Advances in social and occupational ergonomics

Advances in Intelligent Systems and Computing 970 Richard H M. Goossens Atsuo Murata   Editors Advances in Social and Occupational Ergonomics Proceedings of the AHFE 2019 International Conference on Social and Occupational Ergonomics, July 24–28, 2019, Washington D.C., USA Advances in Intelligent Systems and Computing Volume 970 Series Editor Janusz Kacprzyk, Systems Research Institute, Polish Academy of Sciences, Warsaw, Poland Advisory Editors Nikhil R Pal, Indian Statistical Institute, Kolkata, India Rafael Bello Perez, Faculty of Mathematics, Physics and Computing, Universidad Central de Las Villas, Santa Clara, Cuba Emilio S Corchado, University of Salamanca, Salamanca, Spain Hani Hagras, School of Computer Science & Electronic Engineering, University of Essex, Colchester, UK László T Kóczy, Department of Automation, Széchenyi István University, Gyor, Hungary Vladik Kreinovich, Department of Computer Science, University of Texas at El Paso, El Paso, TX, USA Chin-Teng Lin, Department of Electrical Engineering, National Chiao Tung University, Hsinchu, Taiwan Jie Lu, Faculty of Engineering and Information Technology, University of Technology Sydney, Sydney, NSW, Australia Patricia Melin, Graduate Program of Computer Science, Tijuana Institute of Technology, Tijuana, Mexico Nadia Nedjah, Department of Electronics Engineering, University of Rio de Janeiro, Rio de Janeiro, Brazil Ngoc Thanh Nguyen, Faculty of Computer Science and Management, Wrocław University of Technology, Wrocław, Poland Jun Wang, Department of Mechanical and Automation Engineering, The Chinese University of Hong Kong, Shatin, Hong Kong The series “Advances in Intelligent Systems and Computing” contains publications on theory, applications, and design methods of Intelligent Systems and Intelligent Computing Virtually all disciplines such as engineering, natural sciences, computer and information science, ICT, economics, business, e-commerce, environment, healthcare, life science are covered The list of topics spans all the areas of modern intelligent systems and computing such as: computational intelligence, soft computing including neural networks, fuzzy systems, evolutionary computing and the fusion of these paradigms, social intelligence, ambient intelligence, computational neuroscience, artificial life, virtual worlds and society, cognitive science and systems, Perception and Vision, DNA and immune based systems, self-organizing and adaptive systems, e-Learning and teaching, human-centered and human-centric computing, recommender systems, intelligent control, robotics and mechatronics including human-machine teaming, knowledge-based paradigms, learning paradigms, machine ethics, intelligent data analysis, knowledge management, intelligent agents, intelligent decision making and support, intelligent network security, trust management, interactive entertainment, Web intelligence and multimedia The publications within “Advances in Intelligent Systems and Computing” are primarily proceedings of important conferences, symposia and congresses They cover significant recent developments in the field, both of a foundational and applicable character An important characteristic feature of the series is the short publication time and world-wide distribution This permits a rapid and broad dissemination of research results ** Indexing: The books of this series are submitted to ISI Proceedings, EI-Compendex, DBLP, SCOPUS, Google Scholar and Springerlink ** More information about this series at http://www.springer.com/series/11156 Richard H M Goossens Atsuo Murata • Editors Advances in Social and Occupational Ergonomics Proceedings of the AHFE 2019 International Conference on Social and Occupational Ergonomics, July 24–28, 2019, Washington D.C., USA 123 Editors Richard H M Goossens Faculty of Industrial Design Engineering Delft University of Technology Delft, Zuid-Holland, The Netherlands Atsuo Murata Okayama University Okayama, Japan ISSN 2194-5357 ISSN 2194-5365 (electronic) Advances in Intelligent Systems and Computing ISBN 978-3-030-20144-9 ISBN 978-3-030-20145-6 (eBook) https://doi.org/10.1007/978-3-030-20145-6 © Springer Nature Switzerland AG 2020 This work is subject to copyright All rights are reserved by the Publisher, whether the whole or part of the material is concerned, specifically the rights of translation, reprinting, reuse of illustrations, recitation, broadcasting, reproduction on microfilms or in any other physical way, and transmission or information storage and retrieval, electronic adaptation, computer software, or by similar or dissimilar methodology now known or hereafter developed The use of general descriptive names, registered names, trademarks, service marks, etc in this publication does not imply, even in the absence of a specific statement, that such names are exempt from the relevant protective laws and regulations and therefore free for general use The publisher, the authors and the editors are safe to assume that the advice and information in this book are believed to be true and accurate at the date of publication Neither the publisher nor the authors or the editors give a warranty, expressed or implied, with respect to the material contained herein or for any errors or omissions that may have been made The publisher remains neutral with regard to jurisdictional claims in published maps and institutional affiliations This Springer imprint is published by the registered company Springer Nature Switzerland AG The registered company address is: Gewerbestrasse 11, 6330 Cham, Switzerland Advances in Human Factors and Ergonomics 2019 AHFE 2019 Series Editors Tareq Ahram, Florida, USA Waldemar Karwowski, Florida, USA 10th International Conference on Applied Human Factors and Ergonomics and the Affiliated Conferences Proceedings of the AHFE 2019 International Conference on Social and Occupational Ergonomics, held on July 24–28, 2019, in Washington D.C., USA Advances in Affective and Pleasurable Design Advances in Neuroergonomics and Cognitive Engineering Advances in Design for Inclusion Advances in Ergonomics in Design Advances in Human Error, Reliability, Resilience, and Performance Advances in Human Factors and Ergonomics in Healthcare and Medical Devices Advances in Human Factors and Simulation Advances in Human Factors and Systems Interaction Advances in Human Factors in Cybersecurity Advances in Human Factors, Business Management and Leadership Advances in Human Factors in Robots and Unmanned Systems Advances in Human Factors in Training, Education, and Learning Sciences Advances in Human Factors of Transportation Shuichi Fukuda Hasan Ayaz Giuseppe Di Bucchianico Francisco Rebelo and Marcelo M Soares Ronald L Boring Nancy J Lightner and Jay Kalra Daniel N Cassenti Isabel L Nunes Tareq Ahram and Waldemar Karwowski Jussi Ilari Kantola and Salman Nazir Jessie Chen Waldemar Karwowski, Tareq Ahram and Salman Nazir Neville Stanton (continued) v vi Advances in Human Factors and Ergonomics 2019 (continued) Advances in Artificial Intelligence, Software and Systems Engineering Advances in Human Factors in Architecture, Sustainable Urban Planning and Infrastructure Advances in Physical Ergonomics and Human Factors Advances in Interdisciplinary Practice in Industrial Design Advances in Safety Management and Human Factors Advances in Social and Occupational Ergonomics Advances in Manufacturing, Production Management and Process Control Advances in Usability and User Experience Advances in Human Factors in Wearable Technologies and Game Design Advances in Human Factors in Communication of Design Advances in Additive Manufacturing, Modeling Systems and 3D Prototyping Tareq Ahram Jerzy Charytonowicz and Christianne Falcão Ravindra S Goonetilleke and Waldemar Karwowski Cliff Sungsoo Shin Pedro M Arezes Richard H M Goossens and Atsuo Murata Waldemar Karwowski, Stefan Trzcielinski and Beata Mrugalska Tareq Ahram and Christianne Falcão Tareq Ahram Amic G Ho Massimo Di Nicolantonio, Emilio Rossi and Thomas Alexander Preface This book provides an exploration on how ergonomics can contribute to the solution of important societal and engineering challenges Advances in Social and Organizational Factors discusses the optimization of sociotechnical systems, including their organizational structures, policies, and processes It includes coverage of communication, crew resource management, work design, design of working times, teamwork, participatory design, community ergonomics, cooperative work, new work paradigms, organizational culture, virtual organizations, telework, and quality management Human factors in sports, injury prevention, and outdoor recreation aim to address the critical cognitive and physical tasks which are performed within a dynamic, complex, collaborative system comprising multiple humans and artifacts, under pressurized, complex, and rapidly changing conditions that take place during the course of any sporting event Highly skilled, well-trained individuals walk a fine line between task success and failure, with only marginally inadequate task execution leading to loss of the sport event or competition This conference promotes cross-disciplinary interaction between the human factors in sport and outdoor recreation disciplines and provides practical guidance on a range of methods for describing, representing, and evaluating human, team, and system performance in sports and amusement park domains The book also highlights issues with special populations, detailing how to design and adapt products and work situations for these groups In addition to exploring the challenges faced in optimizing sociotechnical systems, the book underlines themes that play a role in all the challenges and how they are linked to each other It concludes with an exploration of emotional ergonomics and the important positive effects of making people happy and healthy With chapter authors from around the globe, the book supplies a broad look at current challenges and possible solutions This book contains a total of ten sections, concerned with different issues in social and occupational ergonomics (sections to 9), and with cross-cultural research (Section 10) vii viii Preface Section Section Section Section Section Section Section Section Section Section 10 The Present and Future of Macroergonomic Systems Social Design, Innovation and Ergonomics Macroergonomic Systems Design and Improvement Evaluation, Optimization and Job Design Social and Occupational Factors of Comfort, Risk Assessment and Pain Sports, Injury Prevention and Outdoor Recreation Stress, Mental Factors and Musculoskeletal Disorders Social and Occupational Ergonomics: Applications Safety Training and Occupational accidents Cross-Cultural Decision Making The organizers would like to thank all the authors for their contributions Each of the chapters was either reviewed by the members of the Editorial Board or germinated by them For these, our sincere thanks and appreciation go to the members of the Board listed below Jerzy Charytonowicz, Poland Diana Horn, USA S.-L Hwang, Taiwan Jussi Kantola, Finland Brian Kleiner, USA Leszek Pacholski, Poland Michelle Robertson, USA Susumu Saito, Japan Mike Smith, USA Hannu Vanharanta, Finland Z Wisniewski, Poland R Yu, China Jeff Appleget, USA Madalina Alama, USA Umer Asgher, Pakistan Erman Cakit, Turkey Vladimira Cavojova, Slovakia Ajay Divakaran, USA Toshihisa Doi, Japan Cali Fidopiastis, USA Jim Frank, USA Michael Hail, USA Amy Heaton, USA Mark Hoffman, USA Ayaka Itoh, Japan David King, USA Martin Kruger, USA Sue Numrich, USA Noriko Okabe, Japan Preface ix Jonathan Pfautz, USA Peter Picucci, USA Elaine Raybourn, USA Emilie Reitz, USA Alicia Ruvinsky, USA Lelyn Saner, USA Dominique Scapin, France Sae Schatz, USA Julian Stodd, UK Redha Taiar, France Jacqueline Urakami, Japan C Dallat, Australia Chi-Wen Lung, Taiwan Roman Maciej Kalina, Poland Damian Morgan, Australia Timothy Neville, Australia Eduardo Salas, USA Daniel Simmons, UK Neville Stanton, UK Scott Talpey, Australia Guy Walker, UK P Waterson, UK Sam Abramovich, USA We hope this book will contribute to increase in knowledge in the field of social and organizational ergonomics and that you find the papers in this book interesting and helpful to you and your work July 2019 Richard H M Goossens Atsuo Murata Contents The Present and Future of Macroergonomic Systems Gamifying Onboarding: How to Increase Both Engagement and Integration of New Employees Louisa Heimburger, Lea Buchweitz, Ruben Gouveia, and Oliver Korn The Role of Building Construction Project Planning in Accommodating Ergonomic Considerations of the Aging Workforce Steven J Kangisser and Young Mi Choi Ergo + 50: Ergonomic Assessment Methodology Aimed at Older Workers Alberto Ferreras Remesal, Carlos Chirivella Moreno, Alicia Piedrabuena Cuesta, Rakel Poveda Puente, Sonia Serna Arnau, Consuelo Latorre Sánchez, and Mercedes Sanchís Almenara Social Design, Innovation and Ergonomics: Reflections on Education, Transdisciplinarity and New Blurred Models for Sustainable Social Change Ana Margarida Ferreira, Nicos Souleles, and Stefania Savva 15 27 37 Well-Being Through Design for Dynamic Diversity: The Voice of Minorities in Design for All Marcin Butlewski 49 Towards an Expert System for Assigning Optimal Workplaces to Workers with Disabilities Gregor Harih and Nataša Vujica-Herzog 57 Social Design, Innovation and Ergonomics Social Art – “Echoes of Machim” Ana Nolasco 69 xi xii Contents Threshold Concepts and Design for Social Change Nicos Souleles, Ana Margarida Ferreira, and Stefania Savva Sustainable Collaborative Design Practices: Circular Economy and the New Context for a Fashion Designer Lucinda Morrissey, Roberta Barban Franceschi, and Ana Margarida Ferreira 80 90 Cultural Heritage, Collaborative Practices and Sustainable Fabric Design: Ottoman Sultans’ Life Stories on Jacquard Design 102 Pınar Arslan, Ana Margarida Ferreira, and Hatice Feriha Akpınarlı The Common-Sense Assessment of Sustainability 114 David Camocho, José Vicente, and Ana Margarida Ferreira Collaborative Practices Through Design and Engineering: The Phases of a Pilot Project to Improve the Human Condition of Vulnerable Communities 126 João Bernarda, Ana Margarida Ferreiral, Carlos Santos Silva, and Rui Costa Neto Sustainable Human Environment: Mouraria, Local Color and Sense of Place of a Historical Lisbon Neighbourhood 135 Cristina Pinheiro, Lambert Rozema, and Ana Margarida Ferreira Developing Portable Clean Cart with Broom and Dustpan for Street Sweepers Needs 141 Bing-Cheng Zhu and Chien-Hsu Chen Macroergonomic Systems Design and Improvement The Reporting System as a Feedback Tool to Improve the Process of Entering Data to the IT System 155 Maciej Siemieniak and Katarzyna Siemieniak The Conditioning of Macroergonomic Design and Improvement of the Intelligent Building’s Use and Service 165 Joanna Kalkowska and Leszek Pacholski The Macroergonomic Improvement of Total Quality Management Industrial Systems 173 Milena Drzewiecka-Dahlke and Leszek Pacholski The Ergonomics of Work Conditions as Force Element of the OHS Management 184 Adam Górny The Improvement of Women Professional Entrepreneurial Attitude in a Context of Social Expectations 195 Paulina Siemieniak Contents xiii Monitoring Personnel Presence and Displacement in Production Facilities Using RFID Technology 206 Robert Waszkowski, Tadeusz Nowicki, and Andrzej Walczak Evaluation, Optimization and Job Design Effectiveness in Prosthetic Adaptation and Users’ Satisfaction: Comparison Between Different Technologies 217 Maria Patrizia Orlando, Claudia Giliberti, Fabio Lo Castro, Raffaele Mariconte, and Lucia Longo Handheld Grass Cutter Machine with Supporting Wheel 228 Mayur Mhamunkar, Sagar Bagane, Lokesh Kolhe, Vikrant Singh, Mohit Ahuja, and Yueqing Li Ergonomic Evaluation in the Ecuadorian Workplace 236 Oswaldo Jara, Fanny Ballesteros, Esteban Carrera, and Pablo Dávila Ergonomics Study in the Productive Process in Civil Construction in the External Plastering Activity 245 Ariel Orlei Michaloski, Juliano Prado Stradioto, and Antônio Augusto de Paula Xavier The Ergonomics of Sorting Recyclable Materials: A Case Study of a Brazilian Cooperative 256 Hebert Silva Quality of Labor Life in Workers of the Informal Economy in Guadalajara, Mexico 266 Raquel González-Baltazar, Mónica I Contreras-Estrada, Silvia G León-Cortés, Brenda J Hidalgo-González, and Gustavo Hidalgo-Santacruz Social and Occupational Factors of Comfort, Risk Assessment and Pain Reducing the Risk of Falls by 78% with a New Generation of Slip Resistant Winter Footwear 279 Z S Bagheri, J Beltran, P Holyoke, G Sole, K Hutchinson, and T Dutta Risk Factors Identification for Metal Washing Process Based on QOC Matrix the Workers’ Voice and Ergonomic Mapping 286 Brenda Trujillo-Sandoval and Martha Roselia Contreras-Valenzuela Ergonomics During the Construction of the Stations and the Drilling of the Tunnel in the Metro of the City of Quito 294 Esteban Carrera, Oswaldo Jara, Pablo Dávila, Fanny Ballesteros, and Pablo Suasnavas xiv Contents Comparisons of Three Observational Ergonomic Tools for Risk Assessment on Upper Extremities in a Pump Assembly Plant – A Pilot Study 302 Meng-Chuan Ho and Ei-wen Lo The Impact of Work Environment in Concurrence to Productivity in Higher Institutions 309 Timothy Laseinde, Ifetayo Oluwafemi, Jan-Harm Pretorius, and Jesusetemi Oluwafemi Sports, Injury Prevention and Outdoor Recreation Thermal Performance of Equestrian Helmets 323 Merlin Bauwens, Sarah de Graaf, Alexandra Vermeir, Shriram Mukunthan, and Guido De Bruyne The Importance of Baselining Division Football Athlete Jumping Movements for Performance, Injury Mitigation, and Return to Play 332 Reuben F Burch, Lesley Strawderman, Anthony Piroli, Harish Chander, Wenmeng Tian, and Fredrick Murphy Synergistic Effect on the Characteristics of the Seductive Appearance 345 Fuminori Matsuura, Yumie Osada, Isao Matsumoto, Yoshinori Hirano, Xiaodan Lu, Hiroyuki Hamada, and Noriyuki Kida Effective Measures for Minimizing Playing-Related Musculoskeletal Disorders Among Tertiary Education Student Pianist in Malaysia 353 Titi Rahmawati Hamedon, Chia-Ying Ling, and Fung-Chiat Loo The Effects of University Students’ Physical Activity Experience on Communication Skills and Anxiety 358 Jun Egawa, Yasuyuki Hochi, Takumi Iwaasa, Emiko Togashi, Kentaro Inaba, and Motoki Mizuno Stress, Mental Factors and Musculoskeletal Disorders The Development of a Comprehensive List of Risk Factors for Hip Work-Related Musculoskeletal Disorders: Delphi Survey 369 Ardiyanto Ardiyanto, Steven Lavender, Stephanie Di Stasi, and Carolyn Sommerich Ergonomic Risk Assessment of Sea Fisherman Part III: Manual Handling and Static Posture 379 Alessio Silvetti, Elio Munafò, Alberto Ranavolo, Antonella Tatarelli, Lorenzo Fiori, Sergio Iavicoli, Pasquale Di Palma, and Francesco Draicchio Contents xv Psychosocial Risk Management and Psychological Attachment: Mediating Role of Job Satisfaction 393 Michael Akomeah Ofori Ntow, Evans Sokro, Ophelia Dogbe-Zungbey, and Noble Osei Bonsu Prevalence, Risk Factors, and Impact on Low Back Pain Among Nurses in a Thai Public Hospital 403 Manutchanok Jongprasithporn, Nantakrit Yodpijit, Varisara Saengdaeng, Manutsamon Treralertpanith, and Supatra Poemoon Mobbing in Service Companies in Colombia A Silent Enemy 415 Carlos Marín and Olga Piđeros Changes and Differences in Mental Status of Nurses: Using Mind Monitoring System by Voice 424 Takumi Iwaasa, Yasuyuki Yamada, Yasuyuki Hochi, Yuki Mizuno, Emiko Togashi, Hidenori Hayashi, Aya Okada, and Motoki Mizuno Neck and Shoulder Muscle Fatigue in High Performance Aircrafts Pilots: Effects of a Training Program (Part 2) 430 Giorgia Chini, Alessio Silvetti, Roberto Vitalone, Valeria Di Muzio, Marco Lucertini, Elena Lucertini, and Francesco Draicchio Comparative Analysis of the Assessment Methods of the Rehabilitative-Prosthetic Path of the Patient with Lower Limb Prosthesis 443 Francesco Draicchio, Antonella Tatarelli, Simona Castellano, Ida Poni, Lorenzo Fiori, Alessio Silvetti, and Patrizio Rossi Social and Occupational Ergonomics: Applications Analysis of the Short-Term Absences of Poultry Slaughterhouse Workers in Brazil 461 Natália Fonseca Dias, Adriana Seára Tirloni, Diogo Cunha dos Reis, and Antônio Renato Pereira Moro The Prediction Models of the Maximum Power Grip Strength and Pinch Strength in Taiwan Manufacturing Workers 473 Shu-Min Chao, Yi-Chen Chiu, and Ei-Wen Lo Path Analysis of the Antecedents and Occupational Stress Among the Managers of the Textile Industries: A Cross-Sectional Study from Pakistan Using PLS-SEM 480 Aftab Ahmad, Amjad Hussain, Mohammad Pervez Mughal, Nadeem Ahmad Mufti, and Muhammad Qaiser Saleem xvi Contents Inclusion of the Informal Sector Pension: The New Pensions Act 491 Olivia Anku-Tsede Construction Ergonomics: Temporary Works’ Manufacturers’ Perceptions and Practices 503 John Smallwood Case Study of Science Communication in Ergonomics: Introduction of ErgonomicThon Workshop 511 Yasuyuki Yamada and Takeshi Ebara Safety Training and Occupational Accidents A Hazard Analysis of a Gas-Fired GMH8 Goodman Furnace 519 Sarah Poelman and J P Purswell Hazard Analysis of a Handheld Angle Grinder 528 Franchesca Montoya and J P Purswell Safety Training and Occupational Accidents – Is There a Link? 536 Celina P Leão and Susana Costa Evaluation Method for Safety Management Characteristic of Medical Workers 544 Haruna Yamazaki, Kana Kimura, and Yusaku Okada Study on Exit Strategy to Promote Introduction of New Technology to Safety Management Activities 549 Naoko Sakata, Risako Shiraishi, and Yusaku Okada Cross-Cultural Decision Making Cross-Cultural Difference of Free Agency (FA) System Between MLB and NPB (Nippon Professional Baseball) 561 Atsuo Murata Language and Cultural Learning in a Short-Term Study Abroad: An Investigation of Japanese Sojourners in Canada 572 Chihiro Tajima English Education for Young Learners in China and Europe 578 Pingfang Yu, Jiali Du, and Xinguang Li Employee Satisfaction, Task Performance, and Emotional Labor: An Empirical Examination 587 Noriko Okabe Sensitivity Analysis of Intercultural Relationship Based on DMIS Model 598 Zhenbin Wu, Baocui Chen, and Xuebo Chen Contents xvii Cross-Cultural Analysis of Top Page Design Among Brazilian, Chinese, Japanese and United States Web Sites 609 Toshihisa Doi and Atsuo Murata Globalization, Cultural Differentiation and Pluralism Processes and Proactive Dimension of Human World of “Boundary-Less Careers” 621 Agnieszka Cybal-Michalska Design Benchmarking Study Between Alessi Products and Chinese Commodities 630 Li-xia Hua, Jian-ping Yang, Jun-nan Ye, and Jing-ping Li Influential Factors in Cross-Country Standards Adoption from a Macroergonomics Perspective 642 Qinyi Liu, Liang Ma, and Phairoj Liukitithara Cross-Cultural Motivations for Information Sharing in Incident Management at Major Events 649 Guadalupe Hernández-Escobedo, David K Allen, Alan D Pearman, and Claudia Alejandra Ituarte-González Author Index 663 The Present and Future of Macroergonomic Systems Gamifying Onboarding: How to Increase Both Engagement and Integration of New Employees Louisa Heimburger, Lea Buchweitz, Ruben Gouveia, and Oliver Korn(&) Offenburg University Affective & Cognitive Institute (ACI), Badstr 24, 77652 Offenburg, Germany {lheimbur,lea.buchweitz,ruben.gouveia}@hs-offenburg.de, oliver.korn@acm.org Abstract New employees are supposed to quickly understand their tasks, internal processes and familiarize with colleagues This process is called “onboarding” and is still mainly realized by organizational methods from human resource management, such as introductory events or special employee sessions Software tools and especially mobile applications are an innovative means to support provide onboarding processes in a modern, even remote, way In this paper we analyze how the use of gamification can enhance onboarding processes Firstly, we describe a mobile onboarding application specifically developed for the young, technically literate generations Y and Z, who are just about to start their career Secondly, we report on a study with 98 students and young employees We found that participants enjoyed the gamified application They especially appreciated the feature “Team Bingo” which facilitates social integration and teambuilding Based on the OCEAN personality model (“Big Five”), the personality traits agreeableness and openness revealed significant correlations with a preference for the gamified onboarding application Keywords: Onboarding Á Gamification Á Human resource management Human factors Á Human-systems integration Á Introduction Companies with engaged employees perform significantly better than those without [1] However, only 15% of employees worldwide consider themselves as engaged in their jobs [2] In order to retain a positive attitude and feel engaged at work, a focus has been placed on the intrinsic motivations of workers Traditional incentives, such as reward systems work on the surface, but progressively change towards the desire of employees to something “with a purpose” [2] Values like freedom for creativity, social integration and professional and personal development are of increased importance [3] Career starters representing the generation Y (born between 1980 and 1994 [4]) and Z (born after 1995 [5]) have differing expectations and wishes towards their working life compared to previous generations Generation Y and Z are both characterized by © Springer Nature Switzerland AG 2020 R H M Goossens and A Murata (Eds.): AHFE 2019, AISC 970, pp 3–14, 2020 https://doi.org/10.1007/978-3-030-20145-6_1 L Heimburger et al being highly technically literate [4] Individuals of generation Y are in search for intellectual challenge, seek those who will further enhance their professional development and desire immediate feedback about their performance [4, 6] Further, they desire to perform meaningful work with committed co-workers [4] This value is also shared by individuals of generation Z Both generations expect a high level of digitalization in their workplaces and appreciate innovative, new approaches Gamification is one possible innovative means to enhance user experience (UX) and engagement within the workplace [7] Enriching non-gaming situations (e.g work contexts), with game elements can make tedious tasks more fun and motivate employees, as well as alleviate stress in social situations and make learning more playful When entering a new company, the first weeks strongly influence the level of commitment and the overall length of employment [8] However, there is little research on the effects of gamification on onboarding processes In this paper, we investigate the effect of a gamified onboarding application on onboarding processes, from an employee perspective Further, we investigate the effect of specific personality traits on the users’ preferences As a main research hypothesis, we expect users to significantly prefer gamified onboarding applications over non-gamified approaches Secondly, we suggested correlations between personality traits and the preference for gamified onboarding In the next section, we provide a short overview of recent developments using gamification in working contexts, followed by a short description of the OCEAN personality model The implementation of the onboarding application is presented in Sect Subsequently, the procedure of the study is described in Sect and the results are documented and discussed in Sect The last section concludes the paper and gives a short summary on the limitations of our approach State of the Art 2.1 Gamification in Work Contexts The number of projects and research approaches using gamification in corporate contexts has highly increased in recent years [9] In the service sector, for example in call centers, gamified approaches have been successfully used to promote employee motivation and optimize standard processes [10] The attitude towards gamified work is especially affirmative among younger employees: 86% of young job applicants rated gamification elements as enjoyable and fun [11] Thus, it is no surprise that gamification approaches are now also used beyond the service domain, even trying to enrich repetitive work in production environments After the first ideas emerged in 2012 [12], systems combining assistance and gamification have been designed [13] and evaluated in several studies [14, 15] Gamifying Onboarding: How to Increase Both Engagement and Integration 2.2 Gamification in Human Resources (HR) A study with over 32,000 employees, published in 2012 [16], showed the critical role of motivation and psychological backgrounds in working contexts One of the key findings was that motivated employees lead to increased economic success The German Haufe Group performed a related study in 2017, with a total of 227 participants [17] The results revealed that only 16% of the employees are satisfied with the current onboarding processes and that many companies see considerable potential for improving these processes Depura et al [18] suggest that employees of generations Y and Z desire technologically integrated workplaces with up-to-date software Their study showed that social media, mobile applications and gamification can improve the engagement and learning success of new employees [8] While conventional methods, such as introductory events or special employee sessions are common, more innovative approaches like mobile apps and platforms for onboarding are scarcer 2.3 “Big Five” Personality Traits The OCEAN model, also known as the “Big Five”, is a model defined in the mid-1980s to describe the human personality The model features the personality traits openness, consciousness, extraversion, agreeableness and neuroticism (OCEAN) Paul Costa and Robert McCrae demonstrated that these factors are robust and stable dimensions of the human personality, independent of the empirical instruments, statistical methods, sample type and the cultural area [19] The “Big Five” personality test used in this study is derived from the model of Satow [20] Implementation In order to determine the effects of gamified onboarding applications on the integration process of new employees from the generations Y or Z, two versions of such an application were developed: one featuring gamification elements, and one without such elements We drew inspirations from commercially available applications (see Table 1) to design this app Five major gamified features were implemented in the gamified onboarding app: QR-Hunting, Company-Quiz, Team Bingo, Company-Whisper, and the Onboarding Tree (summary in Table 2) Additionally, the following features were supported in both versions of our application: (1) a newsfeed, where information about upcoming events and (2) the possibility to contact someone from HR or a personal “Buddy” (i.e a dedicated person who is responsible for the training of one specific new employee and works closely with him or her) 6 L Heimburger et al Table Sources of inspiration and elements used for designing the onboarding application: Application Description QuizClash [21] Players can challenge each other with questions on different topics The one who scores more correct answers, wins Players keep a personal plant alive and growing Thus, users are reminded to drink water themselves The visual feedback motivates users to drink water in a playful way Players capture virtual monsters in the real world using augmented reality Collected monsters can be used in virtual fights Social media platform that allows users to publish content (short texts or images) anonymously Plant Nanny – Water Reminder [22] Pokémon GO [23] Jodel [24] Extracted Elements for the Onboarding-App - time pressure - compete against others - collect points - playful visual feedback - smartphone serves as a means of exploring the real world - publish content anonymously Team Bingo: This feature aims to help new employees to playfully get to know other colleagues When tapping on a blue field, the person with whom the appointment should be arranged, is randomly selected from a predefined pool The new employee can then make an appointment for a coffee or a casual after work meeting via the app (Fig 1) In addition, new employees can contact their “buddy” Team Bingo is inspired by the popular American gambling game “Bingo” [25] It aims to enhance social interaction between new colleagues and other employees Fig Screenshots of Team Bingo From left to right: Which persons have been met and how many meetings are still missing? Arrangement of appointments Accepted appointment Gamifying Onboarding: How to Increase Both Engagement and Integration QR-Hunting: The QR-Hunting feature is about finding a specific destination in a dedicated time QR codes are distributed at various locations in the company and offer detailed knowledge about the related topics once scanned When a new challenge is started, the onboarding app provides the new employee with information about the location of a specific QR-code and starts a timer The new employee needs to find and scan the QR-code within the given time period In search for QR-codes, young employees can explore the company in a playful way The game Pokémon GO, designed for mobile devices, served as a major inspiration for this gamification approach: digital tasks can only be completed while exploring the real world Company-Quiz: This feature of the onboarding application was designed to motivate new employees to learn important facts about the company The quiz can be played alone or against other users of the application This playful way of gathering information about the company was inspired by the widespread game QuizClash Onboarding Tree: Drawing inspiration from the application Plant-Nanny, this feature visualizes a user’s progress during the onboarding process by a tree, which grows as he or she progresses through the onboarding process [20, 23] (Fig 2) The more an employee is integrated into the new company, the taller the tree grows This visual representation of progress addresses the common wish of career starters of generation Y and Z for regular feedback on their own performance Fig Onboarding-Tree: visualization of the own progress Company-Whisper: Based on Jodel, a social media application mainly used among students, Company-Whisper allows to publish posts anonymously They are only visible for other users of the company’s onboarding app 8 L Heimburger et al Table Summary of implemented game-design elements [10]: Feature QRHunting CompanyQuiz Game mechanics Timer Game dynamics Time pressure Points, rankings Collecting, competition Time pressure, comparison Collecting, competition Competition Time display Points, rankings Team Bingo OnboardingTree Show quiz opponent Activity documentation Documentation of advancement Goal Cognitive stimulation (many new stimuli) Iterations, higher performance Cognitive stimulation Iterations, higher performance Social recognition Exploration Curiosity: who else can I meet? Visual feedback Feel connected to process of onboarding Study 98 participants (54 female, 44 male, average age = 27) took part in the study All were from generations Y and Z They were either students (62%, n = 61) or young careerstarters (38%, n = 37) The study consisted of an online questionnaire with two parts In the first part, participants watched a video introducing the onboarding app and rated 11 statements about the app (see Table 3), using a 5-point Likert scale (from = “I totally disagree” to = “I totally agree”) Participants had the opportunity to add additional comments in two open questions: “Which features you like best?” and “Is there a feature missing?” In the second part, the participants completed the “Big Five” personality test [20] Table Statements on the onboarding app (OA) in the first part of the questionnaire: S1 S2 S3 S4 S5 S6 S7 S8 S9 S10 S11 The video has made me curious and stimulated me to download the OA I would use the onboarding OA even before my first day of work I can imagine that the OA will make it easier for me to get started in the new company Offering such an OA would welcome me as a new employee I can imagine that the OA helps me to get to know future colleagues more easily I can imagine the OA helping me get to know the company faster I not see any added value in the OA and therefore would not download it The OA shown in the video appeals to me The OA design appeals to me The way the OA is built will be intuitive to use Frequency of the usage of the OA (Never, monthly, weekly, daily, several times a day) Gamifying Onboarding: How to Increase Both Engagement and Integration The participants were divided into two groups: while the experimental group (62 participants) watched a video presenting the gamified onboarding app, the control group (36 participants) watched a video of the same app without gamification elements (i.e QR-Hunting, Company-Quiz, Team Bingo, Company-Whisper and Onboarding Tree) The rating statements and the personality test questions were identical in both groups Results In the analysis of the first part of the questionnaire, t-tests were used to evaluate the preferences for the gamified or non-gamified onboarding application In the second part, we investigated correlations (r = correlation coefficient, Spearman’s rho) between the rated statements on the gamified onboarding app and the “Big Five” personality traits (openness, consciousness, extraversion, agreeableness and neuroticism) 5.1 The Rating Statements All in all, the gamified onboarding application was preferred over the non-gamified version for all 11 statements In the following, we discuss the five statements revealing higher differences in participants’ preferences (see Fig 3) Statement 10: I perceive the onboarding app as intuitive The non-gamified app’s mean rating was 3.64 (SD = 0.87) while the gamified app scored 4.16 (SD = 0.68) This highly significant difference (t(96) = 3.30, p < 002) strongly supports the hypothesis that a gamified onboarding application has advantages over nongamified approaches One reason why the gamified onboarding app was experienced as more intuitive might be due to familiar elements, which participants might already know from other applications (e.g writing messages, or a visual representation of the own progress [26]) Statement 8: I perceive the onboarding app to be fun and appealing Participants in the non-gamified condition ranked this question with a mean of 3.39 (SD = 1.23), while the gamified app’s mean was M = 3.90 (SD = 1.00) The difference is significant with t(62) = 2.14, p < 040 One might suspect the gamified onboarding app to be perceived as more fun and appealing due to the various playful elements The stressful task to familiarize with the new company and new colleagues is enriched by gamification elements offering playful, social interactions New employees might appreciate the engaging, fun way their nervousness is reduced – as one participant framed it: “information before the first day, reduces uncertainties” [P13] Statement 5: I perceive the onboarding app as supportive in getting to know future colleagues The mean of the gamified onboarding application was significantly higher for S5 (M = 3.97, SD = 0.91), than that of the non-gamified approach (M = 3.50, SD = 1.08), with t(63) = 2.19, p < 040 The feature Team Bingo, for example, provides an anonymous and fast way to contact new colleagues By 10 L Heimburger et al providing the opportunity to get in touch virtually, the hurdle to address them in person is by-passed Statement 2: I would rather use the onboarding app before my first day of work scored the mean rating M = 3.94 (SD = 1.35) for the non-gamified app, compared to the mean of M = 4.44 (SD = 0.84) of the gamified app This marginally significant difference shows that the gamified onboarding application addresses the important need for social interaction and integration of new colleagues [27] better than the non-gamified version, with t(51) = 1.97, p < 060 Un-gamified app Gamified app Fig Mean values of the four significant statements regarding the onboarding app 5.2 The “Big Five” Personality Test The analysis of the “Big Five” revealed significant correlations between the two personality traits agreeableness and openness and four of the statements from the first part of the questionnaire (see Table 4) In the following, we will give a short explanation on the personality traits which have been found to be connected to the preference of our gamified approach: • Agreeableness: This trait describes the tendency to be compassionate, cooperative warm-hearted, helpful, tolerant and forgiving towards others [28] • Openness: Openness, sometimes also called “Intellect” [28], is commonly associated with being curious, broad-minded, intelligent and imaginative The gamified application has an appealing design (r = 0.362) and strongly arouses the curiosity of persons with the trait agreeableness (r = 0.255) Further, agreeable individuals assume that the app would help them to get in contact with future colleagues more easily (r = 0.250) Individuals with the trait openness believe that the Gamifying Onboarding: How to Increase Both Engagement and Integration 11 gamified onboarding app would facilitate getting started in the new company (r = 0.303) In the following paragraphs we discuss the significant correlations in more detail Table Significance level of correlations between statements of the gamified onboarding app and personality traits Bold underlined values: significance levels below a = 0.05 The video has made me curious and stimulated me to download the onboarding app I can imagine that the onboarding app will make it easier for me to get started in the new company I can imagine that the onboarding app helps me to get to know future colleagues more easily The app design appeals to me Extraversion Neuroticism Conciousness Agreeableness Openness 0.681 0.078 0.953 0.045 0.130 0.934 0.541 0.580 0.242 0.017 0.147 0.255 0.476 0.050 0.547 0.436 0.365 0.115 0.004 0.294 Agreeableness The Gamified Onboarding App Arouses Curiosity According to the analysis, watching the video of the gamified onboarding app arouses the curiosity of agreeable persons In contrast to the non-gamified version, the gamified one has playful elements, such as Team Bingo As agreeableness is the main dimension by which interaction partners are first judged [29], the gamified app allows open-minded persons to get to know interaction partners more easily The Gamified Onboarding App Supports the Process of Getting to Know Future Colleagues more Easily Agreeable individuals are often described as team players, warm-hearted, cooperative and helpful Several features of the gamified onboarding app promote community and team cohesion, such as Team Bingo, Company-Whisper or Company-Quiz The App Design is Appealing The results show a highly significant correlation between the agreeableness and the rating of the app design As the design is characterized by a clear and intuitive structure and agreeable persons are particularly in search of harmony [30], one may assume that they like the straightforward, harmonious design 12 L Heimburger et al Openness The Gamified Onboarding App helps to Facilitate the Start in the new Company The fact that open-minded individuals think that the gamified onboarding app can facilitate the start in a new company is not surprising After all, open-minded persons are characterized by being curious, imaginative and having a positive attitude towards new experiences An onboarding app which supports meeting new colleagues and conveys the values of a company easily is, therefore, appreciated by persons who are welcoming and broad-minded 5.3 Qualitative Findings In this sub-section we briefly note some of qualitative statements from the two open questions in the questionnaire (“Which features you like best?”, “Is there a feature missing?”) The most frequently mentioned positive feature was Team Bingo Many participants stated that getting to know other colleagues is very important for new employees, e.g “getting to know the team, organization of appointments even after work” [P6] or “contact to other employees through Team Bingo” [P19] This supports our initial research hypothesis that a gamified onboarding app offers benefits over non-gamified approaches Further, it is notable that several participants especially appreciated the “Buddy” concept, for example by stating “I also like the Buddy idea” [P26] Several participants expressed that they would like to regularly receive information on the new company even before the first day of work: “information before the first day, reduces uncertainties” [P13] or “tips on the many little things that you would only understand after days/weeks in the company” [P31] These qualitative findings support our suggestion that innovative and modern approaches for onboarding like apps are in general appreciated by young employees of generation Y and Z Conclusion In this work, we analyzed how gamification can affect onboarding processes Firstly, we described a mobile onboarding application specifically developed to support onboarding processes for those in generations Y and Z Secondly, we reported a study with 98 participants of these young generations (either students or young career starters) Our goal was to determine if a gamified version of the onboarding application is preferred over a version without playful elements According to our expectations, the gamified onboarding app was preferred to the non-gamified version Four out of 11 rating statements revealed statistically significant differences: users perceived the gamified onboarding app as more intuitive, more fun and appealing, more supportive in meeting future colleagues, and they would rather use the gamified version before their first day of work Also, the expectations on correlations with personality traits were confirmed: the study showed that especially agreeableness and openness correlate with the preference Gamifying Onboarding: How to Increase Both Engagement and Integration 13 for the gamified onboarding app Furthermore, qualitative findings indicate that features promoting social integration are particularly well received, especially the playful feature Team Bingo In conclusion, we believe that the integration of gamified features makes onboarding solutions more effective and more user-oriented, especially for employees of the generations Y and Z Important information can be learned in a playful way and contact with advisors and future team members is facilitated Limitations and Future Work To obtain more in-depth results, the survey should be repeated at a later stage in the development process of the gamified onboarding application As a result, the user experiences could be tested with a fully implemented application, rather than a video demonstration of the app Acknowledgements This 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