Alle Publikationen
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2018
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(2018) : Readiness for Artificial Intelligence: 2018 IEEE 16th International Symposium on Intelligent Systems and Informatics (SISY): Subotica, Serbia: IEEE, S. 000235-000238
DOI: https://doi.org/10.1109/SISY.2018.8524740 Abstract: In the age of the fourth industrial revolution, where collaborative systems are the real innovation people are still not prepared for the results of the third revolution, namely for artificial intelligence. While every change has its life cycle with innovators, early adopters, early majority before it can reach its fruition, the age of robots has too fast been followed by the internet of things (IoT) of the fourth industrial revolution. Hence, people didn’t have enough time to adapt to the change. In present paper a primary research is presented, that aimed to explore the attitude of young adolescents towards artificial intelligence. Based on the result, trust is clearly one of the main issues regarding change in general and readiness in particular. People are not ready for robotic peers within their workplace yet. Psychological and emotive needs shall be addressed for the people to accept artificial intelligence in their workplace and surrounding.
Keywords: AI, Artificial intelligence, change, collaborative systems, early adopters, Employment, fourth industrial revolution, groupware, ieee xplore, innovation people, Internet of things, Künstliche Intelligenz, ORGANIZATIONS, PSYCHOLOGY, readiness, robotic peers, service robot, technological innovation, Trust 2008
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(2008): Workplace health interventions in small enterprises: A Swedish longitudinal study. In: Work (Reading, Mass.) 30 (4), S. 473-482
Abstract: This article has a two-fold approach. First, it investigates relationships between work organizational factors, and health and performance outcomes. Second, it compares two change strategy approaches in workplace health interventions by studying changes of these factors and outcomes. The sample consisted of ten Swedish small enterprises including 102 individuals, who answered a before and after questionnaire about organizational factors and outcomes. The leaders were interviewed and answered a questionnaire about performed workplace health interventions. Statistical methods used were reliability tests, correlation analyses and t-tests. Results indicate rather strong links between indicators of respectful leadership, creative work and team spirit, and the outcome indicators self-assessed health and judged workplace adaptability in association with customer satisfaction. The results concerning changes of determinants and outcomes (after workplace health interventions) showed significant differences between enterprises using a broad change strategy and those using an expert/problem-based strategy with the former having more favourable results. The leader interview results also point at obstacles concerning workplace change processes as lack of resources, insufficient competence and influence of external factors. The study results suggest that work organizational factors and integrated models for workplace health intervention are of importance for health and performance outcomes in small enterprises.
2001
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(2001): On the dimensionality of organizational justice: A construct validation of a measure. In: Journal of Applied Psychology 86 (3), S. 386-400. DOI: 10.1037/0021-9010.86.3.386
DOI: http://www.ncbi.nlm.nih.gov/pubmed/11419799 Abstract: This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.
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