Abstract Future social robots will act autonomously in the world. Autonomous behavior is usually realized by using AI models built with real-world data, which often reflect existing inequalities and prejudices in society. Even if designers do not intend it, there are risks that robots will be developed that discriminate against certain users, e. g. based on gender. In this work, we investigate the implications of a gender-biased robot that disadvantages women, which unfortunately is a bias in AI that is often reported. Our experiment shows that both men and women perceive the gender-biased robot to be unfair. However, our work indicates that women are more aware that a gender bias causes this unfairness. We also show that gender bias results in the robot being perceived differently. While the gender bias resulted in lower likability and intelligence ratings by women, men seem to lose trust in the robot if it behaves unfairly.

Abstract Video tutorials are an effective method of knowledge transfer and learning. However, they are often time-consuming to create and difficult to access during work. This paper introduces an approach that simplifies the creation of video tutorials in the workplace and promotes their use during work. By utilizing smart glasses, practitioners can record video tutorials during their daily work processes and utilize them for knowledge transfer to other employees without much additional effort. This offers the advantage of directly and easily sharing expertise in the workplace without being constrained by time or location. Given the intended simplicity of this approach, the question arises whether it creates video tutorials that help people in their learning. The paper presents a study that compares the effectiveness of knowledge transfer using these video tutorials against traditional personal training methods in the workplace. With 18 participants from the nursing and production sectors, we observed the training and learning outcomes of using video tutorials on smart glasses over multiple sessions, comparing them with personal training, which is considered the standard for practical onboarding. The study results indicate that learning with video tutorials does not significantly differ in terms of learning outcomes from traditional personal training methods. Overall, this study highlights the potential of video tutorials with smart glasses for knowledge transfer in workplaces, while also identifying challenges and opportunities for optimizing onboarding processes for employees.

In der öffentlichen Debatte wird die Generation Z häufig als zentrale Herausforderung für die zukünftige Arbeitswelt dargestellt. Es wird behauptet, dass diese Generation, geprägt durch digitale und gesellschaftliche Umbrüche, andere Erwartungen an Arbeitgeber hat als ihre Vorgänger. Unsere Studie untersucht, ob diese Annahme wissenschaftlich haltbar ist und ob sich die Relevanz von Arbeitgeberattraktivitätsfaktoren zwischen den Generationen Baby Boomer, Generation X, Y und Z signifikant unterscheidet. Basierend auf einem neuen empirischen Ansatz analysieren wir mit einer umfangreichen deutschen Stichprobe (N=1133) mittels multipler Regressionen die Vorhersagekraft von 19 Arbeitgeberattraktivitätsfaktoren für die allgemeine Arbeitgeberattraktivität. Dabei prüfen wir, ob und inwieweit die Generationszugehörigkeit moderierende Effekte auf die Bedeutung dieser Faktoren hat. Die Ergebnisse zeigen, dass wesentliche Attraktivitätsfaktoren wie Identifikation mit dem Unternehmen, Management und Führung sowie die Arbeitsaufgabe generationsübergreifend relevant sind. Unterschiede zeigen sich lediglich in einzelnen Dimensionen wie Arbeitsplatzsicherheit, Corporate Social Responsibility, Work-Life-Balance und Unternehmensimage, wobei die Varianzaufklärung durch Generationsunterschiede äußerst gering ist (<2 %) und die signifikanten Regressionskoeffizienten im Durchschnitt nur bei .23 liegen. Die Studie liefert eine empirische Basis für die Diskussion über Generationsunterschiede bei arbeitsrelevanten Einstellungen. Unsere Ergebnisse stellen die gängige Praxis von generationsspezifischem Employer Branding und eine Überschätzung von Generationsunterschieden, die auf stereotypen Annahmen beruhen, infrage. Selbst Alters- und Lebensphaseneffekte lassen sich in unseren Ergebnissen kaum nachweisen. Zukünftige Forschung sollte verstärkt longitudinale Designs verwenden, um die Dynamik von Alter, Lebensphasen und Generationen besser zu verstehen.

Abstract Indigenous people across the globe have all too often been marginalised and not been considered in decisions that directly concern their life. We maintain the significance of incorporating indigenous perspectives in society to create a global dialogue through direct participation. In this light we propose a situated action in which our co-author from the Ju/’hoansi tribe, one of the San ethnicity in Southern Africa, digitally records semi-structured conversations with members of other indigenous communities at the conference and public spaces in Sibu. Then participants are engaged into a participatory exploration of processing the audio files into sound installations and soundscapes which “amplify indigenous voices“. We anticipate that the products can be reused for further initiatives in the different countries, raising awareness and calling for action on matters of concern for indigenous people.