The automatic tendency to anthropomorphize our interaction partners and make use of experience acquired in earlier interaction scenarios leads to the suggestion that social interaction with humanoid robots is more pleasant and intuitive than that with industrial robots. An objective method applied to evaluate the quality of human–robot interaction is based on the phenomenon of motor interference (MI). It claims that a face-to-face observation of a different (incongruent) movement of another individual leads to a higher variance in one’s own movement (...) trajectory. In social interaction, MI is a consequence of the tendency to imitate the movement of other individuals and goes along with mutual rapport, sense of togetherness, and sympathy. Although MI occurs while observing a human agent, it disappears in case of an industrial robot moving with piecewise constant velocity. Using a robot with human-like appearance, a recent study revealed that its movements led to MI, only if they were based on human prerecording (biological velocity), but not on constant (artificial) velocity profile. However, it remained unclear, which aspects of the human prerecorded movement triggered MI: biological velocity profile or variability in movement trajectory. To investigate this issue, we applied a quasi-biological minimum-jerk velocity profile (excluding variability in the movement trajectory as an influencing factor of MI) to motion of a humanoid robot, which was observed by subjects performing congruent or incongruent arm movements. The increase in variability in subjects’ movements occurred both for the observation of a human agent and for the robot performing incongruent movements, suggesting that an artificial human-like movement velocity profile is sufficient to facilitate the perception of humanoid robots as interaction partners. (shrink)
Silence in organizations refers to a state in which employees refrain from calling attention to issues at work such as illegal or immoral practices or developments that violate personal, moral, or legal standards. While Morrison and Milliken (Acad Manag Rev 25:706–725, 2000) discussed how organizational silence as a top-down organizational level phenomenon can cause employees to remain silent, a bottom-up perspective—that is, how employee motives contribute to the occurrence and maintenance of silence in organizations—has not yet been given much research (...) attention. In this paper, we argue that this perspective is a meaningful complementation of the existing literature and that it is sensible to conceptualize distinct forms of employee silence (Pinder and Harlos, Research in personnel and human resources management. JAI Press, Greenwich, 2001; van Dyne et al., J Manag Stud 40:1359–1392, 2003). Drawing on past research and theory we conceptualize four forms of employee silence, namely quiescent, acquiescent, prosocial, and opportunistic silence. We present scales to assess the four forms and provide empirical tests for their distinctiveness and patterns of relationships to various correlates and potential antecedents and consequences. (shrink)
A partir do esclarecimento da noção aristotélica de imitação, trata-se de mostrar que o conceito de Ideal - fundamento da Estética de Hegel - e o binômio "mundo/terra" - fundamento da concepção heideggeriana da obra de arte -, podem ser tomados como duas versões do sentido teórico instituído por Aristóteles para o termo mimesis.