The Subjective Rating Scales for Measurement of Mental Workload—Thurstonian Scaling

Subjective rating scales for measuring work demands and individual capabilities to cope with work requirements were developed using the Thurstonian procedure. The scales measure six dimensions of mental workload: mental difficulties, feeling of responsibility, awareness of risk, interpersonal conflicts, monotony, and time pressure. Individual scale results make it possible to assess the level of mental workload understood as a relation between the subjective rating of work demands and individual capabilities in each of the six dimensions. Two versions of scales were prepared: classic and modified ones. To assess the level of reliability of the particular scales, 481 participants were examined twice at a 1-month interval. A procedure to prepare scales for the measurement of other dimensions of mental workload is also presented.     

Driver’s mental workload prediction model based on physiological indices

Developing an early warning model to predict the driver’s mental workload (MWL) is critical and helpful, especially for new or less experienced drivers. The present study aims to investigate the correlation between new drivers’ MWL and their work performance, regarding the number of errors. Additionally, the group method of data handling is used to establish the driver’s MWL predictive model based on subjective rating (NASA task load index [NASA-TLX]) and six physiological indices. The results indicate that the NASA-TLX and the number of errors are positively correlated, and the predictive model shows the validity of the proposed model with an R² value of 0.745. The proposed model is expected to provide a reference value for the new drivers of their MWL by providing the physiological indices, and the driving lesson plans can be proposed to sustain an appropriate MWL as well as improve the driver’s work performance.     

基于JACK的机务人员工作负荷评估

为了客观评估机务人员的工作负荷,选取作业能耗和姿态负荷作为评估机务人员工作负荷的指标。分解A320飞机主轮拆卸的维修任务,确定维修动作参数和姿态参数,使用JACK软件中的新陈代谢模块计算作业能耗,使用JACK软件中的RULA模块计算机务人员的姿态负荷,结果验证了该方法的可行性。相对于传统的评估工作负荷的方法,基于JACK仿真的方法具有省时高效的特点。     

Driver Workload Response to In-Vehicle Device Operations

A central concern of Intelligent Transportation Systems (ITS) is the effect of in-vehicle devices (e.g., cell phones, navigation systems, radios, etc.) on driver performance and safety. As diverse and innovative technologies are designed and implemented for in-vehicle use, questions regarding the presence and use of these devices assume progressively greater importance. Further concerns for advanced driver training require us to develop and validate reliable and effective procedures for assessing such effects. This work examines a number of candidate procedures, in particular the evaluation of change in cognitive workload as a strategy by which such goals might be achieved.     

模拟SPO情境中的飞行员脑力负荷测量与分析*

为探究单一飞行员驾驶模式（SPO）下飞行员的脑力负荷水平,设计并实施模拟单人驾驶情境中的非正常任务场景处置实验。首先,基于准5级模拟驾驶舱,设计飞行任务场景;其次,招募20名航线飞行员被试,开展模拟飞行实验,记录被试的生理数据心率变异性指标及眼动数据;最后,结合客观生理数据以及主观量表进行脑力负荷分析,记录单发失效故障处置时间并进行任务绩效分析。研究结果表明:与双人制机组相比,单人驾驶情境中飞行员的脑力负荷增幅并不显著,处于可接受范围;单人制驾驶舱的任务设计及智能辅助系统使用对于降低飞行员工作负荷,提升飞行绩效至关重要。研究结果可为单一飞行员驾驶模式实施提供理论支持,并为未来单人制驾驶舱及机载自动化系统设计提供指标参考。     

基于模拟飞行任务下的眼动指标分析

分析眼动指标在定量测量飞机驾驶员的注意力分配规律和工作负荷变化中的作用。让4个被试者在飞行模拟器上完成了3个不同阶段的模拟飞行任务,同时用眼动仪器记录了注视、扫视、瞳孔尺寸方面的眼动指标,划分为座舱外景和内部仪表两个兴趣区域对数据进行了对比和认知分析。被试者在外景有更多的注视点、更多和更长的注视时间,在仪表上的平均瞳孔尺寸比外部视景要大,平均扫视幅度随任务难度增大而减小。眼动指标可以客观地反映驾驶员的注意力分配规律和工作负荷变化;视觉飞行规则下,飞行员主要从外景获取视觉信息,他的大部分注意力都集中在外景。     

Mental Workload and Health: A Latent Threat

The aim of this study is to investigate changes in cardiovascular activity associated with a high mental workload. The reported experiments, carried out in naturalistic settings, point to information load and information processing under time pressure as main risk factors. This kind of occupational stress had to be dealt with by two of the three groups under investigation: brokers and simultaneous interpreters; it was not experienced by lecturing university professors. The pattern of cardiovascular activity of the two former groups consisted of overmobilization of cardiovascular activity at the beginning of work, and only partial normalization of task-evoked changes in cardiovascular activity at the end of work. Substantial elevations of diastolic blood pressure and tachycardia, which followed earlier overmobilization, resemble a miniature copy of changes seen in the development of cardiovascular diseases.     

基于驾驶模拟的自动驾驶接管行为研究*

为探索有条件自动驾驶对非驾驶相关任务的允准边界,基于实车驾驶模拟器,设计自动驾驶接管试验典型场景,招募30名被试者开展驾驶模拟试验;要求驾驶人执行3种分心形式的驾驶次任务,系统发出接管请求提示后,驾驶人接管车辆控制权以避免险情发生,并分析驾驶人接管反应时间、驾驶负荷以及驾驶绩效等相关数据。结果表明:驾驶次任务涉及的分心形式越复杂,接管过程安全性越差,视觉分心任务与操作分心任务对接管行为影响显著;驾驶人更倾向于选择制动操作接管车辆,次任务分心程度越高,制动接管比例越大;与乘客聊天对接管行为影响不显著,看视频和玩手机游戏均会显著延长接管反应时间,增加工作负荷与车辆纵向减速度,玩手机游戏还会显著提升车辆横向加速度。     

Information,beliefs, and motivation: The antecedents to human resource attributions

Despite significant interest in the attributions employees make about their organization's human resource (HR) practices, there is little understanding of the antecedents of HR attributions. Drawing on attribution theory, we suggest that HR attributions are influenced by information (perceptions of distributive and procedural fairness), beliefs (organizational cynicism), and motivation (perceived relevance). We test a model through a two‐wave survey of 347 academic faculty in the United Kingdom, examining their attributions of the purpose of their institution's workload management framework. After two preliminary studies (an interview study and a cross‐sectional survey) to establish contextually relevant attributions, we find that fairness and cynicism are important for the formation of internal attributions of commitment but less so for cost‐saving or exploitation attributions. Fairness and cynicism also interact such that distributive fairness buffers the negative attributional effect of cynicism, and individuals are more likely to attribute fair procedures to external forces if they are cynical about their organization. This study furthers the application of attribution theory to the organizational domain while making significant contributions to our understanding of the HR‐performance process.     

Polish adaptation of three self-report measures of job stressors: the Interpersonal Conflict at Work Scale,the Quantitative Workload Inventory and the Organizational Constraints Scale

Aim. The objective of the present study was to test the psychometric properties, reliability and validity of three job stressor measures, namely, the Interpersonal Conflict at Work Scale, the Organizational Constraints Scale and the Quantitative Workload Inventory. Method. The study was conducted on two samples (N?=?382 and 3368) representing a wide range of occupations. The estimation of internal consistency with Cronbach's α and the test–retest method as well as both exploratory and confirmatory factor analyses were the main statistical methods. Results. The internal consistency of the scales proved satisfactory, ranging from 0.80 to 0.90 for Cronbach's α test and from 0.72 to 0.86 for the test–retest method. The one-dimensional structure of the three measurements was confirmed. The three scales have acceptable fit to the data. The one-factor structures and other psychometric properties of the Polish version of the scales seem to be similar to those found in the US version of the scales. It was also proved that the three job stressors are positively related to all the job strain measures. Conclusions. The Polish versions of the three analysed scales can be used to measure the job stressors in Polish conditions.