Exploring two methods of usability testing: concurrent versus retrospective think-aloud protocols

Think-aloud protocols are commonly used for the usability testing of instructional documents, Web sites and interfaces. This paper addresses the benefits and drawbacks of two think-aloud variations: the traditional concurrent think-aloud method and the less familiar retrospective think-aloud protocols. It also offers an outline of a long-term research project designed to empirically investigate the value of both variants. The results of a first comparative study indicate that, although the two methods have distinct differences, they do seem to produce a similar outcome. A more detailed description of the results will be offered during the presentation

Analyzing the interaction between facilitator and participants in two variants of the think-aloud method.

This paper focuses on the interaction between test participants and test facilitator in two variants of the think-aloud method. In a first, explorative study, we analyzed think-aloud transcripts from two usability tests: a concurrent think-aloud test and a constructive interaction test. The results of our analysis show that while the participants in both studies never explicitly addressed the facilitator, the think-aloud participants showed more signs of awareness of the facilitator than the participants in the constructive interaction test. This finding may have practical implications for the validity of the two methods

Organizational Communication and Burnout Symptoms

Job burnout is a psychological response to work stress. Many studies have been conducted measuring burnout and its causes and consequences. The research into causes of burnout brings up various communication-related constructs, but the relationships with feedback employees receive and communication climate is underexposed. This study investigates these relationships. Data for the current study were collected through a web-based questionnaire held among employees of a Dutch subsidiary of an international financial consultancy firm. The questionnaire included the following clusters of independent variables: (a) background variables, (b) work characteristics, (c) communication, and (d) organizational engagement. Of the four clusters of variables, the organizational engagement variables appeared to be the strongest predictors of job burnout. Still, the communication variables also made an important contribution. Particularly the communication climate and the co-worker social support appeared to be important antecedents of job burnout