In the modern world, many important tasks have become too complex for a single unaided individual to manage. Teams conduct some safety-critical tasks to improve task performance and minimize the risk of error. These teams have traditionally consisted of human operators, yet, nowadays, artificial intelligence and machine systems are incorporated into team environments to improve performance and capacity. We used a computerized task modeled after a classic arcade game to investigate the performance of human–machine and (...) human–human teams. We manipulated the group conditions between team members; sometimes, they were instructed to collaborate, compete, or work separately. We evaluated players' performance in the main task (gameplay) and, in post hoc analyses, participant behavioral patterns to inform group strategies. We compared game performance between team types (human–human vs. human–machine) and group conditions (competitive, collaborative, independent). Adapting workload capacity analysis to human–machine teams, we found performance under both team types and all group conditions suffered a performance efficiency cost. However, we observed a reduced cost in collaborative over competitive teams within human–human pairings, but this effect was diminished when playing with a machine partner. The implications of workload capacity analysis as a powerful tool for human–machine team performance measurement are discussed. (shrink)

There has long been a history of studies investigating how people (“ordinary people”) perform on tasks that involve deductive reasoning. The upshot of these studies is that people characteristically perform some deductive tasks well but others badly. For instance, studies show that people will typically perform MP (“modus ponens”: from ‘If A then B’ and ‘A’, infer ‘B’) and bi-conditional MP (from: ‘A if and only if B’ and ‘A’, infer ‘B’) correctly when invited to make the inference and additionally (...) can discover of their own accord when such inferences are appropriate. On the other hand, the same studies show that people typically perform MT (“modus tollens”: from ‘If A then B’ and ‘not-B’, infer ‘not-A’) and biconditional MT badly. They not only do not recognize when it is appropriate to draw such inferences, but also they will balk at doing them even when they are told that they can make it. Related to these shortcomings seems to be the inability of people to understand that contrapositives are equivalent (that ‘If A then B’ is equivalent to ‘If not-B then not-A’). [Studies of people’s deductive inference-drawing abilities have a long history, involving many studies in the early 20th century concerning Aristotelian syllogisms. But the current spate of studies draws much of its impetus from Wason (Wason, 1968; see also Wason & Johnson-Laird, 1972). ] The general conclusion seems to be that there are specific areas where “ordinary people” do not perform very logically. This conclusion will not come as a surprise to teachers of elementary logic, who have long thought that the majority of “ordinary people” are inherently illogical and need deep and forceful schooling in order to overcome this flaw. (shrink)

In an experimental study of humans reactions to social motor intention in a humanoid robot, we showed that SMI cause the emergence of social interaction between human and robot. We investigated whether people would respond differently to a humanoid robot depending on the kinematic profile of its movement. A robot placed a block on a table in front of a human subject in three different ways. We designed the robot’s arm and upper body movements to manifest the (...) class='Hi'>human kinematic profile of either a non-social motor intention or a social motor intention. In the control condition the robot performed an irregular movements. Once the robot had finished its task, the task of the human was to place another block on top of the first one. We distinguishedbetween social and non-social responses to the robot’s behavior based in gaze behavior and kinematic profile of the human’s arm movement during the task. Our results show that the behavior of the human can be modulated by the kinematics of a robot’s motor action. In several cases the participants reciprocated movements displaying social motor intention with movements with a similar kind of kinematics, attempting to make eye contact during the task. This shows that HRI can emerge implicitly by sensorimotor processing and suggests that implementing a mechanism for social-motor intention in social robots designed to interact spontaneously would be useful. (shrink)

There are many ways of enhancing human performance. For military aviation in general, and for spaceflight in particular, the most important tools are selection, training, equipment, pharmacology, and surgery. In the future, genetic manipulation may be feasible. For each of these tools, the specific modalities available range from the ethically acceptable to the ethically unacceptable. Even when someone consents to a particular procedure to enhance performance, the action may be ethically unacceptable to society as a whole and (...) the burden of risk for the individual may be too great. In addition, there are several characteristics that define the quality and the acceptability of the consent. Each method of enhancing performance will be examined in the context of the principles of medical ethics in a western society: autonomy, non-maleficence, beneficence, and justice. The aim is to draw the attention of aeromedical practitioners to the complexities of ethical dilemmas such as this particular one in order to help them to develop a morally justifiable code of practice that balances society’s needs against individual ambitions and corporate goals. (shrink)

This contribution focuses on two claims advanced by the proponents of the project of “Converging Technologies for Improving Human Performance.” Firstly, it is maintained that this project represents something genuinely new and quite unique. Secondly, it is argued that the future prospects of the project are extraordinarily positive. In order to critically assess both claims this paper first focuses on the question of whether there is actually anything genuinely new about the project of improving human performance (...) by means of converging NBIC technologies. In addition it is analyzed whether the project warrants that we be optimistic about its future prospects. (shrink)

We study human performance in two classical NP‐hard optimization problems: Set Cover and Maximum Coverage. We suggest that Set Cover and Max Coverage are related to means selection problems that arise in human problem‐solving and in pursuing multiple goals: The relationship between goals and means is expressed as a bipartite graph where edges between means and goals indicate which means can be used to achieve which goals. While these problems are believed to be computationally intractable in general, (...) they become more tractable when the structure of the network resembles a tree. Thus, our main prediction is that people should perform better with goal systems that are more tree‐like. We report three behavioral experiments which confirm this prediction. Our results suggest that combinatorial parameters that are instrumental to algorithm design can also be useful for understanding when and why people struggle to choose between multiple means to achieve multiple goals. (shrink)

In order to maximize human performance, defence forces continue to explore, develop, and apply human performance enhancement (HPE) methods, ranging from pharmaceuticals to (bio)technological enhancement. This raises ethical, legal, and societal concerns and requires organizing a careful reflection and deliberation process, with relevant stakeholders. We discuss a range of ethical, legal, and societal aspects (ELSA), which people involved in the development and deployment of HPE can use for such reflection and deliberation. A realistic military scenario with (...) proposed HPE application can serve as a starting point for such an iterative and participatory process. Stakeholders can discuss this application, modify its features, and design appropriate processes around it – for instance, procedures for informed consent. We propose that organizing aspects into these three categories – ethical, legal, and societal – can help involve appropriate interlocutors at different moments: legal aspects with people in strategy or management roles, from the start of a project; ethical aspects with people in operations and medical roles, during development; and societal aspects with people in communication and personnel roles, during deployment. Notably, we developed and discussed this framework and the three aspects in close collaboration with personnel from the military. (shrink)

In order to maximize human performance, defence forces continue to explore, develop, and apply human performance enhancement (HPE) methods, ranging from pharmaceuticals to (bio)technological enhancement. This raises ethical, legal, and societal concerns and requires organizing a careful reflection and deliberation process, with relevant stakeholders. We discuss a range of ethical, legal, and societal aspects (ELSA), which people involved in the development and deployment of HPE can use for such reflection and deliberation. A realistic military scenario with (...) proposed HPE application can serve as a starting point for such an iterative and participatory process. Stakeholders can discuss this application, modify its features, and design appropriate processes around it – for instance, procedures for informed consent. We propose that organizing aspects into these three categories – ethical, legal, and societal – can help involve appropriate interlocutors at different moments: legal aspects with people in strategy or management roles, from the start of a project; ethical aspects with people in operations and medical roles, during development; and societal aspects with people in communication and personnel roles, during deployment. Notably, we developed and discussed this framework and the three aspects in close collaboration with personnel from the military. (shrink)

This book offers both the theoretical background behind the minority effect, teachers' personal experiences as they experienced being a minority, and their analyses and insights for teaching diverse learners. This book uses real-life experiences of diverse people to illustrate that, if not understood and addressed, situational minorities at school or work are unlikely to perform at their highest potentials.

Nanotechnology: Considering the Complex Ethical, Legal, and Societal Issues with the Parameters of Human Performance Content Type Journal Article Pages 265-275 DOI 10.1007/s11569-008-0047-6 Authors Linda MacDonald Glenn, Albany Medical College/Center Alden March Bioethics Institute Albany NY 12208 USA Jeanann S. Boyce, Montgomery College Dept. of Computer Science and Business 7600 Takoma Avenue Takoma Park MD 20912 USA Journal NanoEthics Online ISSN 1871-4765 Print ISSN 1871-4757 Journal Volume Volume 2 Journal Issue Volume 2, Number 3.

In _Encountering Ability_, Scott DeShong considers the philosophical and political implications of how ability and its correlative, disability, come into being in thought, culture, and literature, revealing how the discourse of ability unsettles the very foundations of discourse and ability.

Current artificial neural network or connectionist models of music cognition embody feature-extraction and feature-weighting principles. This paper reports two experiments which seek evidence for similar processes mediating recognition of short musical compositions by musically trained and untrained listeners. The experiments are cast within a pattern recognition framework based on the vision-audition analogue wherein music is considered an auditory pattern consisting of local and global features. Local features such as inter-note interval, and global features such as melodic contour, are derived from (...) a two-dimensional matrix in which music is represented as a series of frequencies plotted over time.Manipulation of inter-note interval affected accuracy and reaction time measures in a discrimination task, whereas the same variables were affected by manipulation of melodic contour in a classification task. Musical training is thought of as a form of practice in musical pattern recognition and, as predicted, accuracy and reaction time measures of musically trained subjects were significantly better than those of untrained subjects. Given the evidence for feature-extraction and weighting processes in music recognition tasks, two connectionist models are discussed. The first is a single-layer perceptron which has been trained to discriminate between compositions according to inter-note interval. A second network, using the back-propagation algorithm and sequential input of patterns, is also discussed. (shrink)

Does the human mind resemble the machines that can behave like it? Biologically inspired machine-learning systems approach “human-level” accuracy in an astounding variety of domains, and even predict human brain activity—raising the exciting possibility that such systems represent the world like we do. However, even seemingly intelligent machines fail in strange and “unhumanlike” ways, threatening their status as models of our minds. How can we know when human–machine behavioral differences reflect deep disparities in their underlying capacities, (...) vs. when such failures are only superficial or peripheral? This article draws on a foundational insight from cognitive science—the distinction between performance and competence—to encourage “species-fair” comparisons between humans and machines. The performance/competence distinction urges us to consider whether the failure of a system to behave as ideally hypothesized, or the failure of one creature to behave like another, arises not because the system lacks the relevant knowledge or internal capacities (“competence”), but instead because of superficial constraints on demonstrating that knowledge (“performance”). I argue that this distinction has been neglected by research comparing human and machine behavior, and that it should be essential to any such comparison. Focusing on the domain of image classification, I identify three factors contributing to the species-fairness of human–machine comparisons, extracted from recent work that equates such constraints. Species-fair comparisons level the playing field between natural and artificial intelligence, so that we can separate more superficial differences from those that may be deep and enduring. (shrink)

This field study investigated the relationship between strategic human resource management, internal environmental concern, organizational citizenship behavior for the environment, and environmental performance. The originality of the present research was to link human resource management and environmental management in the Chinese context. Data consisted of 151 matched questionnaires from top management team members, chief executive officers, and frontline workers. The main results indicate that organizational citizenship behavior for the environment fully mediates the relationship between strategic human (...) resource management and environmental performance, and that internal environmental concern moderates the effect of strategic human resource management on organizational citizenship behavior for the environment. (shrink)

The aim of this study was to determine the opinions of private medical practitioners in Bloemfontein, South Africa, regarding euthanasia of terminally ill patients. This descriptive study was performed amongst a simple random sample of 100 of 230 private medical practitioners in Bloemfontein. Information was obtained through anonymous self-administered questionnaires. Written informed consent was obtained. 68 of the doctors selected completed the questionnaire. Only three refused participation because they were opposed to euthanasia. Respondents were mainly male (74.2%), married (91.9%) and (...) Afrikaans-speaking (91.9%). More were specialists (53.2%) than general practitioners (46.8%). A smaller percentage (35.5%) would never consider euthanasia for themselves compared to for their patients (46.8%). The decision should be made by the patient (50%), the patient’s doctor with two colleagues (46.8%), close family (45.2%) or a special committee of specialists in ethics and medicine (37.1%). The majority (46.9%) indicated that euthanasia should be performed by an independent doctor trained in euthanasia, followed by the patient’s doctor (30.7%). Notification should mainly be given to a special committee (49.9%). Only 9.8% felt that no notification was necessary. There was strong opposition to prescribing of medication to let the patient die. Withdrawal of essential medical treatment to speed up death was the most acceptable method. Although the responding group was fairly homogeneous, responses varied widely, indicating the complexity of opinions. (shrink)

Syllogisms (e.g. “All A are B; All B are C; What is true about A and C?”) are a long‐studied area of human reasoning. Riesterer, Brand, and Ragni compare a variety of models to human performance and show that not only do current models have a lot of room for improvement, but more importantly a large part of this improvement must come from examining individual differences in performance.

By incorporating the conservation of resource theory, this study examines how high-performance work practices (HPWPs) affect the employee's in-role performance (EIRP) and employee's task performance (ETP) during the coronavirus disease 2019 (COVID-19) pandemic. Furthermore, this study investigates how organization-based self-esteem (OBSE) and positive psychological capital (PPC) affect the relationship between HPWPs and outcomes of employees such as EIRP and ETP. A quantitative technique based on the survey method was used to gather the primary data of the investigation. (...) Two hundred and eleven bank employees working in different banks of Punjab and Pakistan participated in the survey process. The PROCESS-macro was used to test the relationship among the study constructs. Our results supported all the study hypotheses, however positive psychological capital did not moderate the indirect effect of high performance work practices on employee's task performance via organization based self-esteem. This study is the earliest of its kind that focuses on HPWPs and outcomes of employees amid the COVID-19 pandemic in a developing country like Pakistan. The findings of this study provide practical implications in the post and continuing pandemic situation for organizations to human resource management to redesign workforce strategies to increase their contribution and responses to realize organizational priorities. Although researchers have explored the topic in different sectors, scant studies have investigated the potential impact, barriers, and enabling mechanisms that function as a catalyst in HPWPs during the pandemic situation. (shrink)

Institutions are increasingly employing algorithms to provide performance feedback to individuals by tracking productivity, conducting performance appraisals, and developing improvement plans, compared to traditional human managers. However, this shift has provoked considerable debate over the effectiveness and fairness of algorithmic feedback. This study investigates the effects of negative performance feedback (NPF) on the attitudes, cognition and behavior of medical researchers, comparing NPF from algorithms versus humans. Two scenario-based experimental studies were conducted with a total sample of (...) 660 medical researchers (algorithm group: N1 = 411; human group: N2 = 249). Study 1 analyzes the differences in scientific misconduct, moral disengagement, and algorithmic attitudes between the two sources of NPF. The findings reveal that NPF from algorithms shows higher levels of moral disengagement, scientific misconduct, and negative attitudes towards algorithms compared to NPF from humans. Study 2, grounded in trait activation theory, investigates how NPF from algorithms triggers individual’s egoism and algorithm aversion, potentially leading to moral disengagement and scientific misconduct. Results indicate that algorithm aversion triggers individuals’ egoism, and their interaction enhances moral disengagement, which in turn leads to increased scientific misconduct among researchers. This relationship is also moderated by algorithmic transparency. The study concludes that while algorithms can streamline performance evaluations, they pose significant risks to scientific misconduct of researchers if not properly designed. These findings extend our understanding of NPF by highlighting the emotional and cognitive challenges algorithms face in decision-making processes, while also underscoring the importance of balancing technological efficiency with moral considerations to promote a healthy research environment. Moreover, managerial implications include integrating human oversight in algorithmic NPF processes and enhancing transparency and fairness to mitigate negative impacts on medical researchers’ attitudes and behaviors. (shrink)

ABSTRACT:The link between firm corporate social performance (CSP) and executive compensation could be driven by a sorting effect (a firm’s CSP is related to the initial levels of compensation of newly hired executives), or by an incentive effect (incumbent executives are rewarded for past firm CSP). Existing empirical work focuses exclusively on the incentive effect. In contrast, in this paper we explore the sorting effect of firm CSP on the initial compensation of newly hired executives. In doing so, we (...) develop a novel theoretical approach based on an integration of stakeholder theory and human capital theory, suggesting a positive association between the initial compensation of executives and firm CSP strengths and concerns. It also suggests that the strength of this relationship varies between different executive roles (as a function of stakeholder-management responsibilities). We find support for this theoretical framework in a large sample of newly-hired executives employed by Standard & Poor 1500 firms. (shrink)

This article evaluates the effect of different human resource management (HRM) practices on organizations’ environmental performance. We develop a model to evaluate the influence of a broad range of HRM practices, including environmental performance criteria in managers’ performance evaluations and two types of internal corporate social responsibility (CSR) practices: socially responsible employee benefits and corporate volunteering practices. To this end, we analyze a sample of 142 manufacturing companies that have completed B Lab’s Impact Assessment process to (...) certify their environmental performance. The results show that including environmental criteria in a higher proportion of managers’ performance evaluations directly impacts organizations’ environmental performance and strengthens the positive effect of other environmental management practices. The findings also demonstrate the direct effects of both types of CSR practices on an organization’s environmental performance. Our study advances recent work on Green HRM and CSR by identifying the specific HRM practices that allow organizations to move from being part of the world’s environmental problem to being part of the solution. (shrink)

Business Ethics, the Environment & Responsibility, Volume 31, Issue 2, Page 495-507, April 2022.

The present study investigated the configuration effect of human capital, social capital, and psychological capital on job performance. The human capital questionnaire, social capital scale, psychological capital scale, and job performance scale were used to survey 458 employees. Results revealed that four antecedent configurations could achieve high task performance, and three antecedent configurations can achieve high contextual performance. The high job performance driving path was characterized by “all roads lead to Rome.” Human (...) capital, social capital, and psychological capital affected job performance in the form of configuration, which reflected the asymmetric causal relationship. (shrink)

Feminist science studies have given scant regard to non-human animals. In this paper, we argue that it is important for feminist theory to address the complex relationships between humans and other animals, and the implications of these for feminism. We use the notion of performativity, particularly as it has been developed by Karen Barad, to explore the intersections of feminism and studies of the human/animal relationship. Performativity, we argue, helps to challenge the persistent dichotomy between human/culture and (...) animals/nature. It emphasizes, moreover, how animality is a doing or becoming, not an essence; so, performativity allows us to think about the complexity of human/animal interrelating as a kind of choreography, a co-creation of behaviour. We illustrate the discussion using the example of the laboratory rat, who can be thought of both in terms of a materialization of specific scientific practices and as active participants in the creation of their own meaning, alongside the human participants in science. There are three, intertwined, senses in which we might think about performativity - that of animality, of humannness, and of the relationship between the two. Bringing animals into discussions about performativity poses questions for both feminist theory and for the study of human/animal relationships, we argue: both human and animal can conjointly be engaged in reconfiguring the world, and our theorizing must reflect that complexity. We are all matter, and we all matter. (shrink)