Browsing by Subject "Task performance"

Now showing 1 - 4 of 4

Open Access
Aviation risk perception: a comparison between experts and novices
(Wiley-Blackwell Publishing, 2004) Thomson, M. E.; Önkal D.; Avcioǧlu, A.; Goodwin, P.
This article describes an exploratory investigation of the risk perceptions of experts and novices in relation to helicopter operations, under conditions where the participants are matched on various characteristics previously found to affect perceptions, such as demographic, gender, and background factors. The study reports considerable evidence of perceptual differences between the two participant groups (i.e., expert pilots and candidate pilots). We find that the experts' perceptions of relative risks are more veridical, in terms of their higher correlation with the true relative frequencies. A significant positive correlation between the flight hours and the contextual risk-taking tendency is also shown, leading the experienced pilots' choices toward risky alternatives in scenarios - a potential result of their overconfidence based on superior task performance. Possible explanations are offered for the findings and potential avenues for future research are identified.
Open Access
The effects of achromatic and chromatic color schemes on participants' task performance in and appraisals of an office environment
(Wiley Periodicals, 2012-10) Öztürk, E.; Yilmazer, S.; Ural, S. E.
This study explores the effects of chroma on participants' performance and environmental appraisal of an office. The research was conducted in a full-scale experimental room designed as a private office where achromatic and chromatic color schemes with coequal values were applied. Sixty participants were assigned tasks and given a questionnaire to appraise the spatial color schemes. The findings show that chroma significantly affects performance and space appraisal. In terms of accuracy and time spent performance scores measured significantly better in the room with the chromatic scheme than those in the room with the achromatic scheme. The office with the chromatic scheme was found to be more pleasant, attractive, satisfying and dynamic than the one with the achromatic scheme, whereas the achromatic scheme was thought to be more formal and harmonious. Categorization of pleasantness, harmony, dynamism and spaciousness by factor analysis also showed differences between the achromatic and chromatic schemes.
Open Access
The effects of color scheme on the appraisal of an office environment and task performance
(2010) Öztürk, Elif
The purpose of this study is to explore the differences between achromatic and chromatic schemes in the appraisal of an office environment and task performance. To investigate only the hue effect on the subjective impressions of the offices and participants’ performance, it was important to use the colors with the same value (lightness) on the surfaces of achromatic and chromatic scheme. The study has two phases. In the first phase, a field survey was conducted at the Fine Arts Faculty of Bilkent University to obtain data in order to determine the artificial lighting and color specifications of the experiment room that was to be used in the experimental study. In the second phase, an experimental study was conducted. The same sample group participated in the experiment for two color schemes which were achromatic and chromatic. The participants were sixty office workers who are academic and administrative staff from different departments of Bilkent University in Ankara. The study was carried out in an office room at the Department of Interior Architecture and Environmental Design at Bilkent University, and the room was redesigned according to the purposes of the study. In the first stage of the experiment participants were tested for color vision deficiencies and after a few minutes of adaptation, they were given performance tasks consisting of problem-solving and proofreading tests while the coordinator of the experiment was timing this process. Later, the participants evaluated the task they performed (self-report of the task) and the presented office setting by filling out the questionnaire, consisting of a set of bipolar adjective pairs, preference and association questions in 5 point scale likert-type and open-ended questions. In the second stage, the same procedure was followed for the other color scheme (achromatic or chromatic). Statistical Package for the Social Science (SPSS) 13.0 was used to analyze the data. It was found that the office environment with chromatic scheme was found more pleasant, attractive, satisfying and dynamic than the achromatic scheme. In terms of task performance the results showed that participants’ performances were better in the chromatic scheme than their performance in the achromatic scheme.
Open Access
How do different faces of paternalistic leaders facilitate or impair task and innovative performance? opening the black box
(SAGE Publications, 2020) Karakitapoğlu-Aygün, Zahide; Gümüşluoğlu, Lale; Scandura,T. A.
There is a growing amount of research integrating leadership and positive organizational behavior literatures in order to understand the processes through which leadership contributes to performance. One such mechanism through which leaders influence performance is psychological capital (PsyCap). Particularly, paternalistic leadership, which is a leadership style that combines discipline, authority, and power with fatherly benevolence, may be a critical antecedent to the development of followers’ PsyCap. Yet no studies to date have investigated how paternalistic leaders affect followers’ PsyCap, which, in turn, influences their task and innovative performance. To this end, based on a sample of 409 Turkish employees and their 72 leaders, the current study investigates the effects of three dimensions of paternalistic leadership (i.e., benevolent, authoritarian, and authoritative) on followers’ leader-rated task and innovative performance. While there were no significant mediation effects for task performance, the results revealed that both benevolent and authoritative leadership positively influenced innovative performance through enhancing followers’ PsyCap. Authoritarian leadership, however, has negative effects on PsyCap, which, in turn, mediates the effect on innovative performance of followers. The theoretical and practical implications of our findings, along with suggestions for future research, are discussed.