The Effect of Stimulus-Response Compatibility on the Association of Fluid Intelligence and Working Memory with Choice Reaction Times

It is a well-replicated finding that reaction time is correlated with performance in intelligence tests. According to the binding hypothesis of working memory capacity, the ability to establish bindings between elements and to integrate them into new structural representations is the source of the common variance between different cognitive tasks, including fluid intelligence and working memory. The goal of this study was to examine the effects of stimulus-response compatibility on the association between reaction time, fluid intelligence, and working memory. Based on the binding hypothesis, we expected that correlations between reaction time and fluid intelligence would be larger for arbitrary than for compatible stimulus-response mappings. We report data from two studies (Study 1: n = 135, mean age = 18 years; Study 2: n = 153, mean age = 17 years). We used choice reaction time tasks with compatible and arbitrary mappings as well as indicators of fluid intelligence and working memory (Study 1) and fluid and crystallized intelligence (Study 2). In both studies, we established a measurement model that included a factor reflecting general reaction time, and a nested factor reflecting the cost of establishing and maintaining arbitrary stimulus-response bindings. The results of Study 1 supported the hypothesis that the ability to uphold arbitrary bindings is correlated with working memory, but it was not correlated with fluid intelligence. In Study 2, the correlations between the binding factor and fluid and crystallized intelligence were again not significantly different from 0. We discuss possible reasons for these findings

Safety-Critical Personality Aspects in Human-Machine Teams of Aviation

Abstract: Working safely and successfully in highly automated human-machine interfaces of future aviation is not only a matter of performance, but also of personality. This study examines which personality aspects correlate with safety-critical performance in human-machine teams. The research tools HTQ (Hybrid Team Questionnaire) and HINT (Hybrid Interaction Scenario) were combined for a comprehensive exploratory study. The HTQ includes personality scales measuring broad factors of personality (Big Five) as well as more specific scales and was added with objective personality assessments to measure risk taking. The simulation tool HINT simulates relevant processes in future human-machine team interaction in aviation. In a study with 156 applicants for aviation careers, safety-critical relations of some facets of general personality as well as risk taking were found. Especially personality aspects concerning disinhibiting, spontaneous behaviour and sensation seeking show correlations with poorer performance in the HINT simulation

Individual differences in response conflict adaptations

Conflict-monitoring theory argues for a general cognitive mechanism that monitors for conflicts in information-processing. If that mechanism detects conflict, it engages cognitive control to resolve it. A slow-down in response to incongruent trials (conflict effect), and a modulation of the conflict effect by the congruence of the preceding trial (Gratton or context effect) have been taken as indicators of such a monitoring system. The present study (N = 157) investigated individual differences in the conflict and the context effect in a horizontal and a vertical Simon task, and their correlation with working memory capacity (WMC). Strength of conflict was varied by proportion of congruent trials. Coherent factors could be formed representing individual differences in speeded performance, conflict adaptation, and context adaptation. Conflict and context factors were not associated with each other. Contrary to theories assuming a close relation between working memory and cognitive control, WMC showed no relation with any factors representing adaptation to conflict

Comparison of ability requirements for UAS operators

Since the introduction of UAS in the German Bundeswehr, their deployment has steadily grown and therefore the demand for operating personnel. Due to the lack of knowledge about specific demands created by operating UAS, the DLR German Aerospace Center, Department of Aviation and Space Psychology in cooperation with the German Air Force, Center of Aerospace Medicine conducts a study to empirically analyze ability requirements of UAS operators. Aim of the study is the development of specific requirement profiles for UAS operating personnel as well as the identification of possible differences in requirements between unmanned and manned military aviation. Requirement profiles will be differentiated for different types of UAS and different operating positions (pilot vs. sensor operator). Experienced UAS operators as well as pilots of manned aircraft answered a German version of the Fleishman Job Analysis Survey (FJAS). The FJAS consists of 73 scales for assessment of required abilities and skills from cognitive, psychomotor and sensory domains as well as interactive and social domains and was extended for two additional scales developed at DLR. First results suggest that general requirements irrespective of operating position can be deduced such as high mental persistence, high reliability and high selective attention. Also, position specific requirements were identified: For UAS pilots, operational monitoring and problem recognition are central aspects. For sensor operators, demands are higher in abilities like visualization and perceptual speed. Differences between systems will be discussed. The results can contribute valuable information about human factors relevant for selection, training, and stress management of future UAS operators

Ability Requirements of UAS Operators

UAS became essential part of military equipment as their use contributes to an increase in mission efficiency and safety of military personnel. Due to the lack of knowledge about specific demands created by operating UAS, a study was conducted to empirically analyse aptitude criteria and to develop specific requirement profiles for UAS operating personnel. For this purpose experienced UAS operators answered the Fleishman Job Analysis Survey. First results suggest that general requirements irrespective of operating position as well as position specific requirements can be deduced. Differences between systems and comparison with operators of manned military aviation will be reported. The results can contribute valuable information about relevant human factors which should be considered in personnel selection of future UAS operators