a Center for Psychological Sciences , Zhejiang University , Hangzhou city , Zhejiang province , P. R. China.
b Center for Research and Innovation in Systems Safety, Institute for Medicine and Public Health and the Department of Anesthesiology, School of Medicine , Vanderbilt University , Nashville , TN , USA.
Ergonomics. 2019 Mar;62(3):376-390. doi: 10.1080/00140139.2018.1544378. Epub 2019 Jan 14.
Research has shown that affect can influence human performance in various settings. This study aimed to explore the effects of individual and group affect on task perceptions and performance under different stress conditions (task demand and technology reliability) and team training methods in multi-tasking environments. Seventy-two participants participated in the experiment in two-person teams. The participants' affect was measured using facial expression recognition technology. Affect aggregated mean and affect similarity were used as indicators of group affect. Self-reports of workload, teamwork satisfaction, trust in team, and trust in technology were collected. The results demonstrated that different stress conditions and training methods altered individual and group affect. Individual affect did not significantly correlate with the task perception measures, while group affect was related to performance in the team-oriented task but not the individual-oriented tasks. These findings suggested that group affect may have an important role in both multi-tasking and team coordination. Practitioner summary: Affect can influence human performance in various settings. This study explored how affect influences task perceptions and performance for teams in multi-tasking environments. The results demonstrated that individual affect was not correlated with self-reported task perceptions. Group affect was related to team performance in a team-oriented task.
研究表明，情绪会影响人们在各种环境下的表现。本研究旨在探讨个体和群体情绪在不同压力条件（任务需求和技术可靠性）和多任务环境下的团队训练方法下对任务感知和绩效的影响。72 名参与者以两人一组的形式参与了实验。参与者的情绪使用面部表情识别技术进行测量。情绪聚合平均值和情绪相似性被用作群体情绪的指标。收集了工作负荷、团队合作满意度、对团队的信任和对技术的信任的自我报告。结果表明，不同的压力条件和培训方法改变了个体和群体情绪。个体情绪与任务感知测量指标没有显著相关，而群体情绪与面向团队的任务绩效相关，但与面向个人的任务绩效无关。这些发现表明，群体情绪可能在多任务和团队协调中都起着重要作用。
