An Exploration Of Parameters Affecting Employee Energy Conversation Behaviour At The Workplace, Towards IOT-Enabled Behavioural Interventions

Energy conservation is one of the widely recognised important means towards addressing CO2 emissions and the resulting global issue of climate change. Furthermore, public buildings have been recognised as contributing significantly to the consumption of energy worldwide. More importantly, occupant behaviour, a factor that needs to be studied further, can have a high impact on the energy consumed within public buildings. Through our study, we have conducted an exploratory study on the parameters affecting employee energy conservation behaviour in public buildings, towards constructing a behavioural model that can be employed in IoT-enabled personalised energy disaggregation initiatives. We propose an extension to an existing model of employee energy behaviour based on Values Beliefs Norms (VBN) theory, with the addition of five parameters – comfort levels, burnout, locus of control, personal disadvantages and energy awareness. In addition, we discriminate between two groups of inter-related energy conservation behaviours at work – popular and unpopular energy conservation behaviours – and explain our resulting behavioural models’ utility towards IoT-enabled energy conservation, within workplaces. We find that promoting employees’ energy awareness levels, as well as positively affecting their environmental worldviews and personal norms are important factors that should be considered in behavioural interventions toward energy conservation at the workplace

Designing Gamification for Sustainable Employee Behavior: Insights on Employee Motivations, Design Features and Gamification Elements

Encouraging sustainable employee behavior is critical for companies in the face of increasing societal pressure towards sustainability. While gamification has been shown to influence employee behavior effectively, current attempts to design gamification for sustainability in the workplace largely neglect the importance of understanding personal factors and contextual characteristics. This work explores employees' motivations for sustainable behavior and expectations for design features through in-depth interviews with 27 employees from different SMEs. Our results show that many employees tend to be egoistically motivated, suggesting the design of appropriate narratives and individualistic-oriented design features. Employees expected utilitarian, hedonistic, and social design features that primarily serve to support them in achieving personal sustainability goals while highlighting that gamification at work should also integrate seamlessly with existing work routines. We contribute to gamification design research by discussing the particularities of the workplace sustainability context and shedding new light on involving users in gamification design

SPARC 2018 Internationalisation and collaboration : Salford postgraduate annual research conference book of abstracts

Welcome to the Book of Abstracts for the 2018 SPARC conference. This year we not only celebrate the work of our PGRs but also the launch of our Doctoral School, which makes this year’s conference extra special. Once again we have received a tremendous contribution from our postgraduate research community; with over 100 presenters, the conference truly showcases a vibrant PGR community at Salford. These abstracts provide a taster of the research strengths of their works, and provide delegates with a reference point for networking and initiating critical debate. With such wide-ranging topics being showcased, we encourage you to take up this great opportunity to engage with researchers working in different subject areas from your own. To meet global challenges, high impact research inevitably requires interdisciplinary collaboration. This is recognised by all major research funders. Therefore engaging with the work of others and forging collaborations across subject areas is an essential skill for the next generation of researchers

Internet of Things enabled sedentary behaviour change in office workers: development and feasibility of a novel intervention (WorkMyWay)

Sedentary behaviour (SB) without breaks is associated with adverse health outcomes. The prevalence of prolonged sitting at work among office workers makes a case for SB interventions to target this setting and population. Everyday mundane objects augmented with microelectronics and ubiquitous computing represent a novel mode of delivery for behaviour change interventions enabled by the Internet of Things (IoT). However, there is insufficient research to guide the design of interventions delivered with smart objects. This research addresses this gap by developing WorkMyWay, a workplace SB intervention delivered with IoT-enabled office objects (e.g. smart water bottles and cups), and evaluating its feasibility and acceptability in an 8-week “in-the-wild” study. This thesis made 4 contributions across the disciplines of behavioural medicine and human-computer interactions (HCI). The first contribution is the development of the WorkMyWay intervention, which is informed by findings from a systematic scoping review of prior research in this field (Chapter 3), a diary-probed interview study with 20 office workers (Chapter 4), and a series of technology audit, prototyping, human-centred design, and requirement engineering processes (Chapter 5). Findings from the feasibility study (Chapter 6) suggest that despite technical issues with the data connection, participants perceive high value of WorkMyWay in changing their SB. The intervention is potentially implementable in office-based workplaces, as long as connectivity issues are fixed. Recommendations are made on improvements and a series of future studies in accordance with the Medical Research Council’s guidance on complex intervention development and evaluation. Second, this thesis deepens the theoretical understanding of SB change, by following the Behaviour Change Wheel framework (including the COM-B model, theoretical domain framework, and taxonomies of Behaviour Change Techniques (BCT)) throughout intervention design and evaluation. The intervention contents are specified using the BCT taxonomies (Chapter 5) and informed by the first published COM-B analysis of office worker’s prolonged sitting behaviour at work (Chapter 4). This allows the feasibility study (Chapter 6) to contribute to theory development by matching the interview questions and psychological measures (e.g. strength of habit) with the BCTs (e.g. action planning, prompts and cues) and associated theoretical underpinnings (e.g. goal accessibility). It also allows implementation issues to be considered in light of how well those theories and theory-informed BCTs can work in real-life settings. Third, this thesis makes a methodological contribution by documenting an interdisciplinary approach to develop a digital behaviour change intervention and a model for applying and developing theories of behaviour change in the wild. This helps address the challenge identified in Chapter 3, by bridging the gap between HCI and behavioural medicine, and catalyse the process of feeding technological innovations downstream to health practice and intervention research. Fourth, this research contributes to the HCI literature by proposing a 2×2 matrix framework to guide the design of technology for sustainable behaviour change. On one hand, the framework unifies some of the existing visions and concepts about ubiquitous computing and applies them to the context of behaviour change, by considering the type of cognitive process (automatic versus reflective, based on the dual process model) through which a persuasive design influences the behaviour. For another, the framework considers the required dosage of their technology intervention to maintain the behaviour, or the distribution of changes between the physical world and the human cognition

The Evolution of Smart Buildings: An Industrial Perspective of the Development of Smart Buildings in the 2010s

Over the course of the 2010s, specialist research bodies have failed to provide a holistic view of the changes in the prominent reason (as driven by industry) for creating a smart building. Over the 2010s, research tended to focus on remaining deeply involved in only single issues or value drivers. Through an analysis of the author’s peer reviewed and published works (book chapters, articles, essays and podcasts), supplemented with additional contextual academic literature, a model for how the key drivers for creating a smart building have evolved in industry during the 2010s is presented. The critical research commentary within this thesis, tracks the incremental advances of technology and their application to the built environment via academic movements, industrial shifts, or the author’s personal contributions. This thesis has found that it is demonstrable, through the chronology and publication dates of the included research papers, that as the financial cost and complexity of sensors and cloud computing reduced, smart buildings became increasingly prevalent. Initially, sustainability was the primary focus with the use of HVAC analytics and advanced metering in the early 2010s. The middle of the decade saw an economic transformation of the commercial office sector and the driver for creating a smart building was concerned with delivering flexible yet quantifiably used space. Driven by society’s emphasis on health, wellbeing and productivity, smart buildings pivoted their focus towards the end of the 2010s. Smart building technologies were required to demonstrate the impacts of architecture on the human. This research has evidenced that smart buildings use data to improve performance in sustainability, in space usage or for humancentric outcomes

The appraisal of Facebook online community: An exposition of mobile commerce in social media reviews

Peer reviewe

Wearables at work:preferences from an employee’s perspective

This exploratory study aims to obtain a first impression of the wishes and needs of employees on the use of wearables at work for health promotion. 76 employ-ees with a mean age of 40 years old (SD ±11.7) filled in a survey after trying out a wearable. Most employees see the potential of using wearable devices for workplace health promotion. However, according to employees, some negative aspects should be overcome before wearables can effectively contribute to health promotion. The most mentioned negative aspects were poor visualization and un-pleasantness of wearing. Specifically for the workplace, employees were con-cerned about the privacy of data collection

Human resource management in the age of generative artificial intelligence::Perspectives and research directions on ChatGPT

ChatGPT and its variants that use generative artificial intelligence (AI) models have rapidly become a focal point in academic and media discussions about their potential benefits and drawbacks across various sectors of the economy, democracy, society, and environment. It remains unclear whether these technologies result in job displacement or creation, or if they merely shift human labour by generating new, potentially trivial or practically irrelevant, information and decisions. According to the CEO of ChatGPT, the potential impact of this new family of AI technology could be as big as “the printing press”, with significant implications for employment, stakeholder relationships, business models, and academic research, and its full consequences are largely undiscovered and uncertain. The introduction of more advanced and potent generative AI tools in the AI market, following the launch of ChatGPT, has ramped up the “AI arms race”, creating continuing uncertainty for workers, expanding their business applications, while heightening risks related to well‐being, bias, misinformation, context insensitivity, privacy issues, ethical dilemmas, and security. Given these developments, this perspectives editorial offers a collection of perspectives and research pathways to extend HRM scholarship in the realm of generative AI. In doing so, the discussion synthesizes the literature on AI and generative AI, connecting it to various aspects of HRM processes, practices, relationships, and outcomes, thereby contributing to shaping the future of HRM research