A Review and Characterization of Progressive Visual Analytics

Progressive Visual Analytics (PVA) has gained increasing attention over the past years. It brings the user into the loop during otherwise long-running and non-transparent computations by producing intermediate partial results. These partial results can be shown to the user for early and continuous interaction with the emerging end result even while it is still being computed. Yet as clear-cut as this fundamental idea seems, the existing body of literature puts forth various interpretations and instantiations that have created a research domain of competing terms, various definitions, as well as long lists of practical requirements and design guidelines spread across different scientific communities. This makes it more and more difficult to get a succinct understanding of PVA’s principal concepts, let alone an overview of this increasingly diverging field. The review and discussion of PVA presented in this paper address these issues and provide (1) a literature collection on this topic, (2) a conceptual characterization of PVA, as well as (3) a consolidated set of practical recommendations for implementing and using PVA-based visual analytics solutions

An application driven comparison of depth perception on desktop 3D displays.

Desktop 3D displays vary in their optical design and this results in a significant variation in the way in which stereo images are physically displayed on different 3D displays. When precise depth judgements need to be made these differences may become critical to task performance. Applications where this is a particular issue include medical imaging, geoscience and scientific visualization. We investigate perceived depth thresholds for four classes of desktop 3D display; full resolution, row interleaved, column interleaved and colour-column interleaved. Given the same input image resolution we calculate the physical view resolution for each class of display to geometrically predict its minimum perceived depth threshold. To verify our geometric predictions we present the design of a task where viewers are required to judge which of two neighboring squares lies in front of the other. We report results from a trial using this task where participants are randomly asked to judge whether they can perceive one of four levels of image disparity (0,2,4 and 6 pixels) on seven different desktop 3D displays. The results show a strong effect and the task produces reliable results that are sensitive to display differences. However, we conclude that depth judgement performance cannot always be predicted from display geometry alone. Other system factors, including software drivers, electronic interfaces, and individual participant differences must also be considered when choosing a 3D display to make critical depth judgements

The Ideal Judge: How Implicit Bias Shapes Assessment of State Judges

Judicial Performance Evaluation (JPE) is generally seen as an important part of the merit system, which often suffers from a lack of relevant voter information. Utah’s JPE system has undergone significant change in recent years. Using data from the two most recent JPE surveys, we provide a preliminary look at the operation of this new system. Our results suggest that the survey component has difficulty distinguishing among the judges on the basis of relevant criteria. The question prompts intended to measure performance on different ABA categories are also indistinguishable. We find evidence that, on some measures, female judges do disproportionately worse than male judges. We suggest that the free response comments and the new Court Observation Program results may improve the ability of the commission to make meaningful distinctions among the judges on the basis of appropriate criteria

The effect of state core self-evaluations on task performance, organizational citizenship behaviour, and counterproductive work behaviour

Although the personality-performance relationship has been studied extensively, most studies focused on the relationship between between-person differences in the Big Five personality dimensions and between-person differences in job performance. The current paper extends this research in two ways. First, we build on core self-evaluations (CSEs): an alternative, broad personality dimension that has proven to be a good predictor of job performance. Second, we tested concurrent and lagged within-person relationships between CSEs and task performance, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB). To this end, we conducted two experience sampling studies; the first one assessing the relationship between state CSEs and levels of momentary task performance and OCB, and a second study in which employees reported on their level of state CSEs and momentary CWB. Results showed that there is substantial within-person variability in CSEs and that these within-person fluctuations relate to within-person variation in task performance, OCB, and CWB towards the organization, and CWB towards the individual. Moreover, CSEs prospectively predicted within-person differences in task performance and CWB towards the organization, whereas the reversed effect did not hold. These findings tentatively suggest that state CSEs predict performance, rather than the other way around

Public confidence in policing: a neo-Durkheimian perspective

Public confidence in policing has received much attention in recent years, but few studies outside of the United States have examined the sociological and social–psychological processes that underpin trust and support. This study, conducted in a rural English location, finds that trust and confidence in the police are shaped not by sentiments about risk and crime, but by evaluations of the values and morals that underpin community life. Furthermore, to garner public confidence, the police must be seen first to typify group morals and values and second to treat the public with dignity and fairness. All these findings are consistent with the perspective that people are Durkheimian in their attitudes towards crime, policing and punishment—a perspective developed here in this paper

Identifying the information for the visual perception of relative phase

The production and perception of coordinated rhythmic movement are very specifically structured. For production and perception, 0° mean relative phase is stable, 180° is less stable, and no other state is stable without training. It has been hypothesized that perceptual stability characteristics underpin the movement stability characteristics, which has led to the development of a phase-driven oscillator model (e.g., Bingham, 2004a, 2004b). In the present study, a novel perturbation method was used to explore the identity of the perceptual information being used in rhythmic movement tasks. In the three conditions, relative position, relative speed, and frequency (variables motivated by the model) were selectively perturbed. Ten participants performed a judgment task to identify 0° or 180° under these perturbation conditions, and 8 participants who had been trained to visually discriminate 90° performed the task with perturbed 90° displays. Discrimination of 0° and 180° was unperturbed in 7 out of the 10 participants, but discrimination of 90° was completely disrupted by the position perturbation and was made noisy by the frequency perturbation. We concluded that (1) the information used by most observers to perceive relative phase at 0° and 180° was relative direction and (2) becoming an expert perceiver of 90° entails learning a new variable composed of position and speed

Exploring personality-targeted UI design in online social participation systems

We present a theoretical foundation and empirical findings demonstrating the effectiveness of personality-targeted design. Much like a medical treatment applied to a person based on his specific genetic profile, we argue that theory-driven, personality-targeted UI design can be more effective than design applied to the entire population. The empirical exploration focused on two settings, two populations and two personality traits: Study 1 shows that users' extroversion level moderates the relationship between the UI cue of audience size and users' contribution. Study 2 demonstrates that the effectiveness of social anchors in encouraging online contributions depends on users' level of emotional stability. Taken together, the findings demonstrate the potential and robustness of the interactionist approach to UI design. The findings contribute to the HCI community, and in particular to designers of social systems, by providing guidelines to targeted design that can increase online participation. Copyright © 2013 ACM

Perception is Reality: Change Leadership and Work Engagement

Purpose The purpose of this paper is to investigate how employee perceptions of change and leadership might impact work engagement following major organizational change. Design/methodology/approach Social media invited US workers recently experiencing major organizational change to anonymously complete a web-based survey requesting qualitative and quantitative responses. Values-based coding and thematic analysis were used to explore qualitative data. Hierarchical and linear regression, and bootstrapped mediation were used to analyze quantitative data. Findings Analysis of qualitative data identified employees’ perceptions of ideal change and ideal leadership were well supported in the change leadership literature. Analysis of quantitative data indicated that employee perceptions of leadership fully mediated the relationship between employee perceptions of change and work engagement. Practical implications Study findings imply that how employees perceive change is explained by how they perceive leadership during change, and that these perceptions impact work engagement. Although these findings appear commonsensical, the less than stellar statistics on major organizational change may encourage leaders to become more follower-focused throughout the change process. Originality/value The study makes a contribution to an understudied area of organizational research, specifically applied information processing theory. This is the first study that identifies employee perceptions of leadership as a mediator for perceptions of change and work engagement. From a value perspective, leaders as successful change agents recognize significant cost savings in dollars and human welfare by maintaining healthy workplaces with highly engaged workers