Have a look around: the effect of physical environments on risk behaviour in work-related versus non-work related decision-making tasks.

Due to ubiquitous computing, knowledge workers do not only work in typical work-associated environments (e.g. the office) but also wherever it best suits their schedule or preferences (e.g. the park). In two experiments using laboratory and field methods, we compared decision making in work and non-work environments. We hypothesised that participants make riskier work-related decisions when in work-associated environments and riskier non-work-related decisions in non-work-associated environments. Therefore, if environment (work vs. non-work) and decision-making task (work-related vs. non-work-related) are incongruent, then risk-taking should be lower, as the decision maker might feel the situation is unusual or inappropriate. Although results do not reveal that work-associated environments generally encourage riskier work-related decisions (and likewise for non-work), we found environmental effects on decision making when including mood as a moderator. Practitioner summary: Mobile workers are required to make decisions in various environments. We assumed that decisions are more risky when they are made in a fitting environment (e.g. work-related decisions in work environments). Results of the two experiments (laboratory and field) only show an environmental effect when mood is included as a moderator.

Ubiquitous Working: Do Work Versus Non-work Environments Affect Decision-Making and Concentration?

New communication technologies and mobile devices have enabled knowledge workers to work independently of location and in more than one fixed environment (ubiquitous working). Previous research shows that physical environments can influence cognition and work performance. We manipulated environment (i.e., a virtual office as a typical work environment compared to a virtual garden as a non-work environment) and time pressure (i.e., inducing time pressure vs. no time pressure) in order to investigate whether the environment influences decision-making and concentration. N = 109 students participated in this laboratory experiment. We posited (a) that a work environment would activate a work-related schema which in turn would enhance concentration performance and make decisions more risky compared to non-work environments and (b) that the environmental effect is more pronounced if time pressure is present compared to conditions where no time pressure is present. We found modest hypothesis-confirming main effects of environment on decision-making and concentration but no interaction effect with time pressure. As we used an innovative methodology that entails several limitations, future research is needed to give insights into the process and to investigate whether results hold true for all types of work settings, work demands, or work activities.

Cognitive foundations of organizational learning: re-introducing the distinction between declarative and non-declarative knowledge.

Contemporary research into socio-cognitive foundations of organizational learning tends to disregard the distinction between declarative and non-declarative knowledge. By reviewing the literature from organizational learning research and cognitive psychology we explain that this distinction is crucial. We describe the foundations of organizational learning by referring to models that consider the interplay between individual and collective knowledge-related processes in organizations. We highlight the existence of a research gap resulting from the finding that these approaches have widely neglected the existence of different types of knowledge. We then elaborate on characteristics of declarative and non-declarative knowledge in general, consider organizations as structures of distributed cognition, and discuss the relationship between organizational knowledge and practice. Subsequently, we examine the role of declarative and non-declarative knowledge in the context of organizational learning. Here, we analyze (1) the cognitive and social mechanisms underlying the development of declarative and non-declarative knowledge within structures of distributed cognition; and (2) the relationship between alterations in declarative and non-declarative types of knowledge on the one hand and changes in organizational practice on the other. Concluding, we discuss implications of our analysis for organizational learning research. We explain how our integrative perspective may offer starting points for a refined understanding of the sub-processes involved in organizational learning and unlearning and may support a better understanding of practical problems related to organizational learning and change.

Learning and Collective Knowledge Construction With Social Media: A Process-Oriented Perspective.

Social media are increasingly being used for educational purposes. The first part of this article briefly reviews literature that reports on educational applications of social media tools. The second part discusses theories that may provide a basis for analyzing the processes that are relevant for individual learning and collective knowledge construction. We argue that a systems-theoretical constructivist approach is appropriate to examine the processes of educational social media use, namely, self-organization, the internalization of information, the externalization of knowledge, and the interplay of externalization and internalization providing the basis of a co-evolution of cognitive and social systems. In the third part we present research findings that illustrate and support this systems-theoretical framework. Concluding, we discuss the implications for educational design and for future research on learning and collective knowledge construction with social media.

Impact of virtual training environments on the acquisition and transfer of knowledge.

Virtual training environments are appropriate to train complex tasks that require collaboration and interaction among the members of a team, especially if training in reality is not possible, too expensive or too dangerous. The field study reported in this paper compared three training conditions (virtual condition, standard condition, and control condition). The participants were police officers who were being trained in the communication between ground forces and a helicopter crew during an operation. This task (like many other tasks of the police, fire brigade and emergency services) is of high complexity and has no single "correct" solution, is based on specialization of tasks within a team, requires intensive communication among team members, and consists of situations in which human beings are in danger. Learning outcomes and knowledge transfer were measured as dependent variables. The results validate that virtual training was as efficient as standard training with regard to knowledge acquisition, and it was even more efficient with regard to knowledge transfer. With regard to the perceived value of the training, the participants judged standard training to be better than virtual training (except for training satisfaction, where no difference was found between standard and virtual training). These results indicate that virtual training is an effective tool for training in complex tasks that require collaboration and cannot fully be trained for in reality.

Training in virtual environments: putting theory into practice.

Virtual training environments are used when training in reality is challenging because of the high costs, danger, time or effort involved. In this paper we argue for a theory-driven development of such environments, with the aim of connecting theory to practice and ensuring that the training provided fits the needs of the trained persons and their organisations. As an example, we describe the development of VirtualPolice (ViPOL), a training environment for police officers in a federal state of Germany. We provided the theoretical foundation for ViPOL concerning the feeling of being present, social context, learning motivation and perspective-taking. We developed a framework to put theory into practice. To evaluate our framework we interviewed the stakeholders of ViPOL and surveyed current challenges and limitations of virtual training. The results led to a review of a theory-into-practice framework which is presented in the conclusion. PRACTITIONER SUMMARY: Feeling of presence, social context, learning motivation and perspective-taking are relevant for training in virtual environments. The theory-into-practice framework presented here supports developers and trainers in implementing virtual training tools. The framework was validated with an interview study of stakeholders of a virtual training project. We identified limitations, opportunities and challenges.

The impact of group membership on collaborative learning with wikis.

The social web stimulates learning through collaboration. However, information in the social web is often associated with information about its author. Based on previous evidence that ingroup information is preferred to outgroup information, the current research investigates whether group memberships of wiki authors affect learning. In an experimental study, we manipulated the group memberships (ingroup vs. outgroup) of wiki authors by using nicknames. The designated group memberships (being fans of a soccer team or not) were completely irrelevant for the domain of the wiki (the medical disorder fibromyalgia). Nevertheless, wiki information from the ingroup led to more integration of information into prior knowledge as well as more increase of factual knowledge than information from the outgroup. The results demonstrate that individuals apply social selection strategies when considering information from wikis, which may foster, but also hinder, learning and collaboration. Practical implications for collaborative learning in the social web are discussed.