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Wilson: ASSESSING THE BITE COUNTER AS A WEIGHT LOSS TOOL

ASSESSING THE BITE COUNTER AS A WEIGHT LOSS TOOL on Tuesday, April 8, 2014, in Brackett Hall, Room 419, at 1030 am.
ABSTRACT

Obesity is a growing health concern throughout the world. Health risks associated with obesity such as diabetes and heart disease result in obesity costing us over $170 million annually. Self-monitoring of Energy Intake (EI) is a critical element of a successful weight loss plan; however current methods to monitor EI are cumbersome and prone to under reporting. The primary purpose of the study was to develop and test an experimental diet protocol based on user feedback from the Bite Counter. A secondary purpose was to examine if this protocol would affect meaningful weight loss by device users. Data were collected from 30 participants (15 control) in a study where Bite Counter feedback was used to titrate daily bite count goals in order to meet a 1 to 2 pound per week weight loss goal measured against the control group which was only given weight loss literature. 77% of our participants were able to use the device to self-monitor a majority of the eating activities. Although weight loss was higher in the Bite Counter group, we determined that a diet protocol based solely on using the Bite Counter did not produce statistically significant weight loss over the ten-week study period. The Bite Counter was able to help the control group sustain their weight loss throughout the entire study period. The study determined that aggressive screening measures during study uptake is needed in order to ensure the recruitment of participants who are likely to complete future studies. User profile personas were developed to assist future researcher identify and classify users as successful or unsuccessful candidates for losing weight using the Bite Counter.

Committee Chair: Dr. Eric Muth
Committee Members: Dr. Adam Hoover and Dr. Patrick Rosopa

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Focus on Creative Inquiry Poster Forum

Please join us to celebrate the accomplishments of Clemson’s Creative Inquiry students, at the
9th Annual
Focus on Creative Inquiry Poster Forum

9th Annual
Focus on Creative Inquiry

Thursday, April 3, 2014
Clemson University, 2nd floor Hendrix Center

Poster Sessions: 10 am – 12 pm & 1 pm – 3 pm
Plenary Lecture: 3 pm – 4 pm
Spider’s Silk is Awesome and Other Adventures in Material Science
Dr. Marian (Molly) Kennedy

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HFDG: Is genetics the key?? … Individual differences in the design of interfaces and training programs

Is genetics the key?? … Individual differences in the design of interfaces and training programs
Dr. Ericka Rovira

Place: 419 Brackett Hall
Time: 1:00-2:00 pm Friday, March 28

(note, this will be a teleconferenced presentation)

Abstract: Human performance may be adversely affected when operators interact with highly reliable but imperfect systems. To date, models of human automation interaction emphasize how much authority the human or the machine should have at different decision making stages. Of particular interest is how human automation interactions are affected when the automated support tool is imperfect. The current research addresses types of human automation interaction mechanisms that may reduce performance decrements associated with imperfect automation. Results investigating contextual automation and automation etiquette will be presented. Additionally, optimizing human performance often requires assessment at the individual level because it provides an understanding of how individual variability contributes to operational performance. Molecular methods have been used to examine the genetic basis of basic cognitive function (Greenwood & Parasuraman, 2003; Posner et al., 2007). Individual differences in situation awareness and decision making in operational environments likely involve variation in cognitive processes of visual attention, working memory, and spatial attention. Research examining the utility and viability of using the allelic association method as a neuroergonomics approach that examines brain function in relation to operational tasks will be presented. This will pave the way for further theoretical progress in learning about the basis of individual differences in cognition and in human factors applications for training and interface design.

Dr. Ericka Rovira. She is an Associate Professor in the Engineering Psychology program at the United States Military Academy in West Point, NY. Dr. Rovira received a B.S. in Engineering Psychology and Biomedical Engineering from Tufts University, Medford, MA (2000) and a Ph. D. in Applied Experimental Psychology from The Catholic University of America, Washington, DC (2006), under the direction of Dr. Raja Parasuraman. Also, she is currently the president-elect of APA Division 21 (Applied Experimental and Engineering Psychology).

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Departmental Award for Outstanding Faculty Publication for 2013

Patrick J. Rosopa

P. J. Rosopa, M. M. Schaffer, & A. N. Schroeder
“Managing heteroscedasticity in general linear models.”
Psychological Methods

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Departmental Awards for Outstanding Contribution to the Literature

Thomas W. Britt

T. W. Britt, T. M. Greene-Shortridge, & C. A. Castro (2007)
“The stigma of mental health problems in the military.”
Military Medicine

June J. Pilcher

D. P. Schmitt & J. J. Pilcher (2004)
“Evaluating evidence of psychological adaptation:
How do we know one when we see one?”
Psychological Science

Patrick J. Rosopa

E. F. Stone-Romero & P. J. Rosopa (2008)
“The relative validity of inferences about mediation
as a function of research design characteristics.”
Organizational Research Methods

Fred S. Switzer

P. L. Roth & F. S. Switzer (1995)
“A monte carlo analysis of missing data techniques
in a HRM setting.”
Journal of Management

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Wiedemann: “Employee Engagement Simplified by Self-Determination Theory”

“Employee Engagement Simplified by Self-Determination Theory”

Thesis Proposal, Crystal Wiedemann

Committee: Dr. Fred Switzer (chair), Dr. Robert Sinclair, Dr. Patrick Raymark

Tuesday, Feb 25th at 2:00 pm, Brackett Rm. 121

Due to increasing economic pressures over the last decade, organizations have been forced to “do more with less.” In an effort to maintain performance, and in some cases gain strategic advantage, more and more companies are looking to derive all they can from their employees. A fully “engaged” workforce has steadily moved from a dream to a necessity in today’s fiercely competitive marketplace. Unfortunately, actually creating an engaged workforce has proven to be a difficult endeavor. Organizations that have been able to figure out the mystery of employee engagement tout increased employee loyalty, happier customers, and bigger profits (Harter, Schmidt, & Keyes, 2002). Despite the demand for scientific research on employee engagement from the business community, a large amount of ambiguity still surrounds the conceptualization of the construct in academic research. This paper will investigate Self-Determination Theory (Deci & Ryan, 1985) as a theoretical framework in which to root employee engagement as proposed by Meyer & Gagne (2008). We will examine whether satisfying the needs for competence, autonomy, and relatedness through the work environment will result in increased autonomous work motivation, employee engagement, and well-being. If employee engagement turns out to be as directly related to Self-Determination Theory as hypothesized, it could simplify the course of action required to increase engagement in organizations.

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Brawley: Unifying specific climate research with a molar climate measure: A Situational Affordances approach

“Unifying specific climate research with a molar climate measure: A Situational Affordances approach”

Thesis defense, Alice M. Brawley

Committee: Dr. Cynthia L. S. Pury (chair), Dr. D. DeWayne Moore, & Dr. Fred S. Switzer, III

Thursday, February 27th at 8:30 AM in Brackett 419

Abstract: Organizational climate – briefly, the shared perceptions of a workplace – was originally studied as a molar concept, but this approach generally lacked focus and thus resulted in unmanageable measures. Organizational climate research has been subdivided into many areas of specific climate research focusing on particular organizational factors or outcomes, such as safety or customer service (Schneider, Ehrhart, & Macey, 2013). While the study of specific climates has been and remains worthwhile, recent literature in the area has called for a return to the molar or global conceptualization of organizational climate (Kuenzi & Schminke, 2009; Schneider et al., 2013). In an answer this call, the present study develops and validates a self-report measure of molar organizational climate, the Situational Affordances at Work Scale (SAWS). This measure is based on a taxonomy of Situational Affordances (Pury et al., 2014) that conceptualizes the broad influences on behavior in a given situation as affordances, allowing or preventing particular behaviors. These seven Affordances – Change (Dynamic and Static), Ownership (Self and Other), Valence (Approach and Avoid), Timing (Wait and Act), Target (Object and Person), Privacy (Keep and Share), and Consideration (Self and Other) – are proposed as a holistic view of high-level situational characteristics that influence behavior.
In Study 1, undergraduate students with work experience (N = 217) responded to an initial version of SAWS. Results of this study were used to develop a preliminary version of SAWS. In Study 2, residents of the United States (N = 465) responded to the preliminary version of SAWS and to measures of safety climate, service climate, job characteristics, and social desirability. Results of this study show that the relationship between safety climate and service climate in a cross-section of jobs and industries is strongly positive, r = .652. Therefore, the two climates, in terms of molar climate dimensions, are largely similar. Both safety and service climates are positively related to molar climate Affordances for Change, Self-Ownership, Positive Valence, Acting, Focusing on both Persons and Objects, Sharing information, and Considering both one’s Self and Others. Both climates are negatively related to molar climate Affordances for not Changing, Other-Ownership, Negative Valence, Waiting, and Keeping information private. A few of these relationships with molar climate differ in magnitude across the two specific climates: service climate is more strongly positively related to Affordances for Self-Ownership and Positive Valence and more strongly negatively related to Affordances for not Changing, Other-Ownership, and Negative Valence than is safety climate. These results suggest molar climate dimensions where safety climate and service climate may differ in a cross-section of workplaces, but overall indicate that these two specific climates are more similar that previously hypothesized in the literature (cf. Paul, 2012). Results of this study also show statistical discrimination between SAWS and job characteristics, indicating that SAWS measures a construct distinct from job characteristics. Results of these studies support SAWS as potentially useful tool in understanding the broad portrait of an organization’s climate.

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Drew Link Live at HFDG – 11/22/13

This week at HFDG

Who: Drew Link
Where: Brackett 419, this Friday at 2.30p
What: Dissertation plan and discussion

From Lee’s lab, Drew will be talking about research leading up to his current proposal
for a dissertation topic. The general research is on adaptive decision making in healthcare from a patient perspective. He is interested in studying variables that deal with how patients gather information regarding health topics online and how conditions (either of the individual or environment) may affect their ability or willingness to adapt their strategies. Drew will be presenting several potential study designs and will discuss potential considerations for the study.

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Cartee: The Effects of Reminder Distinctiveness and Anticipatory Interval on Prospective Memory

Thesis proposal

ABSTRACT: Prospective memory (PM) failures (or failures to remember a future intention) can result in a wide range of negative consequences. The use of reminders has been shown to improve the rate of PM successes. The current study aims to examine the effectiveness of reminders based on their type (text or picture) and their timing. We hypothesize that successful PM performance will be maintained over longer anticipatory intervals when paired with picture reminders rather than with simple text reminders because of their inherent distinctiveness. Prior research has shown increased memory for PM intentions when distinctiveness was high.

Committee: Rich Pak (chair), Patrick Rosopa, Paul Merritt
Wednesday, November 20th at 12:30pm in Brackett 414.

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Haptics Lab – Live at HFDG – 11/15

November 15th

Who: Dr Chris Pagano, Bliss Wilson Altenhoff, and Leah Hartman
Where: Brackett 419, Friday at 2.30p
What: Research and activity in the Haptics Lab

More specifically, Chris’s Lab will be presenting the concepts and theories behind their current work in Haptic perception and minimally invasive surgery. They will also be discussing past lab member, Lindsay O’Hara Long’s, dissertation results.

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