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49 Cards in this Set
- Front
- Back
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Hawthorne studies |
First studies on env psych in workplace. 12 years, assembly line workers, many studies. Based in naive determinism, but showed complexity. |
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Private self consciousness |
Comparing your desired condition with your actual condition. Can be low or high in PSC, high PSCs feel more distress when environment sucks |
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Light study in Hawthorne |
Thought increased light would increase productivity. No change even with 70% light reduction. Replaced bulbs with same wattage made people think there was more light. Beliefs and norms matter. |
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Four categories of work outcomes |
Performance, feelings, health and stress, social behaviour |
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Five aspects of the physical setting that affect work outcomes |
Sound, indoor climate, air, light and colour, space |
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Euphony |
Beautiful and desirable sound, opposite of noise |
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Temporary threshold shift |
Lowest detectable frequency shifts temporarily, about 16 hours |
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Permanent threshold shift |
Occurs when TTS occurs repetitively. Hearing loss. |
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What makes a sound noise |
Source becomes more relevant, meaning increases, controllability and predictability decrease |
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Yerkes Dodson hypothesis |
Task performance is best at moderate levels of arousal |
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Noise on performance |
Less of an effect on routine tasks, simple reactions to signals at definite times, when there is a warning, when there are visual signals. Helps with simple tasks. |
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Types of tasks affected by noise |
Bad for careful thinking and multitasking. Little effect on manual labour, although there may be cognitive aspects. |
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Employee characteristics on noise |
Women slow their pace. Introverts and noise sensitive people have a harder time. Older men have worse memory, younger men have worse accuracy. |
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Characteristics of sound on performanxe |
Reduced by novel sounds, meaningful, intermittent, and mixed sounds. Easier if it’s controllable. Affects performance after it ends, can have helpful effects due to arousal |
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Music and productivity |
All evidence is mixed, most studies have issues with controls. Can be good or bad for productivity, but the conditions under which it happens haven’t been figured out yet. |
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Workers feelings about noise and music |
All hate noise, overestimate how much it affects their performance. Contributes to stress and lowers morale. 90% of people like working to music, 10% hate it. Maybe due to type |
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Effects of noise on health and stress |
Hearing loss. Long term exposure leads to changes in hemispheric organization of speech sound discrimination. Speed of other sound processing decreases. May increase cardio disease. Yelling leads to laryngitis. Low level noise creates imperceptible stress. |
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Effects of noise on social behaviour |
Impairs privacy and confidential dialogue. Causes anger, depression, tension, fatigue. Makes you less helpful. Worse attitude toward others. |
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Effective temperature |
Includes air temp, humidity, and air movement. Better indicator of indoor climate. |
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Clo |
Unit of measurement that measures exactly how much each piece of clothing keeps us warm |
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Temperature on performance |
Very little consensus. Cognitive and physical tasks worse in high heat. Dexterity drops off under 14 C. Cool offices better for cognition. Can maintain cognitive performance in heat, but only for so long. |
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What affects our performance in temperature |
Coping strategies, controllability, motivation, acclimatization, how long you’re in the heat |
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Comfort envelope |
Idea effective temp ranges, includes activity and clothing of person in room. Provides an upper and lower limit for comfort. |
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Productivity and comfortable temps |
We actually perform better at 9C below comfort envelope standard. People hate it but they work better and have more energy. |
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Temperature stress |
Physiological changes that occur as we acclimatize to temps. Not good |
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Air quality on work performance |
CO affects jobs with low stimulation and high alertness. Air ionization is all over the place, seems to increase arousal. Fragrance helps sometimes but isn’t a great thing in the workplace. |
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Building related illness |
Found in all office buildings to some degree |
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Building specific illness |
Cluster of symptoms that occurs only in air conditioned buildings |
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Sick building syndrome |
Collection of health problems linked to sick buildings |
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Causes of sick building syndrome |
Modern chemicals, poor ventilation, fungi, poor duct design, smoking history, psychogenic illness, physiological susceptibility, complaining personality. Control over air con helps, and negative ion machines reduce headache. |
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Air quality on social behaviour |
Stink works like arousal- makes us like similar people more, makes us dislike unfamiliar people more. Motivation cuts through cigarette smoke |
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Lighting quality |
Includes architectural, economic, and individual wellbeing factors in lighting |
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Effects of lighting on work performance |
Should tailor to task and individual. Only belief in full spectrum light helps like placebo. Light increases arousal, can use strategically for shift workers. |
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Lighting on creativity |
Better in dark. Control over light reduces creativity |
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Lighting on feelings |
Bad if it’s too dim or makes colours look weird. Windows reduce boredom and increase satisfaction. Like arousal, way dimmer or way brighter heightens emotions. |
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Light and health and safety |
Lack of UV makes it harder to make calcium and vitamin D. Glare causes eye strain. Fluorescent light is uncomfortable and too arousing. Better lighting and reduced glare increases safety. |
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Human factors |
Aka ergonomics. How to best arrange workstations for immediate human needs |
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Spatial arrangements on work performance |
Measured indirectly, through leaving early or turnover. Worse with fewer barriers or higher density. |
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Open plan offices on satisfaction |
Everyone hates them, unless they’re coming from something worse or love socializing. They might get environmental numbness, or be motivated enough to push through. Might leave early, be absent more. Hard for setting claim and confidential conversation. More headaches. |
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Setting claim |
Feeling that your work matters, you belong, and have ownership in a place. Lose this feeling in too large of places. |
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Spatial arrangements on visitor impressions |
Prefer tidiness and awards. Desk against the wall and informal seating positions feels more friendly and welcome, less authoritative. Messy offices are only cool when the occupant isn’t there |
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Spatial arrangements of lobbies |
Convey control through emblems and signs. Convey consideration through comfort, plants, art, sociopetal design |
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Four main dimensions of workplace territoriality |
Identity oriented marking, control oriented marking, anticipatory defending behaviours, reactionary defending behaviours |
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Identity oriented marking |
Labeling something as one’s own |
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Control oriented marking |
Creating a border around your space, taking control over an area |
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Anticipatory defending behaviours |
Preventing entry before it happens, such as with locks and passwords |
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Reactionary defending behaviours |
Responding to someone entering your space |
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Neighbourhood work center |
A place employees can go to work that isn’t work. Works for some people, not for others. |
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Articulation index |
Amount of speech understood by the listener. Means there is low privacy. Due to being close, background noise, partitions, other conversations, etc |
