Although words like "fair" may have a common meaning, we cannot assume that people speak them or hear them in the same manner, or appreciate the impact of their implied interpretations and nuances. We describe three different perspectives -rational, emotional, and spiritual - which offer vastly different meanings of fairness. We also discuss the manner in which the different meanings they represent with respect to policies and practices are pursued by business interests within the American and international arenas.

We report two experimental studies of human perceptions of robotic facial expressions while systematically varying context effects and the cultural background of subjects (n = 93). Except for Fear, East Asian and Western subjects were not significantly different in recognition rates, and, while Westerners were better at judging affect from mouth movement alone, East Asians were not any better at judging affect based on eye/brow movement alone. Moreover, context effects appeared capable of over-riding such cultural differences, most notably for Fear. (...) The results seem to run counter to previous theories of cultural differences in facial expression based on emoticons and eye fixation patterns. We connect this to broader research in cognitive science – suggesting the findings support a dynamical systems view of social cognition as an emergent phenomenon. The results here suggest that, if we can induce appropriate context effects, it may be possible to createculture-neutral modelsof robots and affective interaction. (shrink)

While substantial effort has been invested in making robots more reliable, experience demonstrates that robots operating in unstructured environments are often challenged by frequent failures. Despite this, robots have not yet reached a level of design that allows effective management of faulty or unexpected behavior by untrained users. To understand why this may be the case, an in-depth literature review was done to explore when people perceive and resolve robot failures, how robots communicate failure, how failures influence people's perceptions and (...) feelings toward robots, and how these effects can be mitigated. Fifty-two studies were identified relating to communicating failures and their causes, the influence of failures on human-robot interaction (HRI), and mitigating failures. Since little research has been done on these topics within the HRI community, insights from the fields of human computer interaction (HCI), human factors engineering, cognitive engineering and experimental psychology are presented and discussed. Based on the literature, we developed a model of information processing for robotic failures (Robot Failure Human Information Processing, RF-HIP), that guides the discussion of our findings. The model describes the way people perceive, process, and act on failures in human robot interaction. The model includes three main parts: (1) communicating failures, (2) perception and comprehension of failures, and (3) solving failures. Each part contains several stages, all influenced by contextual considerations and mitigation strategies. Several gaps in the literature have become evident as a result of this evaluation. More focus has been given to technical failures than interaction failures. Few studies focused on human errors, on communicating failures, or the cognitive, psychological, and social determinants that impact the design of mitigation strategies. By providing the stages of human information processing, RF-HIP can be used as a tool to promote the development of user-centered failure-handling strategies for HRIs. (shrink)

Part I of this chapter deals with conceptualizing emotion. By splitting up ‘emotion’ into an evaluative, expressive, behavioural, physiological, mental and phenomenological component, giving examples of emotion research theories and state-of-the-art technical systems, I will bring together an analytical and conceptual with empirical approaches to human-machine interaction to evaluate to what extent it may be logically appropriate to speak of ‘emotional machines’. I will give an overview of the mentioned components and their potential to be implemented into technical systems through (...) functional equivalents. This concerns the technical recognition of emotion components in humans as well as the technical simulation/emulation of emotion components. Part II deals with human-machine relations and argues that human understanding of technical systems is crucial to a well-functioning society. I emphasise the importance of an in-depth human understanding of technical systems and plead for the integration of the voices and work of so-called mechanologists into cultural practices and discourse, from which the entire societal setup in which human-machine interaction takes place will benefit. Throughout the chapter I refer to some aspects of classical debates in psychology and philosophy on the relations of emotion, cognition, and consciousness. Additionally, I draw from psychologist and philosopher Gilbert Simondon’s, as well as from gestalt theorist Kurt Lewin’s writings. (shrink)

Research on work values shows that respectful leadership is highly desired by employees. On the applied side, however, the extant research does not offer many insights as to which concrete leadership behaviors are perceived by employees as indications of respectful leadership. Thus, to offer such insights, we collected and content analyzed employees’ narrations of encounters with respectful leadership (N1 = 426). The coding process resulted in 19 categories of respectful leadership spanning 149 leadership behaviors. Furthermore, to also harness this comprehensive (...) repertoire for quantitative organizational research, we undertook two more studies (N2a = 228; N2b = 412) to empirically derive a feasible item-based measurement of respectful leadership and assess its psychometric qualities. In these studies, we additionally investigated the relationships between respectful leadership as assessed with this new measurement and employees’ vertical and contextual followership as assessed via subordinates’ identification with their leaders, their appraisal respect for their leaders, their feeling of self-determination, and their job satisfaction. (shrink)

Certain messages, even when not directly payoff relevant, can be a credible form of communication in light of natural social preferences. Social image concerns and other-regarding preferences interact to create incentives to communicate about how one feels about other people. Recognizing the prevalence of the incentive to communicate about one’s social preferences suggests that many social and economic phenomena—from norms of etiquette to cooperation to gift exchange—should be seen, in part, as forms of signaling. These behaviors may be surprisingly robust (...) to material costs, yet sensitive to context. (shrink)

We report two experimental studies of human perceptions of robotic facial expressions while systematically varying context effects and the cultural background of subjects (n = 93). Except for Fear, East Asian and Western subjects were not significantly different in recognition rates, and, while Westerners were better at judging affect from mouth movement alone, East Asians were not any better at judging affect based on eye/brow movement alone. Moreover, context effects appeared capable of over-riding such cultural differences, most notably for Fear. (...) The results seem to run counter to previous theories of cultural differences in facial expression based on emoticons and eye fixation patterns. We connect this to broader research in cognitive science – suggesting the findings support a dynamical systems view of social cognition as an emergent phenomenon. The results here suggest that, if we can induce appropriate context effects, it may be possible to createculture-neutral modelsof robots and affective interaction. (shrink)

Research on work values shows that respectful leadership is highly desired by employees. On the applied side, however, the extant research does not offer many insights as to which concrete leadership behaviors are perceived by employees as indications of respectful leadership. Thus, to offer such insights, we collected and content analyzed employees’ narrations of encounters with respectful leadership ( N 1 = 426). The coding process resulted in 19 categories of respectful leadership spanning 149 leadership behaviors. Furthermore, to also harness (...) this comprehensive repertoire for quantitative organizational research, we undertook two more studies ( N 2a = 228; N 2b = 412) to empirically derive a feasible item-based measurement of respectful leadership and assess its psychometric qualities. In these studies, we additionally investigated the relationships between respectful leadership as assessed with this new measurement and employees’ vertical and contextual followership as assessed via subordinates’ identification with their leaders, their appraisal respect for their leaders, their feeling of self-determination, and their job satisfaction. (shrink)