<p dir="ltr">Measuring human kinematics and kinetics is critical for ergonomists to evaluate ergonomic risks related to physical workloads, which are essential for ensuring workplace health and safety. Human kinematics describes human body postures and movements in 6 degrees of freedom (DOF). In contrast, kinetics describes the external forces acting on the human body, such as the weight of loads being handled. Measuring them in the workplace has remained costly as they require expensive equipment, such as motion capture systems, or are only possible to measure manually, such as measuring the weight through a force gauge. Due to the limitations of existing measurement methods, most ergonomics assessments are conducted in laboratory settings, mainly to evaluate and improve the design of workspaces, production tools, and tasks. Continuous monitoring of workers' ergonomic risks during daily operations has been challenging, yet it is critical for ergonomists to make timely decisions to prevent workplace injuries.</p><p dir="ltr">Motivated by this gap, this dissertation proposed three studies that introduce novel low-cost, minimally intrusive, and automated methods to measure human kinematics and kinetics for ergonomics assessments. Specifically, study 1 proposed ErgoNet, a deep learning and computer vision network that takes a monocular image as input and predicts the absolute 3D human body joint positions and rotations in the camera coordinate system. It achieved a Mean Per Joint Position Error of 10.69 cm and a Mean Per Joint Rotation Error of 13.67 degrees. This study demonstrated the ability to measure 6 DOF joint kinematics for continuous and dynamic ergonomics assessments for biomechanical modeling using just a single camera. </p><p dir="ltr">Studies 2 and 3 showed the potential of using pressure-sensing gloves (i.e., tactile gloves) to predict ergonomics risks in lifting tasks, especially the weight of loads. Study 2 investigated the impacts of different lifting risk factors on the tactile gloves' pressure measurements, demonstrating that the measured pressure significantly correlates with the weight of loads through linear regression analyses. In addition, the lifting height, direction, and hand type were found to significantly impact the measured pressure. However, the results also illustrated that a linear regression model might not be the best solution for using the tactile gloves' data to predict the weight of loads, as the weight of loads could only explain 58 \% of the variance of the measured pressured, according to the R-squared value. Therefore, study 3 proposed using deep learning model techniques, specifically the Convolution Neural Networks, to predict the weight of loads in lifting tasks based on the raw tactile gloves' measurements. The best model in study 3 achieved a mean absolute error of 1.58 kg, representing the most accurate solution for predicting the weight of loads in lifting tasks. </p><p dir="ltr">Overall, the proposed studies introduced novel solutions to measure human kinematics and kinetics. These can significantly reduce the costs needed to conduct ergonomics assessments and assist ergonomists in continuously monitoring or evaluating workers' ergonomics risks in daily operations.</p>

Some chapters have bibliographical references at the end of the chapter / Strategic recruitment and retention efforts improve the capacity of a research unit in delivering outputs such as collaborative research, increased grant funding and peer-reviewed journal articles (Chung, Clifton, Rowe, Finley, & Warnock, 2009). At the same time, knowledge of employees’ experiences can help organisations improve HRM strategies and practices. In this regard, the motivation driving this study was that exploring the recruitment and retention experiences of staff in a university research unit could reveal significant insights that could assist in refining the organisation’s HRM practices, thereby facilitating attraction and retention of valuable talent. This qualitative study was designed from an interpretive paradigm and a constructivist perspective in order to facilitate the exploration and understanding of employees’ subjective experiences. Findings indicate that professional development, organisational appeal and networking opportunities make this research unit an employer of choice. These factors, among others, are both attractors and incentives to remain with the organisation which significantly outweigh factors that discourage attraction and retention. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

<p>A Test Battery (TB) is a measurement method that is designed to assess a variety of ability constructs. The extent to which TB predicts future pilot performance has important implications for both flying organizations and applicants. The primary emphasis in the existing literature has been on scores of individual ability tests, in contrast to the scores of multiple ability tests that are typically indexed by composites derived from TBs. The selection literature lacks a focus on composite scores, and seldom links to the broad cognitive abilities that predominate TBs. The objective of this study was to investigate how the different broad ability constructs of TBs influence their predictive validities for pilot performance. Six ability groups were identified as the most common ability saturations of pilot selection TBs. On the basis of 89 studies and 118 independent samples, a series of meta-analyses were conducted to determine the criterion-related validity of the six categories of TBs for several criterions of pilot performance.</p> <p>The investigation revealed there was an overall small and positive relationship between TBs and flight performance. The six categories of cognitive ability TBs appeared to be valid predictors of pilot performance, and at least five of them generalize validity across studies and settings. More specifically, three sets of predictor groups were identified according to the magnitude of validity estimates. The highest validity group included <i>Work Sample</i> TBs (<i>r</i>=.34), the second highest validity group included TBs of <i>Acquired Knowledge</i>, <i>General Ability</i>, and <i>Motor Abilities</i> (<i>r</i>=.19, .18, and .17, respectively), and the lowest validity group included TBs of <i>Perceptual Processing</i> and <i>Controlled Attention</i> (<i>r</i>=.14 and .10, respectively).</p> <p>The results also indicated that there was substantial variability in the effect of cognitive abilities on flight performance, with evidence of moderators operating in most cases. Five potential moderator variables were examined that may moderate the TBs-performance relationship in flying. The analysis for the moderator variable of <i>the number of tests in the battery </i>(small battery/large battery), <i>regularity of TB use in pilot selection</i> (commonly used/uncommonly used), and <i>criterion level of measurement</i> (continuous/ordinal/dichotomous/ contingency table) revealed significant moderating effects on the correlations between flight performance and several types of test batteries. Other moderators related to <i>year of publication</i> (1987-1999/2000-2009/2010-2017) and <i>flying organization</i> (USAF/US Navy/Another military/Civilian) did not significantly influence the correlations between TBs and flight performance. The implications of the findings for practice are discussed, and recommendations for future research directions are provided.</p>

While there is evidence about the relationship between career development and psychological outcomes, more work is needed to understand how career development is related to personal mental health outcomes in college students. Studying some of the social and cognitive predictors of self-efficacy, this study espouses a holistic perspective to career development and aims to better understand its impact on well-being. Using social cognitive career theory (SCCT) and Super's life-span, life-space theory, this study examines how social (e.g., parental support) and cognitive (e.g., career values awareness) factors influence career decision-making self-efficacy, and furthermore, how this impacts well-being in undergraduate students. Specific mediation hypotheses were assessed, including the mediating role of career values awareness in the relationship between parental support and career decision-making self-efficacy, and the mediating effect of career-decision-making self-efficacy on well-being. Data were collected from 1446 undergraduate students at a large Midwestern public land-grant university through an online survey. Using structural equation modeling to analyze the data, results indicated that: (a) career values awareness mediated the relationship between parental behaviors and CDMSE; (b) CDMSE mediated the relationship between parental behaviors and well-being; and (c) CDMSE mediated the relationship between career values awareness and well-being. In an alternative model, parental support and socioeconomic status (SES) were also found to be significant positive predictors of well-being. Post hoc analysis revealed that academic standing (i.e., year in school) did not moderate the relationship between CDMSE and well-being. Limitations of the study and recommendations for future research are suggested along with implications for clinical practice.

Some chapters have bibliographical references at the end of the chapter / Strategic recruitment and retention efforts improve the capacity of a research unit in delivering outputs such as collaborative research, increased grant funding and peer-reviewed journal articles (Chung, Clifton, Rowe, Finley, & Warnock, 2009). At the same time, knowledge of employees’ experiences can help organisations improve HRM strategies and practices. In this regard, the motivation driving this study was that exploring the recruitment and retention experiences of staff in a university research unit could reveal significant insights that could assist in refining the organisation’s HRM practices, thereby facilitating attraction and retention of valuable talent. This qualitative study was designed from an interpretive paradigm and a constructivist perspective in order to facilitate the exploration and understanding of employees’ subjective experiences. Findings indicate that professional development, organisational appeal and networking opportunities make this research unit an employer of choice. These factors, among others, are both attractors and incentives to remain with the organisation which significantly outweigh factors that discourage attraction and retention. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The purpose of this research was to explore employees’ experiences of performance management appraisals. There is an increasing need to ensure that performance appraisals realise performance improvement and professional development goals while safeguarding the dignity of employees. This study followed a qualitative research design and was conducted in a South African banking organisation with five participants at varying employment levels. Purposive, non-probability sampling was used to select the participants and a semi-structured interview was conducted with each participant. The interviews were transcribed and the data was analysed using the discourse analysis method in keeping with social constructivism. Various insights about the employees’ experiences of performance management appraisals can be drawn from the overall research findings, which are likely to benefit the field of industrial and organisational psychology and managers in various organisations in conducting more effective performance appraisals by ensuring that they are fair and ethical, and can facilitate professional growth. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Orientation: The employee engagement approach has been utilised to combat burnout in both private and public sector institutions. With increasing research, selfperceived employability is gaining popularity as an effective tool to reduce burnout in the contemporary world of work. Knowledge of the relationship between these three constructs is therefore important for public sector institutions and researchers in industrial and organisational psychology in South Africa. Research purpose: The purpose of this study was to determine the relationship between burnout, employee engagement and self-perceived employability amongst employees in the South African public sector. Motivation for study: Numerous studies have highlighted the prevalence of poor service delivery in public sector institutions as linked to employees feeling disconnected from their work as a result of numerous burnout symptoms. A plethora of studies have emphasised the significance of employee engagement in reducing burnout. With increasing research, focus has also been on the employability construct as a tool to manage burnout in the ever-changing working environment and the labour market. Both employee engagement and self-perceived employability have been utilised as approaches to reduce burnout amongst employees. However, the relationship between these three constructs is unknown, and therefore the findings of this study will be crucial for both public sector institutions and researchers in industrial and organisational psychology in South Africa. Research design, approach and method: The researcher conducted a quantitative study. It involved a non-probability sample of 158 South African public sector employees. Correlational and descriptive statistical analyses were utilised to analyse the data. Main findings: Burnout has a significant negative relationship with employee engagement; however, burnout does not significantly correlate with self-perceived employability. There are significant differences between the various biographical groups and burnout, employee engagement and self-perceived employability. Practical/managerial implications: Approaches to reducing burnout amongst employees should consider employee engagement and self-perceived employability as effective tools to enhance employees’ wellness, morale and productivity. Improving the engagement levels of employees and enhancing their employability will greatly improve the well-being of employees in public sector institutions and help alleviate the actual employee burnout. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

<p>  </p> <p>Highway workers are required to work close to moving traffic during road construction and maintenance activities, which exposes them to the risk of being struck by a distracted driver or intruding vehicle. In addition, work zones disturb the usual traffic flow and patterns due to changes in the existing geometric layout of a roadway, and this is also problematic for the drivers as they must navigate a layout of signs, barrels, and lane changes while keeping the vehicle in control. Moreover, late-night tasks, reckless driving, inconsistent work zones, drunk driving, and increased vehicle miles traveled are some of the additional causes of work zone incidents in the United States. Nationwide, around 40,000 accidents occur each year in highway work zones due to vehicle intrusion into the work zone and have steadily increased during the past ten years. Most often, the driver and passenger of the vehicle are the victims of such accidents. The resulting fatalities, injuries, and property damage due to such incidents lead to significant expenses, prolonged travel delays, and potential damage to expensive products in transit.</p> <p>While traditional safety precautions (e.g., truck-mounted attenuators, rumble strips, speed monitoring displays) can help enhance work zone safety, the number of work zone intrusions calls for designing and implementing emerging intrusion alert technologies to warn drivers and workers when errant vehicles intrude into the work zone. Several state Departments of Transportation (DOTs) have begun examining the use of intrusion alert technologies to mitigate work zone intrusions. While previous studies examined the general effectiveness (e.g., sound levels, work zone coverage, deployment characteristics, etc.) of these technologies in both controlled and active construction and maintenance work zones, there are still significant research gaps in investigating how well these intrusion technologies alert the driver and workers, and no documented best practices are available for transportation agencies and DOTs interested in implementing them. In addition, these technologies have been through many improvements and modifications, and further research is imperative to ascertain their chances of acceptance by workers and contractors.</p> <p>To address these gaps, this thesis focuses on (a) empirically examining the effectiveness, implications, and practices of four commercially available intrusion technologies in enhancing work zone safety through various field tests and surveys, and (b) empirically investigating the effectiveness of these technologies considering drivers’ cognitive processing (perception -reaction time) and responses in case of work zone intrusion. The findings of this research study provide detailed information on the identification and testing procedures of technologies and offer guidelines and recommendations for adopting these technologies for practitioners and professionals in the highway construction sector. The proposed decision-making matrix and multi-criteria decision-making framework are based on the empirical data obtained from the various field experiments, literature review, and evaluation survey. This study also provides valuable insights into the overall effectiveness (i.e., by considering functional characteristics, associated drivers’ responses and reactions, and current implementation) of commercially available intrusion technologies to incorporate required modifications in designing and implementing these technologies to enhance work zone safety. The long-term outcome of this study is to significantly reduce the injuries and fatalities in highway maintenance work zones in Indiana and across the country.</p>

<p></p><p>A large body of literature suggests that cognitive abilities are important determinants for training and job performance, including flight performance. The associations between measures of ability tests and job performance have been the focus of many empirical studies, resulting in an overall conclusion that general mental ability, <i>g</i>, is the main source of prediction, while other narrower abilities have limited power for predicting job performance. Despite the attention given to cognitive ability-flight performance relationships, their associations have not been fully understood at the broad construct level, and most extant literature focused on the relations at the observed scores level. Thus, the present dissertation study was designed to contribute to the progression of this understanding by examining the relations between cognitive abilities and flight training performance, using data from four U.S. Air Force (USAF) pilot samples. For comparison, one navigator and one air battle manager sample were also analyzed. The data were obtained from correlation matrices of prior investigations and analyzed via structural equation modeling (SEM) procedures. </p> <p> Four studies are reported in the thesis: (1) preliminary study, (2) primary validation study, (3) cross-validation study, and (4) cross-occupation validation study. The preliminary study assessed the test battery used in the subsequent predictive studies. The primary validation study introduced a bifactor predictive SEM model for testing the influence of cognitive abilities in predicting pilot performance. The cross-validation study assessed the consistency of the predictive model suggested in the primary validation study, using three additional pilots’ samples. The cross-occupation validation study compared the predictive model using data from three aviation-related occupations (flying, navigation, air battle management). Ability factors were extracted from scores of pilot applicants on the Air Force Officer Qualifying Test (AFOQT), the USAF officers’ primary selection test battery, whereas the flight performance scores were obtained from pilot records during the flight training program.</p> <p> In addition to the <i>g</i> factor, <i>verbal ability, quantitative ability, spatial ability, perceptual speed ability, and aviation-related acquired knowledge </i>are the six latent cognitive ability factors investigated in the reported studies. Pilot performance measures were modeled either as observed or latent variables covering ratings of academic and hands-on flying performance in different phases of the training program. The studies of this thesis established that (1) general ability contributes substantially to the prediction models; however, it is not the only important predictor, (2) aviation-related acquired knowledge is the most robust predictor of pilot performance among the abilities examined, with a role even exceeding that of <i>g</i>, (3) perceptual speed predicted pilot performance uniquely in several occasions, while verbal, spatial, and quantitative abilities demonstrated trivial incremental validity for hands-on pilot performance beyond that provided by the <i>g</i> measure, and (4) the relative importance of cognitive abilities tends to vary across aviation occupations.</p><br><p></p>

<p>General Aviation (GA) encompasses all aircraft operations, excluding scheduled, military, and commercial operations. GA accidents comprise approximately 94% of all aviation accidents in the United States annually. 75% of these accidents involve pilot-related factors (pilot actions or conditions). Inflight loss of control means that the flight crew was unable to maintain control of the aircraft in flight. With almost 50% of loss of control accidents being fatal yearly, it continues to be the deadliest cause of GA accidents.</p> <p><br></p> <p>The most common approach to understanding accident causation is analyzing historical data from sources such as the National Transportation Safety Board (NTSB) database. The NTSB database has abundant rich information. In contrast to the extensive investigations into and detailed reports on commercial aviation accidents, GA accident investigations tend to be shorter, and the resulting reports tend to be brief and limited—especially regarding human factors’ role in accidents. Only relying on historical data cannot provide a complete understanding of accident causation.</p> <p><br></p> <p>There is a clear need to better understand the role of human factors involved in GA accidents to prevent such accidents and thus improve aviation safety. In my research, I focus on a specific type of accidents, inflight loss of control (LOC-I), the deadliest cause of GA accidents. I use historical data analysis and human-subjects research with pilots to investigate the role of human factors in loss of control accidents. Building on previous work, I created a state-based modeling framework that maximizes data extraction and insight formation from the NTSB accident reports by (1) developing a structured modeling language to represent accident causation in the form of states and triggers; (2) populating the language lexicon of states and triggers using insights from accident reports and pilots perspectives via surveys and interviews; and (3) applying Natural Language Processing (NLP) and machine learning techniques to automatically translate accident narratives into the language lexicon. The framework is focused on LOC-I but can be extended to other types of accidents. Findings from my study may help in consistent accident analysis, better accident reporting, and improving training methods and operating procedures for GA pilots.</p>