Task Performance Ratings Research Articles

Revisiting breadth vs. depth in menu structures for blind users of screen readers

Numerous studies have investigated task performance times for selection from hierarchical menus, with structures containing many choices at each of a few levels (broad, shallow structures) generally outperforming structures containing fewer choices at each of many levels (narrow, deep structures). To see if these results applied to blind users who rely on screen reader software for computer access, we replicated an earlier published study, using 19 blind screen-reader users. Consistent with earlier studies, broader, shallow hierarchies outperformed narrow, deep hierarchies. Task performance times and hypertext lostness measures were correlated. Although further work will be needed to understand specific determinants of task performance rates, these results support the use of broad, shallow menus for blind as well as sighted users.

Evaluation of genetic variability in the dopamine receptor D2 in relation to behavioral inhibition and impulsivity/sensation seeking: An exploratory study with d-amphetamine in healthy participants.

The dopamine D2 receptor (DRD2) appears to be involved in impulsive behaviors, and particularly in behavioral inhibition. We sought to determine whether inhibition and impulsivity were related to genetic polymorphisms in the DRD2 gene (DRD2) in healthy volunteers (N = 93). Participants received placebo or d-amphetamine in random order. They performed the stop task, measuring behavioral inhibition, and rated their mood states on each session. They also completed the Zuckerman-Kuhlman Personality Questionnaire, including an Impulsivity subscale. We investigated the association between 12 single nucleotide polymorphisms (SNPs) and haplotypes in DRD2 and stop task performance in the nondrug (i.e., placebo) session and on the personality measure of impulsivity. We secondarily evaluated the DRD2 SNPs in relation to response to d-amphetamine on stop task performance and mood ratings. Mood was not related to genotypes in either the drug free condition or in response to drug. However, 2 SNPs, rs4648317 and rs12364283, and a haplotype block consisting of those SNPs, were associated with better performance on the stop task in the drug free condition and lower scores on the Impulsivity subscale. We also found that rs12364283 was associated with effects of d-amphetamine on stop task performance: d-amphetamine decreased stop reaction time (RT) in the A/A group but increased stop RT in the combined A/G + G/G genotype. Of the SNPs we evaluated, rs12364283, which has been associated with DRD2 expression, was the most significantly associated with inhibition and impulsivity. The significant relationship between DRD2 genotype and both behavioral inhibition and impulsivity suggests a possible common genetic influence on behavioral and self-report measures of impulsivity.

Perceptions of Overall Fairness: Are Effects on Job Performance Moderated by Leader-Member Exchange?

Using multisource data, this article examined the relationship of two types of employee perceptions of overall fairness (i.e., fairness of the organization and fairness of the department), with supervisor ratings of in-role task performance and organizational citizenship behaviors (OCB). We also examined whether high-quality leader-member exchange (LMX) relationships compensate for negative effects of fairness on job performance and citizenship behaviors. Focusing on a sample of 154 health care workers, we found that only employee perceptions of overall fairness regarding the department were related to supervisory ratings of OCB and in-role task performance. Moreover, LMX moderated the relationships between fairness perceptions and (a) task performance, (b) organization-focused OCB, but not (c) individual-focused OCB. We discuss implications for research and the potential for reducing negative effects of low fairness perceptions on job performance through positive LMX.

Does the “happy‐productive worker” thesis apply to managers?

PurposeThe purpose of this paper is to emanate from an enduring stream of research into individual performance and organisational productivity where happy employees are believed to perform better. Decades of research have been unable to establish a strong link between workplace happiness and performance. A variation on the enduring employee happiness‐productivity debate is evolving the “happy‐performing managers” proposition.Design/methodology/approachAn empirical investigation reports on the impact of two important aspects of job happiness – self‐rated affective wellbeing and intrinsic job satisfaction – on superiors' ratings of managers' contextual and task performance. An ancillary methodological objective of the study is to establish the structure of managers' performance.FindingsA partial model of managers' affective wellbeing, intrinsic job satisfaction and performance contributed an understanding to how specific indicators of affective wellbeing and intrinsic job satisfaction predict certain dimensions of managers' performance.Practical implicationsChanges in the workplace emphasises are needed to ensure managers can retain and improve their positive affective wellbeing by working smarter and faster, rather than harder and longer.Originality/valueA contribution of this paper is to provide qualified support for the “happy‐performing managers” proposition by linking the conceptual bases relating to managers' affective wellbeing, intrinsic job satisfaction and to their performance. These findings progress the debate as to how work might be structured to improve managers' affective wellbeing and consequently their performance. Perhaps, it is timely to consider moving away from the negative forms of psychology and affirm managers' future by embracing the “happy‐performing managers” proposition.

Heightened Resting Neural Activity Predicts Exaggerated Stressor-Evoked Blood Pressure Reactivity

Individuals who express relatively large-magnitude or "exaggerated" blood pressure (BP) reactions to behavioral stressors are presumably at increased risk for cardiovascular disease. As shown by recent neuroimaging studies, individuals who express exaggerated stressor-evoked BP reactivity also express heightened neural activity in corticolimbic brain areas that centrally regulate the cardiovascular system. These studies, however, have exclusively examined BP reactivity and concomitant neural activity during stressor exposure. If exaggerated BP reactivity originates in part from a centrally regulated and dispositional cardiovascular response tendency, then heightened resting (prestressor) corticolimbic activity may predict the subsequent expression of exaggerated stressor-evoked BP reactivity. To test this hypothesis, perfusion MRI was used to quantify resting regional cerebral blood flow (an indirect metabolic measure of neural activity) in men (n=19) and women (n=20) aged 20 to 37 years who subsequently performed cognitive stressor tasks to evoke BP reactivity. Individuals who expressed larger task-induced rises in systolic and diastolic BP also expressed higher resting regional cerebral blood flow in 4 functionally related corticolimbic areas: the dorsal and perigenual anterior cingulate, medial prefrontal, and insular cortices. Specifically, resting regional cerebral blood flow in these areas accounted, respectively, for 40% and 31% of the variance in systolic (P=0.001) and diastolic (P=0.008) BP reactivity, after accounting for total resting cerebral blood flow, resting BP, task performance, and task-related ratings of unpleasantness, arousal, and perceived psychological control. Heightened resting corticolimbic activity may represent a neurobiological correlate of an individual's predisposition for exaggerated stressor-evoked BP reactivity and possibly related cardiovascular risk.

Occupational Psychophysics to Establish Vision Requirements

To develop and implement a comprehensive procedure for determining vision requirements for different vocational and occupational tasks. Evaluations performed for more than 10 state agencies and businesses were conducted over a period of approximately 9 years. The procedure included a literature review, an assessment of potential visual functions to address, a formal job analysis, interviews with incumbent workers, obtaining advice and recommendations from subject matter experts (experienced incumbents and administrators), development of job-related simulation studies, linkage of simulation results to the job analysis, a review of appeals and critical incidents, a thorough assessment of work environments and conditions, and final recommendations. Examples of occupational simulations for quantitative job-related task performance for best-corrected visual acuity, uncorrected visual acuity, color vision, peripheral vision, the use of one vs. two eyes, naïve vs. experienced incumbents, and impoverished visual conditions are presented. Changes in task performance and confidence ratings were obtained for various levels of degraded vision. This procedure, referred to as "occupational psychophysics," provides a quantitative systematic method of defining the vision requirements for various essential job functions. In conjunction with the frequency of performance, requirements at entry to the job, safety, reasonable accommodation, alteration of the work environment, and administrative issues, this approach provides a quantitative, rational basis for establishing job-related vision requirements.

Political skill and influence effectiveness: Testing portions of an expanded Ferris and Judge (1991) model

The present study tested por tions of an expanded Ferris and Judge (1991) framework regarding influence processes in human resources decisions and actions. In particular, the roles of political skill and a particularly efficacious influence tactic, rationality, were examined with respect to their interactive effects on supervisor perceptions and evaluations. Online questionnaires were used to collect data from full-time, non-faculty employees of a large south-eastern US public university. To avoid problems associated with common method variance resulting from same source data, supervisors rated subordinates on outcome measures and subordinates supplied data on predictors. The final sample was comprised of a matched dyadic data set of 291 subordinates and their supervisors. Results indicated support for the hypotheses. Specifically, political skill was found to directly relate to the use of rationality and moderate the positive relationship between rationality and two supervisory perceptions known to affect supervisor ratings of job performance, notably supervisor liking of subordinates and perceived similarity to subordinates. Further, perceptions of liking and similarity were positively related to supervisor ratings of both task performance and two important contextual job performance components. Implications of the results, strengths and limitations of the research, and directions for future research are discussed.

Workload State Classification With Automation During Simulated Air Traffic Control

Real-time operator workload assessment and state classification may be useful for decisions about when and how to dynamically apply automation to information processing functions in aviation systems. This research examined multiple cognitive workload measures, including secondary task performance and physiological (cardiac) measures, as inputs to a neural network for operator functional state classification during a simulated air traffic control (ATC) task. Twenty-five participants performed a low-fidelity simulation under manual control or 1 of 4 different forms of automation. Traffic volume was either low (3 aircraft) or high (7 aircraft). Participants also performed a secondary (gauge) monitoring task. Results demonstrated significant effects of traffic volume (workload) on aircraft clearances (p < .01) and trajectory conflicts (p < .01), secondary task performance (p < .01), and subjective ratings of task workload (p < .01). The form of ATC automation affected the number of aircraft collisions (p < .05), secondary task performance (p < .01), and heart rate (HR; p < .01). However, heart rate and heart rate variability measures were not sensitive to the traffic manipulation. Neural network models of controller workload (defined in terms of traffic volume) were developed using the secondary task performance and simple heart rate measure as inputs. The best workload classification accuracy using a genetic algorithm (across all forms of ATC automation) was 64%, comparable to prior work. Additional neural network models of workload for each mode of ATC automation revealed substantial variability in predictive accuracy, based on the characteristics of the automation. Secondary task performance was a highly sensitive indicator of ATC workload, whereas the heart rate measure appeared to operate as a more global indicator of workload. A limited range of cardiac response might be sufficient for the demands of the brain in ATC. The results have applicability to design of future adaptive systems integrating neural-network-based workload state classifiers for multiple forms of automation.

Loving yourself abundantly: Relationship of the narcissistic personality to self- and other perceptions of workplace deviance, leadership, and task and contextual performance.

The authors report results from 2 studies assessing the extent to which narcissism is related to self- and other ratings of leadership, workplace deviance, and task and contextual performance. Study 1 results revealed that narcissism was related to enhanced self-ratings of leadership, even when controlling for the Big Five traits. Study 2 results also revealed that narcissism was related to enhanced leadership self-perceptions; indeed, whereas narcissism was significantly positively correlated with self-ratings of leadership, it was significantly negatively related to other ratings of leadership. Study 2 also revealed that narcissism was related to more favorable self-ratings of workplace deviance and contextual performance compared to other (supervisor) ratings. Finally, as hypothesized, narcissism was more strongly negatively related to contextual performance than to task performance.

Evaluation of a Haptic Mixed Reality System for Interactions with a Virtual Control Panel

We present a haptic feedback technique that combines feedback from a portable force-feedback glove with feedback from direct contact with rigid passive objects. This approach is a haptic analogue of visual mixed reality, since it can be used to haptically combine real and virtual elements in a single display. We discuss device limitations that motivated this combined approach and summarize technological challenges encountered. We present three experiments to evaluate the approach for interactions with buttons and sliders on a virtual control panel. In our first experiment, this approach resulted in better task performance and better subjective ratings than the use of only a force-feedback glove. In our second experiment, visual feedback was degraded and the combined approach resulted in better performance than the glove-only approach and in better ratings of slider interactions than both glove-only and passive-only approaches. A third experiment allowed subjective comparison of approaches and provided additional evidence that the combined approach provides the best experience.

SELF‐MONITORING AS A MODERATOR OF THE RELATIONSHIPS BETWEEN PERSONALITY TRAITS AND PERFORMANCE

This study examined the hypothesis that self‐monitoring moderates the relationship between Big Five personality traits and interpersonal performance. The findings from a sample of 102 employed Executive MBA students reveal that when self‐monitoring was high the relationships between 3 of the Big Five personality traits (Extraversion, Emotional Stability, and Openness to Experience) and supervisory ratings of interpersonal performance were attenuated. These effects were replicated using peer ratings of interpersonal performance for Extraversion and Emotional Stability but not for Openness to Experience. Further, as expected, self‐monitoring did not moderate the relationships between personality traits and supervisory or peer ratings of task performance. Implications for future research in the area of personality and other motivational theories are discussed.

Factors Influencing the Inflation of Task Performance Ratings for Workers With Disabilities and Contextual Performance Ratings for Their Coworkers

Contrary to many myths regarding their potential performance, workers with disabilities generally receive performance ratings similar to their nondisabled coworkers. However, their ratings possibly may be inflated above their actual performance levels. In a laboratory experiment, we constrained the performance of a worker with a disability to an extremely low level and assessed the effects of helping behavior, presence and type of disability in the worker, and the perceived attributions of controllability of the disability on task performance ratings for the workers with disabilities and on contextual performance ratings for their coworkers. We found that the perception that a worker is not responsible for the onset of a disability and that having any disability, regardless of type, artificially inflates task performance ratings. We also found inflated contextual performance ratings for coworkers who work with persons who are perceived as being responsible for the onset of their own disability.

Reproductive physiology, dominance interactions, and division of labour among bumble bee workers

Abstract. Bumble bee workers (Bombus bifarius, Hymenoptera: Apidae) exhibit aggression toward one another after the colony begins producing female reproductive offspring (the competition phase). Workers in competition phase colonies must continue to perform in‐nest tasks, such as nest thermoregulation, and to forage for food, to rear the reproductives to maturity. Therefore, competition phase workers are faced with potentially conflicting pressures to work for their colonies, or to compete for direct reproduction. The effects of reproductive competition on worker task performance were quantified by measuring relationships of worker body size, reproductive physiology, and aggression with their rates of task performance. If worker division of labour was strongly affected by competition, it was predicted that fecund workers would avoid performing nest maintenance and foraging tasks, focusing instead on reproductive behaviour. Furthermore, it was predicted that fecund workers would dominate their nest mates, and that subordinate workers would perform nonreproductive tasks at higher rates. Worker aggression was associated closely with direct reproductive competition. Both aggression and brood interaction rates were related positively with ooctye development. Furthermore, foraging was associated negatively with ovarian development. However, in‐nest and foraging task performance rates were not associated with social aggression. The results support a partial role for reproductive competition in worker polyethism. Although worker aggression did not directly affect polyethism, reproductively competent workers avoided foraging tasks that would remove them from egg‐laying opportunities. Reproductively competent workers did perform in‐nest tasks, suggesting that these tasks entail little cost in terms of reproductive competition.

Genetic variation and task specialization in the desert leaf-cutter ant, Acromyrmex versicolor

The genetic diversity in social insect colonies that is generated by multiple mating or multiple queens has been hypothesized to promote worker task specialization and therefore facilitate division of labour. However, few studies have actually examined the mechanisms by which genotype may influence individual worker behaviour. In this study, we dissect possible genetic effects on worker task performance in the desert leaf-cutter ant. We hypothesize that genotype could affect worker behaviour via (1) the rate of age-related task switching (age polyethism schedule), (2) individual task preference, and/or (3) task performance rates. To discriminate among these possible mechanisms, we generated composite colonies of workers from different genetic sources and followed the behaviour of individually marked workers over their lifetimes. We found significant differences among matrilines (offspring of different queens) in overall task performance. In particular, we found a negative covariance in likelihood of foraging versus tending fungus inside the nest. Workers of different matrilines also varied in the age of transition from inside the nest to foraging, but did not vary in task performance rates. Our results suggest that division of labour in this system is affected by genetic influences on individual task preference and age-related task choice, but not on variation in activity level.

Driving performance during concurrent cell-phone use: are drivers aware of their performance decrements?

Prior research has documented the manner in which a variety of driving performance measures are impacted by concurrent cell-phone use as well as the influence of age and gender of the driver. This current study examined the extent to which different driver groups are aware of their associated performance decrements. Subjects’ confidence in dealing with distractors while driving and their ratings of task performance and demand were compared with their actual driving performance in the presence of a cell-phone task. While high confidence ratings appeared to be predictive of better driving performance for male drivers (as confidence increased, the size of the distraction effects decreased), this relationship did not hold for females; in fact, for older females, as confidence increased, performance decreased. Additionally, when drivers were matched in terms of confidence level, brake responses of older females were slowed to a much greater extent (0.38 s) than were brake responses of any other group (0.10 s for younger males and females and 0.07 s for older males). Finally, females also rated the driving task as less demanding than males, even though their performance was more greatly affected by distraction. These results suggest that many drivers may not be aware of their decreased performance while using cell-phones and that it may be particularly important to target educational campaigns on driver distraction towards female drivers for whom there tended to be a greater discrepancy between driver perceptions and actual performance.

Forced use after TBI: promoting plasticity and function through practice

Objective : To review the literature supporting, and determine the efficacy of, modified constraint-induced therapy (mCIT) in improving more affected upper limb use and function in patients with traumatic brain injury (TBI). Design : Multiple-baseline, pre-post, case series. Setting : Outpatient clinic. Patients : Three patients with TBI occurring >1 year ago and exhibiting stable upper limb hemiparesis and learned non-use. Intervention : Patients participated in 10 sessions of 30 minute, structured physical and occupational therapy, emphasizing more affected arm use in valued, functional activities, three times/week for 10 weeks and using shaping techniques. Their less affected upper limbs were also restrained 5 days/week during 5 hours identified as times of frequent use during the same 10-week period. Main outcome measures : The Action Research Arm Test (ARA), Wolf Motor Function Test (WMFT) and Motor Activity Log (MAL). Results : Following intervention, subjects exhibited improvements > 2.0 in their amount and quality of more affected limb use, as measured by the MAL. Subjects 1, 2 and 3 also displayed functional improvements on the ARA (14.0, 5.5 and 6.0, respectively), improvements in ratings of WMFT task performance (1.15, 1.7 and 1.35, respectively) and diminished time needed to perform all WMFT tasks. Conclusions : mCIT is a promising approach by which improved more affected limb use and function can be realized following TBI.

Expanding the Training Evaluation Criterion Space: Cross Aircraft Convergence and Lessons Learned From Evaluation of the Air Force Mission Ready Technician Program

This study reports the analyses of data collected from an evaluation effort for 2 Mission Ready Technician (MRT) training programs for C-141 transport and F-16 fighter aircraft crew chiefs. We obtained ratings from over 100 trainees in each program, as well as from their trainers and supervisors, both during training and in the field via survey. The goal of this research was to explore the criterion space set up for this evaluation. Whereas past evaluation research has explored task difficulty, frequency, and importance, this research explores an expanded criterion space, including task confidence, task performance, task difficulty, and task frequency. Descriptive statistics, predictive regressions, and exploratory factor analyses are reported. We conclude that the data show a similar factor structure for both aircraft and that MRT frequency of task performance and confidence ratings are highly predictive of field performance. A major implication is that one way to optimize the effectiveness of training is to emphasize the development of trainee confidence at a relatively micro level, such as the task level.

Thresholds of Response in Nest Thermoregulation by Worker Bumble Bees, Bombus bifarius nearcticus (Hymenoptera: Apidae)

Regulation of nest temperature is important to the fitness of eusocial insect colonies. To maintain appropriate conditions for the developing brood, workers must exhibit thermoregulatory responses to ambient temperature. Because nest‐mate workers differ in task performance, thermoregulatory behavior provides an opportunity to test threshold of response models for the regulation of division of labor. We found that worker bumble bees (Bombus bifarius nearcticus) responded to changes in ambient temperature by altering their rates of performing two tasks – wing fanning and brood cell incubation. At the colony level, the rate of incubating decreased, and the rate of fanning increased, with increasing temperature. Changes in the number of workers performing these tasks were more important to the colony response than changes in workers’ task performance rates. At the individual level, workers’ lifetime rates of incubation and fanning were positively correlated, and most individuals did not specialize exclusively on either of these temperature‐sensitive tasks. However, workers differed in the maximum temperature at which they incubated and in the minimum temperature at which they fanned. More individuals fanned at high and incubated at low temperatures. Most of the workers that began incubating at higher temperatures continued performing this task at lower temperatures, when additional nest‐mates became active. The converse was true for fanning behavior. These data are consistent with a threshold of response model for thermoregulatory behavior of B. bifarius workers.

Individual Differences in Responses to Ethanol and d‐Amphetamine: A Within‐Subject Study

In some individuals, ethanol (EtOH) produces marked stimulant-like subjective effects resembling those of stimulant drugs, like d-amphetamine (AMP). In this study, we examined the neurochemical basis of these individual differences by examining the same subjects' responses to both EtOH and AMP. A positive correlation between subjects' responses to the two drugs may suggest that AMP and EtOH produce their stimulant-like subjective effects by a shared mechanism. Twenty-seven volunteers (17 male, 10 female), aged 21-35, received beverages or capsules containing EtOH 0.8 g/kg, AMP 10 or 20 mg, or placebo on four separate sessions in random order and under double-blind conditions. Various self-reported and objective drug effects were measured, including measures sensitive to subjective and cognitive stimulant-like effects. EtOH and AMP produced their prototypical subjective and behavioral effects, including increased ratings of stimulant-like subjective effects, increased heart rate and blood pressure, and improved vigilance performance after AMP and increased ratings of sedative-like subjective effects, increased heart rate and blood pressure, and impaired vigilance performance after EtOH. Consistent with previous reports, there was substantial intersubject variability in subjective responses to EtOH: some subjects reported primarily stimulant-like effects, whereas others reported primarily sedative-like effects. To examine the relationship between these responses to EtOH and subjects' responses to AMP, correlations were examined between effects of EtOH and AMP. For all subjects together, there was a significant positive correlation between responses to EtOH and 20 mg AMP on the ARCI A scale (a measure of stimulant-like subjective effects; r = 0.41, p < 0.05). Among only those subjects who reported primarily stimulant-like effects from EtOH, the correlation between EtOH and AMP was 0.64 (p < 0.05). Subjects who experience pronounced stimulant-like effects from EtOH also report greater stimulant effects from AMP, suggesting that these effects may be mediated through similar mechanisms. These correlations between the drugs' effects were not observed on other measures, such as DSST or vigilance task performance or heart rate. This may indicate that these other effects are mediated by separate mechanisms. The study illustrates a novel approach to studying the neurochemical basis of drug effects.

Relationships of Task Performance and Contextual Performance with Turnover, Job Satisfaction, and Affective Commitment

The effects of task performance and contextual performance on turnover, job satisfaction, and affective organizational commitment were examined for two samples of Air Force mechanics. Supervisor ratings of task performance and contextual performance were obtained in 1992 ( N=419) for one sample and in 1993 for the second sample ( N=991). In both samples, task performance and contextual performance predicted turnover and job satisfaction in 1996. Task performance predicted reenlistment eligibility and promotion eligibility in the 1992 sample, but only reenlistment eligibility in the 1993 sample. Contextual performance only predicted promotion eligibility in the 1992 sample, but predicted both outcomes in the 1993 sample. Results support the distinction between task performance and contextual performance.