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博士(心理学) / Doctor of Philosophy in Psychology / 同志社大学 / Doshisha University

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The deployment of human-augmented machine learning (ML) systems has become a recommended organizational best practice. ML systems use algorithms that rely on training data labeled by human annotators. However, human involvement in reviewing and labeling consumers' voice data to train speech recognition systems for Amazon Alexa, Microsoft Cortana, and the like has raised privacy concerns among consumers and privacy advocates. We use the enhanced APCO model as the theoretical lens to investigate how the disclosure of human involvement during the supervised machine learning process affects consumers' privacy decision making. In a scenario-based experiment with 499 participants, we present various company privacy policies to participants to examine their trust and privacy considerations, then ask them to share reasons why they would or would not opt in to share their voice data to train a companies' voice recognition software. We find that the perception of human involvement in the ML training process significantly influences participants' privacy-related concerns, which thereby mediate their decisions to share their voice data. Furthermore, we manipulate four factors of a privacy policy to operationalize various cognitive biases actively present in the minds of consumers and find that default trust and salience biases significantly affect participants' privacy decision making. Our results provide a deeper contextualized understanding of privacy-related concerns that may arise in human-augmented ML system configurations and highlight the managerial importance of considering the role of human involvement in supervised machine learning settings. Importantly, we introduce perceived human involvement as a new construct to the information privacy discourse. Although ubiquitous data collection and increased privacy breaches have elevated the reported concerns of consumers, consumers' behaviors do not always match their stated privacy concerns. Researchers refer to this as the privacy paradox, and decades of information privacy research have identified a myriad of explanations why this paradox occurs. Yet the underlying crux of the explanations presumes privacy concern to be the appropriate proxy to measure privacy attitude and compare with actual privacy behavior. Often, privacy concerns are situational and can be elicited through the setup of boundary conditions and the framing of different privacy scenarios. Drawing on the cognitive model of empowerment and interest, we propose a multidimensional privacy interest construct that captures consumers' situational and dispositional attitudes toward privacy, which can serve as a more robust measure in conditions leading to the privacy paradox. We define privacy interest as a consumer's general feeling toward reengaging particular behaviors that increase their information privacy. This construct comprises four dimensions—impact, awareness, meaningfulness, and competence—and is conceptualized as a consumer's assessment of contextual factors affecting their privacy perceptions and their global predisposition to respond to those factors. Importantly, interest was originally included in the privacy calculus but is largely absent in privacy studies and theoretical conceptualizations. Following MacKenzie et al. (2011), we developed and empirically validated a privacy interest scale. This study contributes to privacy research and practice by reconceptualizing a construct in the original privacy calculus theory and offering a renewed theoretical lens through which to view consumers' privacy attitudes and behaviors. / Doctor of Philosophy / The deployment of human-augmented machine learning (ML) systems has become a recommended organizational best practice. ML systems use algorithms that rely on training data labeled by human annotators. However, human involvement in reviewing and labeling consumers' voice data to train speech recognition systems for Amazon Alexa, Microsoft Cortana, and the like has raised privacy concerns among consumers and privacy advocates. We investigate how the disclosure of human involvement during the supervised machine learning process affects consumers' privacy decision making and find that the perception of human involvement in the ML training process significantly influences participants' privacy-related concerns. This thereby influences their decisions to share their voice data. Our results highlight the importance of understanding consumers' willingness to contribute their data to generate complete and diverse data sets to help companies reduce algorithmic biases and systematic unfairness in the decisions and outputs rendered by ML systems. Although ubiquitous data collection and increased privacy breaches have elevated the reported concerns of consumers, consumers' behaviors do not always match their stated privacy concerns. This is referred to as the privacy paradox, and decades of information privacy research have identified a myriad of explanations why this paradox occurs. Yet the underlying crux of the explanations presumes privacy concern to be the appropriate proxy to measure privacy attitude and compare with actual privacy behavior. We propose privacy interest as an alternative to privacy concern and assert that it can serve as a more robust measure in conditions leading to the privacy paradox. We define privacy interest as a consumer's general feeling toward reengaging particular behaviors that increase their information privacy. We found that privacy interest was more effective than privacy concern in predicting consumers' mobilization behaviors, such as publicly complaining about privacy issues to companies and third-party organizations, requesting to remove their information from company databases, and reducing their self-disclosure behaviors. By contrast, privacy concern was more effective than privacy interest in predicting consumers' behaviors to misrepresent their identity. By developing and empirically validating the privacy interest scale, we offer interest in privacy as a renewed theoretical lens through which to view consumers' privacy attitudes and behaviors.

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Job Crafting – durch Beschäftigte initiierte Veränderungen des Jobs – hat in der Wissenschaft und Praxis in den letzten Jahren einen hohen Stellenwert eingenommen. Die Job Crafting Literatur hebt besonders die positive Seite des Job Craftings hervor – sowohl auf inter- als auch intraindividueller Ebene. Allerdings scheinen Job Crafting und seine Folgen komplexer zu sein und benötigen ein besseres Verständnis. Daher war das Ziel der Dissertation bisherige Job Crafting Theorien anhand von drei Ansätzen zu erweitern. Dafür habe ich vier Studien durchgeführt, aus denen drei Manuskripte hervorgingen. Erstens, in Studie 1 bezog ich mich auf die ressourcen-konsumierende Natur des Job Craftings und fand einen kurvilinearen Job Crafting-Effekt auf das Arbeitsengagement. Dies galt nur für erschöpfte Beschäftigte (d.h. Moderationseffekt). Zweitens, Studie 2 fokussierte sich auf den fluktuierenden Anteil des Job Craftings innerhalb von Beschäftigten (d.h. intraindividuelle Ebene) und untersuchte reziproke Beziehungen zwischen Job Crafting, Arbeitsengagement und Leistung von einer zur nächsten Woche. Daten aus einer wöchentlichen Tagebuchstudie wurden mit Hilfe eines Random-Intercept Cross-Lagged Panel Modells (RI-CLPM) analysiert. Es gab keine reziproken Beziehungen zwischen Job Crafting, Arbeitsengagement und Leistung auf intraindividueller Ebene zwischen den Wochen, die Beziehungen waren sehr heterogen. Drittens, in Studien 3 und 4 haben wir die Approach-Avoidance Job Crafting Skala basierend auf dem Approach-Avoidance Crafting Model entwickelt und validiert. Die Skala bildet Approach und Avoidance Crafting als unabhängige Faktoren ab und misst 8 verschiedene Dimensionen resultierend aus einer hierarchischen Struktur, die frühere Job Crafting Konzepte integriert. Unsere Ergebnisse zeigten inkrementelle Validität von Approach und Avoidance Crafting bei der Vorhersage von arbeitsbezogenen Outcomes. / Job crafting – employee-initiated changes to the job – has received a high priority in science and practice in the recent years. Job crafting literature often emphasizes its positive effects – both at the between-person and within-person level. However, job crafting and its consequences seem to be more complex and, thus needs further understanding. Doing so, the aim of the dissertation was to expand current job crafting theories by using three approaches. Therefore, I conducted four studies resulting in three manuscripts. Firstly, in Study 1, I referred to the resource-consuming nature of job crafting and found a curvilinear effect (U-shaped curve) of the job crafting strategy crafting social resources (i.e., increasing social resources) on work engagement. This only applied to exhausted employees (i.e., a moderation effect). Secondly, in Study 2 focused on the fluctuating portion of job crafting within employees and investigated reciprocal relationships between job crafting, work engagement, and performance from one week to the next at the within-person level. Data from a weekly diary study were analyzed with a random-intercept cross-lagged panel model (RI-CLPM). There were no reciprocal relationships between job crafting, work engagement, and performance at the within-person level across weeks, rather the relations were more heterogeneous than anticipated. Thirdly, in Study 3 and 4, we developed and validated the Approach-Avoidance Job Crafting Scale based on my approach-avoidance crafting model. The scale depicts approach and avoidance crafting as two independent factors and assesses eight different job crafting dimensions. These result from a hierarchical structure in which previous job crafting concepts are integrated. Our results showed that approach and avoidance crafting have incremental validity in predicting work-related outcomes beyond previous job crafting scales.

Over the past few decades it has become evident that the work/family interface is a much broader concept that does not only stress the negative side of the relationship, but also include a positive side. This refers to the process by which participation in one role (e.g. work role) is made better or easier by virtue of participation in the other role (e.g. family role). South Africa is a multicultural society, which consists of four groups (i.e. Black, White, Coloured and Indian), speaking eleven official languages. All of these groups are faced with unique and different circumstances. Apart from cultural, ethnic and linguistic differences, other divergent elements may exist (i.e. values and norms). Therefore South African employees may experience the positive side of the work/family interface differently from employees within other countries. To add to the problem, it is not clear how South African employees‟ experiences of enrichment between work and family domains compare to the experiences of employees in other countries. Furthermore, to date no measuring instrument to assess the enrichment between work and family domains in both directions (work-to-family and family-to-work) exists, that is unique to the South African context. This could pose potential problems for organisations and for future studies on the positive side of work/family in South Africa. The objectives of this research were 1) to determine how the positive side of the work/family interface, particularly work-family enrichment, is conceptualised according to the literature; 2) to develop a new work-family enrichment instrument that is suitable for the South African context and that addresses conceptual and measurement issues relating to previous positive measurements of the work/family interface; 3) to investigate the psychometric properties of the newly developed work-family enrichment instrument; and 4) to assess antecedents and outcomes of work-family enrichment among employees within the South African context. The study consisted of four phases. During the first phase, following an extensive review of literature covering the positive side of the work/family interface, a theoretical framework was proposed for the study. Thereafter, a new instrument that measures work-family enrichment was developed based on the proposed theoretical framework. The instrument was tested via Rasch modelling with a pre-limenary study (N = 527), in order to overcome some of the measurement limitations from the previous positive work-family instruments. This test was followed by investigating the psychometric properties (i.e. construct validity, discriminant validity, convergent validity and external validity; N = 627) of the newly developed MACE Work-Family Enrichment Instrument. During the final phase, antecedents, work-family enrichment and outcomes were assessed in the South African context. In both phases 3 and 4, the following instruments (accompanied by the new instrument) were utilised, namely the Work Resources Scale, Home Resources Scale, Utrecht Work Engagement Scale, Family Engagement Scale, Job Satisfaction Scale, Career Satisfaction Scale, Life Satisfaction Scale, Family Satisfaction Scale and the Work-family Enrichment Scale. During the first phase, the literature revealed that the positive side of the work-family interface is presented by various concepts (i.e. work-family enhancement, work-family facilitation, work-family positive spillover and work-family enrichment). The review also revealed that, to date, the work-family enrichment concept has been the only concept in literature on the positive work/family interface that is grounded in a properly developed conceptualised theoretical model. The fundamental thinking behind the work-family enrichment model is that work and family each provides individuals with resources (i.e. skills and perspectives, psychological and physical, social-capital, flexibility, material) in the one domain, that may help the individual improve the quality of his/her performance in the other domain. These resources thus enable improved performance in the other role either directly (i.e. instrumental path) or indirectly (i.e. affective path). During the second phase a new work-family enrichment instrument was developed, namely the MACE Work-Family Enrichment Instrument. This instrument was based on the proposed work-family enrichment theoretical model for both directions (i.e. work-to-family and family-to-work). Initially 133 items were developed that the researcher obtained from the existing literature, and 161 items were self-developed. During the evaluation study, various problematic items were eliminated by using the Rasch measurement model. The third phase included the validation study in which the psychometric properties of the new MACE instrument was investigated. The results provided evidence for construct validity, discriminant validity and convergent validity, and showed significant relations with external variables. Adequate internal consistency was also found for the proposed scales. The final number of items retained after this phase in the development and pilot study of the MACE Work-Family Enrichment Instrument were 34. During the final phase, various relationships were pointed out between antecedents (i.e. various work resources and home resources), work-family enrichment dimensions, as well as dimensions and outcomes of this type of enrichment. These included work-engagement dimensions, family engagement dimensions, as well as satisfaction-dimensions for work, career, life and the family environment. The results of these relationships were found to be in accordance with other literature on the positive side of the work/family interface. The present study provided evidence for the psychometric properties of the new MACE instrument, which researchers and managers can use to investigate the specific enrichment between work and family domains of employees in a South African context. The results give researchers and managers insight into the specific antecedents (e.g. work resources) and outcomes (e.g. job satisfaction) that play a role in work-family enrichment. This insight can be used as basis on which interventions can be developed to deal with these issues currently. Recommendations were also made for future research. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Over the past few decades it has become evident that the work/family interface is a much broader concept that does not only stress the negative side of the relationship, but also include a positive side. This refers to the process by which participation in one role (e.g. work role) is made better or easier by virtue of participation in the other role (e.g. family role). South Africa is a multicultural society, which consists of four groups (i.e. Black, White, Coloured and Indian), speaking eleven official languages. All of these groups are faced with unique and different circumstances. Apart from cultural, ethnic and linguistic differences, other divergent elements may exist (i.e. values and norms). Therefore South African employees may experience the positive side of the work/family interface differently from employees within other countries. To add to the problem, it is not clear how South African employees‟ experiences of enrichment between work and family domains compare to the experiences of employees in other countries. Furthermore, to date no measuring instrument to assess the enrichment between work and family domains in both directions (work-to-family and family-to-work) exists, that is unique to the South African context. This could pose potential problems for organisations and for future studies on the positive side of work/family in South Africa. The objectives of this research were 1) to determine how the positive side of the work/family interface, particularly work-family enrichment, is conceptualised according to the literature; 2) to develop a new work-family enrichment instrument that is suitable for the South African context and that addresses conceptual and measurement issues relating to previous positive measurements of the work/family interface; 3) to investigate the psychometric properties of the newly developed work-family enrichment instrument; and 4) to assess antecedents and outcomes of work-family enrichment among employees within the South African context. The study consisted of four phases. During the first phase, following an extensive review of literature covering the positive side of the work/family interface, a theoretical framework was proposed for the study. Thereafter, a new instrument that measures work-family enrichment was developed based on the proposed theoretical framework. The instrument was tested via Rasch modelling with a pre-limenary study (N = 527), in order to overcome some of the measurement limitations from the previous positive work-family instruments. This test was followed by investigating the psychometric properties (i.e. construct validity, discriminant validity, convergent validity and external validity; N = 627) of the newly developed MACE Work-Family Enrichment Instrument. During the final phase, antecedents, work-family enrichment and outcomes were assessed in the South African context. In both phases 3 and 4, the following instruments (accompanied by the new instrument) were utilised, namely the Work Resources Scale, Home Resources Scale, Utrecht Work Engagement Scale, Family Engagement Scale, Job Satisfaction Scale, Career Satisfaction Scale, Life Satisfaction Scale, Family Satisfaction Scale and the Work-family Enrichment Scale. During the first phase, the literature revealed that the positive side of the work-family interface is presented by various concepts (i.e. work-family enhancement, work-family facilitation, work-family positive spillover and work-family enrichment). The review also revealed that, to date, the work-family enrichment concept has been the only concept in literature on the positive work/family interface that is grounded in a properly developed conceptualised theoretical model. The fundamental thinking behind the work-family enrichment model is that work and family each provides individuals with resources (i.e. skills and perspectives, psychological and physical, social-capital, flexibility, material) in the one domain, that may help the individual improve the quality of his/her performance in the other domain. These resources thus enable improved performance in the other role either directly (i.e. instrumental path) or indirectly (i.e. affective path). During the second phase a new work-family enrichment instrument was developed, namely the MACE Work-Family Enrichment Instrument. This instrument was based on the proposed work-family enrichment theoretical model for both directions (i.e. work-to-family and family-to-work). Initially 133 items were developed that the researcher obtained from the existing literature, and 161 items were self-developed. During the evaluation study, various problematic items were eliminated by using the Rasch measurement model. The third phase included the validation study in which the psychometric properties of the new MACE instrument was investigated. The results provided evidence for construct validity, discriminant validity and convergent validity, and showed significant relations with external variables. Adequate internal consistency was also found for the proposed scales. The final number of items retained after this phase in the development and pilot study of the MACE Work-Family Enrichment Instrument were 34. During the final phase, various relationships were pointed out between antecedents (i.e. various work resources and home resources), work-family enrichment dimensions, as well as dimensions and outcomes of this type of enrichment. These included work-engagement dimensions, family engagement dimensions, as well as satisfaction-dimensions for work, career, life and the family environment. The results of these relationships were found to be in accordance with other literature on the positive side of the work/family interface. The present study provided evidence for the psychometric properties of the new MACE instrument, which researchers and managers can use to investigate the specific enrichment between work and family domains of employees in a South African context. The results give researchers and managers insight into the specific antecedents (e.g. work resources) and outcomes (e.g. job satisfaction) that play a role in work-family enrichment. This insight can be used as basis on which interventions can be developed to deal with these issues currently. Recommendations were also made for future research. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014