Search

Advances in language modeling have paved the way for novel human-AI co-writing experiences. This paper explores how varying levels of scaffolding from large language models (LLMs) shape the co-writing process. Employing a within-subjects field experiment with a Latin square design, we asked participants (N=131) to respond to argumentative writing prompts under three randomly sequenced conditions: no AI assistance (control), next-sentence suggestions (low scaffolding), and next-paragraph suggestions (high scaffolding). Our findings reveal a U-shaped impact of scaffolding on writing quality and productivity (words/time). While low scaffolding did not significantly improve writing quality or productivity, high scaffolding led to significant improvements, especially benefiting non-regular writers and less tech-savvy users. No significant cognitive burden was observed while using the scaffolded writing tools, but a moderate decrease in text ownership and satisfaction was noted. Our results have broad implications for the design of AI-powered writing tools, including the need for personalized scaffolding mechanisms., Comment: Appearing at CHI 2024 (Honolulu, HI)

Robots are becoming an important way to deliver health care, and personality is vital to understanding their effectiveness. Despite this, there is a lack of a systematic overarching understanding of personality in health care human robot interaction (H-HRI). To address this, the authors conducted a review that identified 18 studies on personality in H-HRI. This paper presents the results of that systematic literature review. Insights are derived from this review regarding the methodologies, outcomes, and samples utilized. The authors of this review discuss findings across this literature while identifying several gaps worthy of attention. Overall, this paper is an important starting point in understanding personality in H-HRI., Comment: 9 pages, 5 figures

In the age of Artificial Intelligence and automation, machines have taken over many key managerial tasks. Replacing managers with AI systems may have a negative impact on workers outcomes. It is unclear if workers receive the same benefits from their relationships with AI systems, raising the question: What degree does the relationship between AI systems and workers impact worker outcomes? We draw on IT identity to understand the influence of identification with AI systems on job performance. From this theoretical perspective, we propose a research model and conduct a survey of 97 MTurk workers to test the model. The findings reveal that work role identity and organizational identity are key determinants of identification with AI systems. Furthermore, the findings show that identification with AI systems does increase job performance., Comment: 10 pages, 1 Figure

Organizations are rapidly deploying artificial intelligence (AI) systems to manage their workers. However, AI has been found at times to be unfair to workers. Unfairness toward workers has been associated with decreased worker effort and increased worker turnover. To avoid such problems, AI systems must be designed to support fairness and redress instances of unfairness. Despite the attention related to AI unfairness, there has not been a theoretical and systematic approach to developing a design agenda. This paper addresses the issue in three ways. First, we introduce the organizational justice theory, three different fairness types (distributive, procedural, interactional), and the frameworks for redressing instances of unfairness (retributive justice, restorative justice). Second, we review the design literature that specifically focuses on issues of AI fairness in organizations. Third, we propose a design agenda for AI fairness in organizations that applies each of the fairness types to organizational scenarios. Then, the paper concludes with implications for future research., Comment: 66 pages, 2 figures

Personality has been identified as a vital factor in understanding the quality of human robot interactions. Despite this the research in this area remains fragmented and lacks a coherent framework. This makes it difficult to understand what we know and identify what we do not. As a result our knowledge of personality in human robot interactions has not kept pace with the deployment of robots in organizations or in our broader society. To address this shortcoming, this paper reviews 83 articles and 84 separate studies to assess the current state of human robot personality research. This review: (1) highlights major thematic research areas, (2) identifies gaps in the literature, (3) derives and presents major conclusions from the literature and (4) offers guidance for future research., Comment: 70 pages, 2 figures

We conduct a study of hiring bias on a simulation platform where we ask Amazon MTurk participants to make hiring decisions for a mathematically intensive task. Our findings suggest hiring biases against Black workers and less attractive workers and preferences towards Asian workers female workers and more attractive workers. We also show that certain UI designs including provision of candidates information at the individual level and reducing the number of choices can significantly reduce discrimination. However provision of candidates information at the subgroup level can increase discrimination. The results have practical implications for designing better online freelance marketplaces., Comment: 11 page, 2 figures, 38rd ACM Conference on Human Factors in Computing Systems, CHI 2020

In conditionally automated driving, drivers have difficulty in takeover transitions as they become increasingly decoupled from the operational level of driving. Factors influencing takeover performance, such as takeover lead time and the engagement of non-driving related tasks, have been studied in the past. However, despite the important role emotions play in human-machine interaction and in manual driving, little is known about how emotions influence drivers takeover performance. This study, therefore, examined the effects of emotional valence and arousal on drivers takeover timeliness and quality in conditionally automated driving. We conducted a driving simulation experiment with 32 participants. Movie clips were played for emotion induction. Participants with different levels of emotional valence and arousal were required to take over control from automated driving, and their takeover time and quality were analyzed. Results indicate that positive valence led to better takeover quality in the form of a smaller maximum resulting acceleration and a smaller maximum resulting jerk. However, high arousal did not yield an advantage in takeover time. This study contributes to the literature by demonstrating how emotional valence and arousal affect takeover performance. The benefits of positive emotions carry over from manual driving to conditionally automated driving while the benefits of arousal do not., Comment: 28 pages, 7 figures

Driver assistance systems, also called automated driving systems, allow drivers to immerse themselves in non-driving-related tasks. Unfortunately, drivers may not trust the automated driving system, which prevents either handing over the driving task or fully focusing on the secondary task. We assert that enhancing situational awareness can increase trust in automation. Situational awareness should increase trust and lead to better secondary task performance. This study manipulated situational awareness by providing them with different types of information: the control condition provided no information to the driver, the low condition provided a status update, while the high condition provided a status update and a suggested course of action. Data collected included measures of trust, trusting behavior, and task performance through surveys, eye-tracking, and heart rate data. Results show that situational awareness both promoted and moderated the impact of trust in the automated vehicle, leading to better secondary task performance. This result was evident in measures of self-reported trust and trusting behavior., Comment: 26 pages