Levels Of Task Performance Research Articles

Visual and acoustic discomfort: A comparative study of impacts on individuals with and without ADHD using electroencephalogram (EEG)

The vision of smart buildings that aim to be inclusive needs to take into consideration the diversity of human needs and the various ways in which individuals interact with and experience built environments. This contribution focuses on neurodiversity, specifically investigating how certain design choices and qualities of indoor environments can have distinct impacts on individuals with Attention-Deficit/Hyperactivity Disorder (ADHD). In a controlled laboratory setting, we created six conditions with modified lighting and sound designs. Participants (14 with and 13 without ADHD) were asked to perform an on-screen activity within these conditions, which were randomly ordered. The collected data includes biosignals from three devices including 32-channel electroencephalogram (EEG), eye-tracker, health monitoring bracelet, as well as task performance and self-reported comfort levels. We observed significant differences in the EEG data, suggesting the activation of a specific brain activity – a defense system – in situations of discomfort, but only for participants without ADHD. Such observed defense system against uncomfortable environmental conditions seems to be lacking, slow, or weak in participants with ADHD. This difference in neuro-responses underscores the necessity to design adaptive spaces that cater to a broad spectrum of sensory experiences. As we navigate the future of smart environment design, our research accentuates the importance of recognizing and accommodating the diverse sensory responses of individuals, thereby progressing towards truly neuro-inclusive built environments.

The contingent nature of the political skill-employee performance relationship.

The prevailing perspective in the organizational politics literature is that political skill facilitates heightened employee performance. Indeed, meta-analytic results have consistently found a positive relationship between political skill and both task and contextual performance. However, the literature has neglected the possibility of a contingent relationship between political skill and employee performance, despite arguments that organizations are political arenas in which employees also need political will. This is problematic because although politics are described as an ever-present facet of organizations, the extent to which work environments are politicized varies (Pfeffer, 1981), and such contexts can either constrain or enhance organizational behavior (Johns, 2006, 2018). Therefore, underpinned by the multiplicative framework of performance (i.e., P = f(M × A × C); Hirschfeld et al., 2004), we argue that the effects of political skill on employee task and contextual performance are contingent upon employee political will and the degree to which the work context is politicized. Results from a sample of working adults and their supervisors provided support for our hypothesis. Namely, political skill and political will interacted to predict heightened levels of task performance and citizenship behavior within more political contexts, but not within less political contexts. The contributions of this study to the politics literature are discussed commensurate with this study's associated strengths and limitations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Task-order control in dual-tasks: Only marginal interactions between conflict at lower levels and higher processes of task organization.

When simultaneously performing two tasks that share response properties, interference can occur. Besides general performance decrements, performance in the first task is worse when the second task requires a spatially incompatible response, known as the backward crosstalk effect (BCE). The size of this BCE, similar to congruency effects in conflict tasks, is subject to a sequential modulation, with a smaller BCE after incompatible compared to compatible trials. In the present study, we focus on a potential bidirectional interaction between crosstalk (and its resolution) at a lower level of task performance and higher-order processes of task organization. Two questions were of particular interest: First, do participants switch task order more frequently after a conflict-prone incompatible trial than after a compatible trial? Second, does changing task order influence the efficiency of conflict resolution, as indexed by the size of the sequential modulation of the BCE. Across four experiments, we only found marginal evidence for an influence of lower-level conflict on higher-order processes of task organization, with only one experiment revealing a tendency to repeat task order following conflict. Our results thus suggest practical independence between conflict and task-order control. When separating processes of task selection and task performance, the sequential modulation was generally diminished, suggesting that conflict resolution in dual-tasks can be disrupted by a deliberate decision about task order, or, alternatively, by a longer inter-trial interval. Finally, the study found a strong bias towards repeating the same task order across trials, suggesting that task-order sets not only impact task performance but also guide task selection.

JOB BULLYING AND ITS RELATIONSHIP TO JOB FRUSTRATION

The current study sought to test the level of contribution of both occupational bullying with its dimensions represented by (physical or material bullying, verbal bullying, physical bullying) and its relationship to occupational frustration with its dimensions represented by (self-frustration, relationship frustration, frustration with merit), as it adopted within its theoretical framework occupational bullying As an independent variable, job frustration came as a dependent variable. The researcher reached a set of conclusions, the most important of which is that job bullying has a bad impact on the employees of the organization studied as a result of the neglect of its officials regarding the employees and their care and providing them with means of success at work and providing the best services to them despite their commitment to the laws, rules and codes that the organization has established to perform the tasks assigned to it. The most important recommendations were that the organization must strive to encourage the elimination of bullying at work and continue to establish regulations, laws and rules that help overcome this phenomenon among employees and provide the best services in order to reach a high level of task performance.

It is Monday again: Weekend sleep differentially relates to the workweek via reattachment on Monday

SummaryThe weekend constitutes an important recovery period for employees. However, psychologically reattaching to work on Monday can be difficult because employees must transition from their private to their work role. Building on boundary theory and integrating a sleep and circadian perspective, we shed light on this transition by investigating antecedents and outcomes of Monday reattachment. We propose that three weekend sleep characteristics differentially relate to reattachment on Monday: weekend sleep quality, catch‐up sleep (extended sleep duration on the weekend), and social sleep lag (differences in sleep times workweek vs. weekend). Successful reattachment on Monday should, in turn, be related to lower levels of exhaustion and higher task performance during the workweek. We conducted a weekly diary study with 310 employees (933 weeks) over four workweeks. Two‐level path models demonstrated that higher weekend sleep quality was indirectly related to lower levels of workweek exhaustion via higher levels of Monday reattachment. In contrast, higher catch‐up sleep was related to higher levels of workweek exhaustion via lower levels of Monday reattachment. Accordingly, we demonstrate that Monday reattachment can set the tone for the entire workweek, but the capability to reattach can depend on weekend sleep as a core recovery process.

Measuring and monitoring skill learning in closed-loop myoelectric hand prostheses using speed-accuracy tradeoffs

Objective. Closed-loop myoelectric prostheses, which combine supplementary sensory feedback and electromyography (EMG) based control, hold the potential to narrow the divide between natural and bionic hands. The use of these devices, however, requires dedicated training. Therefore, it is crucial to develop methods that quantify how users acquire skilled control over their prostheses to effectively monitor skill progression and inform the development of interfaces that optimize this process. Approach. Building on theories of skill learning in human motor control, we measured speed-accuracy tradeoff functions (SAFs) to comprehensively characterize learning-induced changes in skill—as opposed to merely tracking changes in task success across training—facilitated by a closed-loop interface that combined proportional control and EMG feedback. Sixteen healthy participants and one individual with a transradial limb loss participated in a three-day experiment where they were instructed to perform the box-and-blocks task using a timed force-matching paradigm at four specified speeds to reach two target force levels, such that the SAF could be determined. Main results. We found that the participants’ accuracy increased in a similar way across all speeds we tested. Consequently, the shape of the SAF remained similar across days, at both force levels. Further, we observed that EMG feedback enabled participants to improve their motor execution in terms of reduced trial-by-trial variability, a hallmark of skilled behavior. We then fit a power law model of the SAF, and demonstrated how the model parameters could be used to identify and monitor changes in skill. Significance. We comprehensively characterized how an EMG feedback interface enabled skill acquisition, both at the level of task performance and movement execution. More generally, we believe that the proposed methods are effective for measuring and monitoring user skill progression in closed-loop prosthesis control.

Enhancing Digital Pedagogy in the Millennial Classroom: Evaluating the Effectiveness of Minecraft Education through the Kirkpatrick Model

This study explores the effectiveness of Minecraft Education as a tool for enhancing digital pedagogy among teachers. Utilizing the Kirkpatrick model of training evaluation, the research focuses on the first two levels: reaction and learning. The study involved 10 primary teachers from Malaysia, engaging in a two-week Minecraft Education course designed to develop digital pedagogy skills. This study used a mixed method design that combined performance rubrics and questionnaires to assess participants' reactions, skills, attitudes, and knowledge. Findings indicate a positive reaction from participants, with high levels of engagement and perceived educational value. Performance analysis revealed diverse levels of task performance, with some participants excelling while others faced challenges, suggesting the need for differentiated instructional strategies. Quantitative data showed moderate levels of skills, knowledge, and attitude development among participants, highlighting Minecraft Education's effectiveness in fostering practical abilities and engagement, yet also pointing to areas needing improvement in content delivery. The study concludes that while Minecraft Education is a promising educational tool, its effectiveness varies across different learning dimensions. Future research is recommended to compare Minecraft Education with traditional teaching methods and explore specific pedagogical strategies within the Minecraft environment. This will deepen understanding of its optimal use in educational settings.

Perceived working conditions and employee performance in the coal mining sector of China: a job demands-resources perspective

Purpose This paper aims to investigate how perceived working conditions affect employee performance, including safety compliance and task performance, through employee well-being (i.e. job satisfaction) in the context of the coal mining sector in China. Design/methodology/approach This paper uses the job demands-resources model to test the relationships between working conditions, including job demands (work pressure as a challenge demand and perceived risks and hazards in the workplace and ineffectiveness of the safety system as hindrance demands), job resources (interpersonal harmony), job satisfaction and performance. This study adopts a two-wave design with a three-month lag to reduce possible common method bias. Findings Employees who experienced high level of challenge demands, e.g. time pressure workload, reported higher levels of task performance, and this positive relationship seemed to be robust. There is a direct effect of perceived ineffectiveness of the safety system on task performance, while the relationship between perceived risks and hazards and task performance was fully mediated by job satisfaction. Challenge demands, i.e. work pressure, did not impact much on employees’ well-being, and thus job satisfaction did not mediate the relationship between work pressure and performance. Perceived ineffectiveness of the safety system was negatively associated with safety compliance. This result is not surprising since a lack of effective safety system reflects management’s ignorance of workplace safety, which demotivates employees to enact safe behaviors. In contrast, the presence and implementation of an effective safety system would be interpreted by employees as management exhibiting a high level of commitment. Work pressure was positively not negatively related to safety compliance. One possible explanation for this finding is that the effects of work pressure on safety compliance behaviors might be dependent on contextual factors such as safety climate. Interpersonal harmony moderated the relationships between work pressure and employee performance (both safety compliance and task performance) and the relationship between perceived risks and hazards and task performance, but the role of interpersonal harmony appeared more complex. There was no significant correlation between challenging job demands and individual employee performance when there were higher levels of interpersonal harmony. The relationship between perceived risks and hazards, a hindrance job demand and task performance became positive as interpersonal harmony increased but negative as interpersonal harmony decreased. Originality/value This paper provides a robust integrative theoretical framework that better explains the various types of job demands and job resources in the working environment of coal mining sector in China and their relationships to employee performance. The findings also offer valuable guidance for managers trying to identify effective ways to enhance employee performance and safety in the workplace.

Критерії соціально-психологічної готовності військовослужбовців

The article identifies and characterizes a number of criteria for the socio-psychological readiness of servicemen, namely: the level of emotional stability; the ability to effectively communicate and interact in a team; the presence of motivational attitudes towards the performance of official tasks; the ability to quickly make decisions in stressful situations, etc. Emotional resilience has been identified as a key aspect, as military service often requires an individual's ability to manage their emotions under stressful and dangerous situations. Communication and interaction in a team implies the importance of the ability to work together with others, developed communication skills and the ability to work collectively. Task motivation is provided by personal motivational attitudes that support readiness to perform military duties, including commitment to duty and achievement of strategic objectives. The speed of decision-making under stressful conditions, the ability to effectively and quickly make decisions under limited time and during stressful situations affects the successful completion of tasks. The general readiness of military personnel is determined by their socio-psychological characteristics, which allow them to work effectively in a team environment and ensure a high level of task performance even under conditions of stress and danger. The criteria are integrated to create an effective command environment and ensure successful military operations. The balance between these criteria allows servicemen to meet the requirements of the modern combat environment and ensures the success of the assigned tasks.

The Interactive Effects of Communication Network Structure and Organizational Size on Task Performance in Project-Based Organizations: The Mediating Role of Bootleg Innovation Behavior

A PBO is a temporary organization formed by assembling members with diverse experiences and backgrounds, aimed at achieving specific innovation goals. Constructing a reasonable communication network structure and enhancing organizational synergy are effective ways to promote the sustainable development of the system. This study, based on the Input–Process–Output (IPO) model and social network analysis, utilized a group collaboration platform to conduct a three-stage communication experiment on 685 construction project managers. Under two organizational sizes, the internal mechanism of how communication networks with two levels of centralization influence task performance were tested. The results indicate that in the case of a smaller organizational size, PBOs using a decentralized communication network tend to achieve higher task performance. However, as the organizational size expands, PBOs employing a centralized communication network may surpass in task performance. Additionally, we found that with the expansion of organizational size, bootleg innovation behaviors of organizational members are continually stimulated, further enhancing collective task performance. This study, based on the evolution of communication network parameters, explores the structural characteristics of organizational communication networks and the mechanisms underlying the emergence of bootleg innovation behaviors. It delineates the key pathways for improving collective task performance. The findings can provide a scientific reference for the organizational evolution and development of engineering project management.

Effects of caffeine and blue-enriched light on spare visual attention during simulated space teleoperation

Safe and successful operation of the International Space Station robotic arm is a complex task requiring difficult bimanual hand coordination and spatial reasoning skills, adherence to operating procedures and rules, and systems knowledge. These task attributes are all potentially affected by chronic sleep loss and circadian misalignment. In a randomized, placebo-controlled, cross-over trial examining the impact of regularly timed low-dose caffeine (0.3 mg kg−1 h−1) and moderate illuminance blue-enriched white light (~90 lux, ~88 melEDI lux, 6300 K), 16 participants performed 3 types of realistic robotic arm tasks using a high-fidelity desktop simulator overnight. Our goal was to determine how these countermeasures, separately and combined, impacted telerobotic task performance and the ability to allocate attention to an unrelated secondary visual task. We found that all participants maintained a similar level of robotic task performance throughout the primary task but the application of caffeine separately and with blue-enriched light significantly decreased response time to a secondary visual task by −9% to −13%, whereas blue-enriched light alone changed average response times between −4% and +2%. We conclude that, for sleep-restricted individuals, caffeine improved their ability to divide their visual attention, while the effect of blue-enriched light alone was limited. Light and caffeine together was most effective. Use of these countermeasures should improve the margin of safety if astronauts perform familiar tasks under degraded conditions or novel tasks where task workload is increased.

대학신입생의 인생과제 수행방식 향상을 위한 교과목 개발 및 효과 분석

Purpose: This study aimed to develop a course to improve the life tasks performance of first-year college students based on Adler’s Life tasks and test its effectiveness.
 Methods: In step 1, the overall five goals and detailed thirteen goals of the program were set established on Adler’s Life tasks. In step 2, the twenty-six learning contents were developed through a preliminary survey of eighty-six first-year college students and the validity evaluation of three experts. In step3, a pilot study was conducted with thirty-five first-year college students. In step 4, the course was finally developed through the evaluations of three experts. In step 5, the effectiveness of the course was evaluated. The sample was from sixty-nine first-year college students from K university of Korea. The sample was divided with thirty-six first-year college students for the treatment group and thirty-three first-year college students for the control group. The course to improve the life tasks performance of first-year college students for the treatment group was carried out for a total of 30 hours, divided into 15 sessions, with one session per week. To evaluate the effectiveness of the course, the Life Tasks Scale, Social Interest Scale, the Life Satisfaction Scale, and College Life Adaption Scale were used for pre-post test. The scale-score was analyzed by ANOVA.
 Results: The first-year college students who participated in the course developed for improving the performance of life tasks demonstrated significantly improved levels of life task performance, adaptation to college life, social interest, and life satisfaction than those who did not participate.
 Conclusion: This study is significant in that a course was successfully developed to improve life tasks performance of first-year college students.

Measuring the Level of Automation and its Impact on Organizational Performance and Employees’ Job Performance

The purpose of this research is to propose the methodology for the measurement of levels of automation with the help of a dynamo reference scale for dynamic levels of automation and to find its relationship with organizational performance and employee job performance while bifurcating the tasks performed by humans and machines. The present research is quantitative in nature and conducted to find out the hypothetical relationship between levels of automation and organizational performance, and employee’s job performance with the survey questionnaire. The data was collected from managers and employees working directly with machinery involved in production, particularly the Kotri textile mill in the industrial zone of Kotri, Pakistan. The hypotheses testing suggests that the proposed model achieved an acceptable fit with the data (i.e., out of 7 hypotheses, 6 hypotheses were significantly accepted). The study has limitations in generalization, in terms of the survey questionnaire, and the targeted audience (employees of the firms & managers of the concerned department) of textile mills of the Kotri industrial zone. The first research contributes to the methodology in business studies for measuring levels of automation by employing a dynamo reference scale for levels of automation from industrial engineering which is totally a new concept in business studies for measurement of automation and can easily bifurcate a number of tasks performed by humans and machines. The second contribution of the study provides insight into how organizations are performing at an optimal level with the help of machinery only with a minimal number of employees. Finally, future research strongly suggests implementing the methodology for measurement of automation coupled with business research methods in other industries to understand their level of automation and task performance by employees and machinery in this modern age where all tasks are performed by machines only part of supervision is performed by humans this may bring about interesting possible outcomes.

Unskilled, underperforming, or unaware? Testing three accounts of individual differences in metacognitive monitoring

Many studies show that competence (e.g., skill, expertise, natural ability) influences individuals' capabilities of monitoring their item-level performance. However, debate persists about how best to explain these individual differences in metacognition. The competence-based account ascribes differences in monitoring to individuals' objective ability level, arguing that the same skills necessary to perform a task are required to effectively monitor performance. The performance-based account attributes differences in monitoring to changes in overall task performance – no individual differences in competence required. Finally, the metacognitive awareness account proposes that alignment between an individuals' self-assessed and objective ability leads to differences in monitoring. In this study, 603 participants completed a self-assessment of face recognition ability, a lineup identification task, and an objective assessment of face recognition ability. We manipulated the number of encoding repetitions and delay between encoding and test to produce varying levels of task performance across objective face recognition ability. Following each lineup decision, participants provided both a numeric confidence rating and a written expression of verbal confidence. We transformed verbal confidence into a quantitative value using machine learning techniques. When matched on overall identification accuracy, objectively stronger face recognizers used numeric and verbal confidence that a) better discriminates between correct and filler lineup identifications than weaker recognizers, and b) shows better calibration to accuracy. Participants with greater self-assessed ability used higher levels of confidence, irrespective of trial accuracy. These results support the competence-based account.

How multiple levels of metacognitive awareness operate in collaborative problem solving

Metacognitive awareness is knowing about learners’ own thinking and learning, facilitated by introspection and self-evaluation. Although metacognitive functions are personal, they cannot be explained simply by individual conceptions, especially in a collaborative group learning context. This study considers metacognitive awareness on multiple levels. It investigates how metacognitive awareness at the individual, social, and environmental levels are associated with collaborative problem solving (CPS). Seventy-seven higher education students collaborated in triads on a computer-based simulation about running a fictional company for 12 simulated months. The individual level of metacognitive awareness was measured using the Metacognitive Awareness Inventory. The social level of metacognitive awareness was measured multiple times during CPS through situated self-reports, that is, metacognitive judgements and task difficulty. The environmental level of metacognitive awareness was measured via a complex CPS process so that group members’ interactions were video recorded and facial expression data were created by post-processing video-recorded data. Perceived individual and group performance were measured with self-reports at the end of the CPS task. In the analysis, structural equation modelling was conducted to observe the relationships between multiple levels of metacognitive awareness and CPS task performance. Three-level multilevel modelling was also used to understand the effect of environmental-level metacognitive awareness. The results reveal that facial expression recognition makes metacognitive awareness visible in a collaborative context. This study contributes to research on metacognition by displaying both the relatively static and dynamic aspects of metacognitive awareness in CPS.

Team Building in Organizations: Benefit and Challenge - A Review

Team building has today become a key business strategy been utilized by organizations to develop employees competencies, workplace experience, and a cohesive productive workforce that has the capacity to help organizations provide solutions to their numerous challenges. This paper examines the concept of teambuilding, and explored literature to discover whether teambuilding contributes to organizations positive outcomes that promotes productivity, enhanced performance, and competitive advantage. The paper observed that organizations are embracing teambuilding to achieve high levels of both task performance and human resources maintenance, as well as to stimulate and promote better organizational productivity and innovativeness. The paper identifies encouragement of creativity and innovation, open communication, and increased collaborations as some benefits of teambuilding. It also identified lack of trust, lack of self-awareness, poor communication and working toward opposing goals as some major challenges confronting teambuilding activities. The paper concluded that teambuilding promotes increased collaborations, improve employees morale, encourage creativity and innovation in organizations, and also as an effective way of developing employee competencies to meet customers growing needs and changing expectations. It is recommended that organizations should provide teambuilding activities that fit them, and that help to bring team members together. Organizations should also provide right climate and essential resources needed by teams to carry out assigned tasks if the teams are to succeed. Organizations should set up a well define process that help them identify right people with requisite competencies who fit in to a team. Additionally, management should communicate the core values expected from the teams to them so that they will be rightfully guides on how they are to accomplish given tasks

리더의 비인격적 감독이 구성원의 과업성과에 미치는 영향

Based on social exchange theory, this study aims to suggest an integrative explanation for the negative effect of abusive supervision by exploring its main effect, mechanism, and moderator. Specifically, this study investigates how abusive supervision links to task performance as mediated by leader-member exchange (LMX). Moreover, we examine the moderating role of employee self-enhancement motive in the relationship between abusive supervision, LMX, and task performance. Utilizing a sample of dyads comprising full-time employees and their immediate supervisors, we found that our results support all of the hypotheses. Consistent with our hypotheses, abused employees showed a low level of task performance and such negative relationship was mediated by LMX. Within a moderated mediation framework, our results also showed that self-enhancement motive moderates the negative relationship between abusive supervision and task performance via LMX. Specifically, when self-enhancement is high, the negative effect of abusive supervision on LMX and on task performance via LMX were attenuated. Theoretical and practical implications are discussed.

Assessment of the psychomotor fitness level of cadet pilots after a 6-month flight training period - pilot study.

ObjectivesThe aim of the study was to investigate the impact of 6-month aviation practice on the improvement of physical fitness and cognitive abilities of cadet pilots.Materials and methodsTwenty cadet pilots (men) with an average age of 22 from the Polish Air Force Academy were tested. Two tests of effort were conducted: before (test I) and after (test II) practical flights. Test of physical effort relyed on the number of rotations of looping accomplished. When performing rotations on looping, in tests I and II, the percentage level of task performance was assessed using a diagnostic and training device. Tasks for the exerciser were sent wirelessly to the glasses from the operator’s position. The heart rate (HR) and blood pressure were measured with a camera-type Microlife AG.ResultsIn test II, there was a statistically significant improvement in the percentage of task completion (p < 0.01) and an insignificant improvement in the performance of rotations on looping compared to test I. After Test I and II demonstrated a statistically significant increase in HR and systolic blood pressure when compared to before test values. Test II illustrated a significant decrease in systolic blood pressure after effort (p < 0.05) with regard to test I.ConclusionThe study showed that cadet aviation practice ameliorated their physical fitness and cognitive skills, as well as helped to diminish their situational stress, which resulted in a decrease in systolic blood pressure after test II.

Recent findings on organizational unlearning and intentional forgetting research (2019-2022).

This mini review aims at summarizing the current state-of-the-art of empirical unlearning and intentional forgetting (U/IF) research at the individual, team, and organizational level. It adds to an earlier review and incorporates 31 recent studies from 2019 to 2022. The review reveals that predictors based on the organization's adaptation context (e.g., competitive intensity), organization level (e.g., leadership exploration activities), individual task-related (e.g., features of the routines changed), and person-related level (e.g., cognitive control strategies) variables relate to process variables, such as the type of U/IF, the U/IF content (e.g., success beliefs or failure beliefs), and information processing variables (e.g., team information processing). The outcome variables are at the organizational level (e.g., cross-boundary innovation), team level performance level, the individual task performance level (e.g., errors), and person-related level (e.g., self-esteem). The analyzed studies at the team and organizational levels preferred cross-sectional study designs or in-depth qualitative methods, which severely limits the possibility of making causal statements. In contrast, at the individual-level studies use longitudinal designs as well to make temporal aspects of U/IF visible. But these individual level results are limited in terms of their generalizability to other levels. Even though all studies make valuable contribution to the understanding of antecedents and outcomes of U/IF, the temporal and process-related aspects of how U/IF unfolds at the different levels and subsequent options for its deliberate facilitation remain empirically little elaborated. It is proposed that in addition to studying the antecedents and consequences of U/IF in cross sectional designs, the topic needs more longitudinal designs to capture the nature of the U/IF processes in organizations.

Precision aiming performance with the paretic upper limb is associated with center of pressure patterns in individuals with chronic stroke

BackgroundIndividuals with stroke commonly demonstrate upper-limb sensorimotor impairments. Upper-limb tasks occur against a background level of postural control and thus require a flexible postural control system to facilitate performance. Anterior precision aiming tasks, for example, benefit from lower medial-lateral (ML) center of pressure (COP) fluctuations (where increased fluctuations erode performance) relative to anterior-posterior (AP) fluctuations (where increased fluctuations do not strongly influence performance). After stroke, individuals may compensate for upper-limb impairments by increasing trunk movement which increases overall COP fluctuations and thus may make it more difficult to modulate COP in a task-sensitive manner. Research questionDo upper-limb task demands modulate COP movement patterns after stroke? MethodsIn this cross-sectional study, adults with chronic stroke (n = 23) and unilateral upper-limb impairments were immersed in a virtual environment displaying an anterior target. Participants aimed to maintain the position of a virtual laser pointer (via handheld controller) in the target with each hand. COP was concurrently recorded. Mixed effects models and correlations were used to detect differences in COP patterns between limbs and movement planes and evaluate associations between task performance and COP patterns, respectively. ResultsParticipants showed greater COP standard deviation and regularity in the AP compared to the ML direction. The magnitude of difference between AP and ML COP metrics was greater using the nonparetic limb. Task performance was moderately and positively associated with task-sensitive COP patterns (i.e., higher AP:ML ratios of COP metrics) using the paretic upper limb. Participants consistently demonstrated high levels of task performance and task-sensitive COP movement patterns using the nonparetic limb. SignificanceImpairments in postural control after stroke may be related to the upper limb used. It is important to recognize the role of directional COP variability and regularity in the context of a task goal after stroke.