In our paper we present first performance measurement results of a digital simulation laboratory, which is applied in the context of industrial front-end team training. The design of the simulation laboratory is oriented towards an Escape Room. First, we situate the presented approach within existing competency understandings and accompanying training approaches in the context of Industry 4.0 Performance measurement for front-end training has been a challenge in this context so far, since performance, unlike in the back-end, is not attributable to specific production results, but becomes visible on a superior process level. Building on the competency facets of complexity management, self-reflection, creative problem solving, and cooperation (Wilkens et al., 2017) as well as action implementation (Heyse & Erpenbeck, 2009), the performance measurement presented addresses the question which individual competencies have an impact on team performance in the simulation scenario. Preliminary results show that the individual competencies among team members have a lower impact on performance than moderating factors such as heterogeneity and cohesion within the team. In order to increase the performance of front-end teams, it therefore appears to be reasonable to focus more on developing team structures rather than only on individual competence development.

Purpose This paper aims to explore the influence of collective orientation (CO) on coordination and team performance for interdependently working teams while controlling for person-related and team variables. Design/methodology/approach A total of 58 two-person-teams participated in a simulation-based firefighting task. The laboratory study took 2 h for each team. The effects of CO in tasks of increasing complexity were investigated under the consideration of control variables, and the relations between CO, coordination and team performance were assessed using a multivariate latent growth curve modeling approach and by estimating indirect effects in simple mediation models. Findings Team members high on CO performed significantly better than low-scoring members. The effect of CO on team performance was independent from an increasing task complexity, whereas the effect of CO on coordination was not. The effect of CO on team performance was mediated by coordination within the team, and the positive relation between CO and performance persists when including group efficacy into the model. Research limitations/implications As CO is a modifiable person-related variable and important for effective team processes, additional research on factors influencing this attitude during work is assumed to be valuable. Practical implications CO is especially important for highly interdependently working teams in high-risk-organizations such as the fire service or nuclear power plants, where errors lead to severe consequences for human beings or the environment. Originality/value No other studies showed the importance of CO for coordination and team performance while considering teamwork-relevant variables and the interdependence of work.

Der Einsatz von Künstlicher Intelligenz (KI) in Produktion und Fertigung wird die Arbeitswelt und die Fabrikfertigung verändern. Dieser Beitrag widmet sich der Frage, wie die Arbeit mit KI im Interesse des Menschen gestaltet werden kann. Dafür werden verschiedene Perspektiven auf menschzentrierte KI vorgestellt. Nachfolgend wird das Modell SMART-er Arbeitsgestaltung eingeführt [37, 43]. Dieses dient als Heuristik, vor dessen Hintergrund Kriterien für die Entwicklung menschzentrierter hybrider Intelligenzen diskutiert werden. Abschließend werden fünf Gestaltungsschritte abgeleitet, die Unternehmen bei der menschzentrierten Gestaltung von Mensch-KI-Teams helfen können.

Lecturers teaching statistics are faced with several challenges supporting students' learning in appropriate ways. A variety of methods and tools exist to facilitate students' learning on statistics courses. The online questionnaires presented in this report are a new, slightly different computer-based tool: the central aim was to support students to master the course content and to provide the lecturer with continuous feedback about the students' difficulties and deficits. The aims of online questionnaires supporting teaching and learning of statistics are compared to aims of other computer-based and non-computerized methods and tools. Additionally, data from a first evaluation of the questionnaires is presented. In a first year psychology student's statistics course (bachelor program), students were offered the possibility of filling in an online questionnaire every time a specific theme had been taught. Out of the 126 first year students there were 28 who answered the online questionnaires regularly and 12 answered them sometimes. Those who answered the online questionnaires assessed them as helpful for their understanding of the course's content. The lecturer judged the online questionnaires as particular helpful for improving teaching and assessing performance deficits.

PurposeThe purpose of this paper is to explore how positive organizational behaviors, specifically team proactivity, can be captured through digital data and what determines content validity of these data. The aim is to enable scientifically rigorous HR analytics projects for measuring and managing organizational behavior.Design/methodology/approachResults are derived from interview data (N = 24) with team members, HR professionals and consultants of HR software.FindingsBased on inductive qualitative content analysis, the authors clustered six data types generated/recorded by 13 different technological applications that were proposed to be informative of team proactivity. Four determinants of content validity were derived.Practical implicationsThe overview of technological applications and resulting data types can stimulate diverse HR analytics projects, which can contribute to organizational performance. The authors suggest ways to control for the threats to content validity in the design of HR analytics or research projects.Originality/valueHR analytics projects in the application field of managing organizational behavior are rare. This paper provides starting points for choosing data to measure team proactivity as one form of organizational behavior and guidelines for ensuring their validity.