Information ergonomics is an evolving application domain of ergonomics focusing on the management of workload in the real-world contexts of information-intensive tasks. This study introduces a method for the evaluation of information ergonomics in knowledge work. To this end, five key dimensions of information ergonomics were identified: contextual factors of knowledge work, multitasking, interruptions at work, practices for managing information load, and perceived job control and productivity. In total, 24 measures focusing on the above dimensions were constructed. The measures include, for example, the number of fragmented work tasks per work day. The measures were preliminarily tested in two Finnish organisations, making use of empirical data gathered by interviews, electronic questionnaires and log data applications tracking work processes on personal computers. The measures are applicable to the evaluation of information ergonomics, even though individual measures vary with regard to the amount of work and time needed for data analysis. Practitioner Summary: The study introduces a method for the evaluation of information ergonomics in knowledge work. To this end, 24 measures were constructed and tested empirically. The measures focus on contextual factors of knowledge work, multitasking, interruptions at work, practices for managing information load, and perceived job control and productivity.
Purpose -The paper proposes a model aiming at the explanation of the formation of coordinative knowledge practices in distributed work. Findings from a pilot study aiming at the preliminary testing of the model are presented and discussed.Design/methodology/approach -The explanatory model was developed by combining concepts and findings developed in studies of social capital, knowledge sharing and computer supported cooperative work. The empirical data were gathered in 2007-2008 in a multi-unit Finnish chemical company production site. The methods used were structured observation of work processes, semi-structured interviews and a web-based questionnaire.Findings -The model suggested that coordinative knowledge practices are shaped by four major factors: work coupling, social capital, spatio-temporality and affordances of collaboration technologies. The empirical study showed that these concepts can be successfully applied in empirical research to better understand and support the development of coordinative knowledge practices.Practical implications -The findings can be utilized in the analysis and assessment of coordinative knowledge practices between distributed work groups in multi-unit organizations. The findings can also be used in the development of solutions for knowledge sharing and communication in distributed work organizations and communities.Originality/value -The model developed provides a novel perspective for the study of knowledge practices in the context of distributed group work. The model proposes that varying degrees in work coupling intensity, social capital, spatio-temporality and affordances of collaborative technologies explain the emergence of coordinative knowledge practices. The study shows how coordinative knowledge practices can be studied empirically. The empirical study resulted in a typology of coordinative knowledge practices.
The study examined the nature of task management practices, their prevalence and relations to experiences of work fragmentation and productivity among Finnish state governmental organization employees, all of them knowledge workers.In the descriptive analysis it was found out, that knowledge workers experience most often work fragmentation as experiences of extreme hurry and forgetfulness. When considering productivity, respondents were more often satisfied with the quality of work they were able to fulfil, but less often to the amount of work they were able to finish. Less than half of the respondents collect and list all of their tasks into one place regularly. Every fifth of respondents newer plan or write down work duties and goals for the beginning work week, and every fourth of respondents never decide the start and due date for their single work tasks. Nearly every fifth never utilised any digital tool to support any personal task management activity. The correlation analysis revealed that negative correlation between the experiences of work fragmentation and productivity was statistically significant. Experiences of effectiveness of task management was negatively correlated with work fragmentation. Finally, maturity of applied task management practices was positively correlated with effectiveness of task management.
Purpose Work environment change from the traditional cell- and open-space offices to activity-based work (ABW) generates many concerns among workforce and management. The purpose of this study is to observe impacts of ABW change on several knowledge work performance drivers and outputs. Design/methodology/approach A quasi-experimental design was applied to distinguish the impact of ABW on several dimensions of knowledge work performance in three governmental organizations. The empirical measures that were observed in the study were: perceptions of physical environment, virtual environment and social environment, individual ways of working, well-being at work and self-assessed productivity. Findings Well-being at work or productivity will not collapse because of ABW change. Most of the facets of self-assessed productivity and all of the well-being facets did not change because of the adoption of ABW. ABW change had a positive impact on group work effectiveness but negative effect on perceptions of the facilities as conducive for efficient working. ABW change had an enhancing effect on the routine of protecting one’s concentration from software-induced interruptions and decreasing effect on using mobile technologies to work during idle times and using technology to avoid unnecessary traveling. ABW change made telework more acceptable. Originality/value To the best of the authors’ knowledge, this study was one the first studies following real-world change to ABW with quasi-experimental design. The difference-in-differences approach made it possible to isolate the causal impact of ABW change on the knowledge work performance drivers and outputs from other simultaneous changes taking place in the studied workplaces.
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