaluates evidence on the effects of visual display terminals and suggests directions of future research and practice in the field.

This book deals with theories of multiple-task performance and focuses on learning and performance. It is primarily for professionals in human factors, psychology, or engineering who are interested in multiple-task performance but have no formal training in the area.

Comprising a compendium of ergonomics methods and techniques, this text covers every aspect of human work. This edition provides a reworking of existing chapters on the framework and context of methodology, the observation of performance, task analysis, experimental and study design, data collection, product assessment, environmental assessments, measurement of work and the evaluation of work systems. New chapters cover topics including: the human-computer interface; computer-aided design; work stress; psychophysiological function; risk evaluation; fieldwork; and participatory work design.

As ubiquitous as the atmosphere, intelligent adaptive systems (IASs) surround us in our daily lives. When designed well, these systems sense users and their environments so that they can provide support in a manner that is not only responsive to the evolving situation, but unnoticed by the user. A synthesis of recent research and developments on IASs from the human factors (HF) and human–computer interaction (HCI) domains, Intelligent Adaptive Systems: An Interaction-Centered Design Perspective provides integrated design guidance and recommendations for researchers and system developers. The book explores a recognized lack of integration between the HF and HCI research communities, which has led to inconsistencies between the research approaches adopted, and a lack of exploitation of research from one field by the other. The authors integrate theories and methodologies from these domains to provide design recommendations for human–machine developers. They then establish design guidance through the review of conceptual frameworks, analytical methodologies, and design processes for intelligent adaptive systems. The book draws on case studies from the military, medical, and distance learning domains to illustrate intelligent system design to examine lessons learned. Outlining an interaction-centered perspective for designing an IAS, the book details methodologies for understanding human work in complex environments and offers understanding about why and how optimizing human–machine interaction should be central to the design of IASs. The authors present an analytical and design methodology as well as an implementation strategy that helps you choose the proper design framework for your needs.

This title was first published in 2001. A discussion of managerial, occupational and organizational stress research. The volume is in seven parts. The first part explores the theoretical or conceptual frameworks in occupational and organizational stress that have developed out of empirical work and work with others in different countries. The second part provides the reader with reviews of literature on different topics in the field of workplace stress. Part Three highlights a range of studies undertaken by UMIST and their collaborating colleagues in different institutions. The research that highlights issues and problems of current relevance is found in the fourth part, while the methodological studies involving instrument development, refining of existing measures, and more, is found in Part Five. The studies linking stress and health follows on from this, and the new area of investigation, evaluating stress management interventions, concludes this survey of research in this field.

Information and communication technology ICT in organizations has many faces, such as office automation, production automation, telecommunication and electronic networks connecting organizations. The "C" in "ICT" refers to the fact that, besides information processing technologies, a rapid growth can be found in computer-assisted communication technologies and computer-supported co-operative work. Organizations change as a result of socio-economic and technological developments. New organizational forms and work arrangements are emerging, and ICT is adapted and designed to solve problems caused by these changes. The impact of the introduction of ICT becomes apparent in changes in work patterns, qualifications and decision-making procedures. In this special issue, the implementation processes and some of the consequences are discussed, mostly on the basis of empirical studies.; Contributions include: a discussion of recent developments of ICT and organizational change in the banking sector; an analysis of the introduction of technological innovation in the ambulance service in several big cities; and an illustration of the different options in introduction strategies, including methods used to facilitate user participation in systems development. In some cases, so-called business re-engineering processes form the framework for the analysis.

Personality at Work examines the increasingly controversial role of individual differences in predicting and determining behaviour at work. It asks whether psychological tests measuring personality traits can predict behaviour at work, such as job satisfaction, productivity, as well as absenteeism and turnover. Importantly, it is a critical and comprehensive review of that literature from psychology, sociology and management science which lies at the interface of personality theory, occupational psychology and organizational behaviour. Drawing on a vast body of published material, Adrian Furnham describes for the first time current state of knowledge in this area. The result is a volume which will be an enormously useful resource to the researcher and practitioner, as well as students of psychology, management science and sociology. Personality at Work is the only exhaustive and incisive multi-disciplinary work to assess the role of psychological testing in the management of the work place.

Organizations need to contend with issues related to disruptive psychopathological behavior that in years past may have been swept under the rug. Also, clinicians are more aware that their clients′ mental health concerns are influenced by the workplace and that treatment without regard to what happens at work is not apt to be successful. The Handbook of Mental Health in the Workplace explores how psychological disorders impact the ability to work and recommends treatments and their likely side effects. It is designed to give the mental health clinician, I/O psychologist, and human resources manager the information they need to determine the employee′s fitness for work and what, if any, accommodations may be needed. The handbook is divided into five parts: Part I: General Issues Presents an overview of the field and outlines the legal rights and responsibilities for employees and employers. Part II: Working Conditions, Life Stressors, and Mental Health Presents the current research on job stress and its effects on mental health, the effects of work-family conflicts, women′s health issues, and organizational interventions for reducing stress and conflict. Part III: Effects of Psychopathology on Work Provides detailed descriptions of the most common forms of psychopathology that may affect the workplace. Part IV: Effects of Disruptive Behavior at Work Explores behavior that may not relate to standard diagnostic categories but has clear mental health implications. This includes anger and violence, poor social skills, the effects of abuse, exposure to traumatic events, passive-aggressive behavior, and grieving. Part V: Organizational Practice and Mental Health Presents the mental health considerations for designing organizational policy, job analysis, and accommodations for the disabled. This handbook should prove beneficial to human resources professionals, mental health practitioners, I/O psychologists, and administrators of employee assistance programs (EAPs). Graduate students and professors in psychology and management will also find this a valuable reference.