150 Psychologie
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Software development consists to a large extend of humanbased processes with continuously increasing demands regarding interdisciplinary team work. Understanding the dynamics of software teams can be seen as highly important to successful project execution. Hence, for future project managers, knowledge about non-technical processes in teams is significant. In this paper, we present a course unit that provides an environment in which students can learn and experience the impact of group dynamics on project performance and quality. The course unit uses the Tuckman model as theoretical framework, and borrows from controlled experiments to organize and implement its practical parts in which students then experience the effects of, e.g., time pressure, resource bottlenecks, staff turnover, loss of key personnel, and other stress factors. We provide a detailed design of the course unit to allow for implementation in further software project management courses. Furthermore, we provide experiences obtained from two instances of this unit conducted in Munich and Karlskrona with 36 graduate students. We observed students building awareness of stress factors and developing counter measures to reduce impact of those factors. Moreover, students experienced what problems occur when teams work under stress and how to form a performing team despite exceptional situations.
Prominent theories of action recognition suggest that during the recognition of actions the physical patterns of the action is associated with only one action interpretation (e.g., a person waving his arm is recognized as waving). In contrast to this view, studies examining the visual categorization of objects show that objects are recognized in multiple ways (e.g., a VW Beetle can be recognized as a car or a beetle) and that categorization performance is based on the visual and motor movement similarity between objects. Here, we studied whether we find evidence for multiple levels of categorization for social interactions (physical interactions with another person, e.g., handshakes). To do so, we compared visual categorization of objects and social interactions (Experiments 1 and 2) in a grouping task and assessed the usefulness of motor and visual cues (Experiments 3, 4, and 5) for object and social interaction categorization. Additionally, we measured recognition performance associated with recognizing objects and social interactions at different categorization levels (Experiment 6). We found that basic level object categories were associated with a clear recognition advantage compared to subordinate recognition but basic level social interaction categories provided only a little recognition advantage. Moreover, basic level object categories were more strongly associated with similar visual and motor cues than basic level social interaction categories. The results suggest that cognitive categories underlying the recognition of objects and social interactions are associated with different performances. These results are in line with the idea that the same action can be associated with several action interpretations (e.g., a person waving his arm can be recognized as waving or greeting).
Motor-based theories of facial expression recognition propose that the visual perception of facial expression is aided by sensorimotor processes that are also used for the production of the same expression. Accordingly, sensorimotor and visual processes should provide congruent emotional information about a facial expression. Here, we report evidence that challenges this view. Specifically, the repeated execution of facial expressions has the opposite effect on the recognition of a subsequent facial expression than the repeated viewing of facial expressions. Moreover, the findings of the motor condition, but not of the visual condition, were correlated with a nonsensory condition in which participants imagined an emotional situation. These results can be well accounted for by the idea that facial expression recognition is not always mediated by motor processes but can also be recognized on visual information alone.
Computers are increasingly used in teams in various contexts, for example in negotiations. Especially when using computer-support for decision making processes, it is an important question whether active collaboration within the team - for example via audio-conference - has additional benefits beyond the supply of full task-relevant information via computer. In team negotiations, team representatives are only able to represent the whole team, if diverse preferences of the team members are aligned prior to the negotiation. In an experimental study with 150 participants, we provided team members with the complete information about each other's preferences during an either collaboratively (computer-mediated) or seperately conducted computer-supported negotiation preparation and subsequently asked them for their priorities as representatives of the team. Our results showed that providing complete task-relevant information via computer is insufficient to compensate for the absence of active collaboration within the team.
Kopainsky et al., (2020) examines intended and unintended transition effects of the Swiss food system on the system's structure and the environment. Kopainsky et al.'s research refers to studies on and is embedded in research streams in global health (Jamison et al., 2013) and sustainable food systems (Willett et al., 2019). It also addresses many of Steffen et al.'s (2015) planetary boundaries, the United Nations' (2015) sustainability goals (SDGs), and potentially could address how they are interrelated, following Randers et al. (2019). It is furthermore embedded in research on natural and human systems, particularly in the intertwined business, supply and demand, governance, ecological and health feedback loops (Swinburn et al., 2019). This feedback view enhances understanding and assessment of drivers towards improving human and ecological health and mitigating climate change.
Putting actions in context: visual action adaptation aftereffects are modulated by social contexts
(2014)
The social context in which an action is embedded provides important information for the interpretation of an action. Is this social context integrated during the visual recognition of an action? We used a behavioural visual adaptation paradigm to address this question and measured participants’ perceptual bias of a test action after they were adapted to one of two adaptors (adaptation after-effect). The action adaptation after effect was measured for the same set of adaptors in two different social contexts. Our results indicate that the size of the adaptation effect varied with social context (social context modulation) although the physical appearance of the adaptors remained unchanged. Three additional experiments provided evidence that the observed social context modulation of the adaptation effect are owed to the adaptation of visual action recognition processes. We found that adaptation is critical for the social context modulation (experiment 2). Moreover, the effect is not mediated by emotional content of the action alone (experiment 3) and visual information about the action seems to be critical for the emergence of action adaptation effects (experiment 4). Taken together these results suggest that processes underlying visual action recognition are sensitive to the social context of an action.
Matthias Varga von Kibéd und Insa Sparrer unterscheiden zwischen drei verschiedenen Aufstellungsmethoden (Sparrer und Varga von Kibéd, o. D.): Der spezifisch (konkreten), der virtuellen und der prototypischen Aufstellung. Bei spezifischen Aufstellungen wird ein konkretes Anliegen eines Klienten betrachtet. Im Gegensatz dazu, werden bei virtuellen Aufstellungen eine Übungsumgebung geschaffen. In dieser können Aufstellungstechniken und Interventionsmethoden geübt werden. Bei prototypischen Strukturaufstellungen werden Themen zusammengefasst, die mehrere Teilnehmer im Seminar berühren bzw. in deren Alltag immer wieder auftreten können. Dieses Thema wird wie eine spezifische Aufstellung bearbeitet jedoch ohne ein konkretes vorliegendes Anliegen. Beispiele für prototypische Strukturaufstellungen kommen aus vielen Bereichen z.B. dem Führungsalltag, Teamentwicklung, Konfliktmanagement, Gesprächsführung, Zeit‐ und Selbstmanagement.
The fierce market competition environment makes employees feel insecure at work. While it is difficult for enterprises to provide employees with a sense of security, they have to rely on employees’ innovative behavior to seek competitive advantage. Therefore, this study focuses on how employees engage in innovative behavior when they face job insecurity.MethodsUsing a variable-centered approach, this study aims to examine the mediating effects of intrinsic and impression management motivation in the relationship between quantitative and qualitative job insecurity and innovative behavior, including proactive and reactive innovative behavior. In addition, a person-centered approach is used to investigate whether it is possible to distinguish different combinations of quantitative and qualitative job insecurity, and examine the effect of these job insecurity profiles on motivation and innovative behavior. We used 503 data sets collected via the Credamo platform in China into the data analysis.ResultsThe study found that quantitative job insecurity affects proactive and reactive innovative behavior through impression management motivation and that qualitative job insecurity affects proactive and reactive innovative behavior through intrinsic and impression management motivation. In addition, three job insecurity profiles were identified: balanced high job insecurity, balanced low job insecurity, and a profile dominated by high quantitative job insecurity, all of which have significantly different effects on motivation and innovative behavior.DiscussionThis study contributes to provide new insights into the relationship between job insecurity and innovative behavior and compensate for the limitation of the traditional variable-centered approach that cannot capture heterogeneity within the workforce.
Based on social information processing theory, this research examines whether and how an employee’s proactive personality influences intrinsic and extrinsic career growth. It also examines the mediating effects of two types of proactive behaviors (voice behavior and taking charge) and the moderating effect of a leader’s proactive personality. A sample of 307 employee-leader dyads participated in this survey. Structural equation modeling was used to test the hypotheses, and the bootstrap procedure was used to test the indirect effects. Results show that an employee’s proactive personality has significant positive effects on both intrinsic and extrinsic career growth. The mediating effect of taking charge was confirmed, while the mediating effect of voice behavior was not. Leader proactive personality weakens the relationship between employee proactive personality and the two types of proactive behaviors. Employee proactive personality is more positively related to intrinsic and extrinsic career growth via proactive behaviors when a leader’s proactive personality is low. This study extends the literature on proactive personality, proactive behavior, and career development by examining the underlying determination, mediation, and moderation mechanisms.