Engineering psychology

Psikologi Kerekayasaan a. Apa yang dimaksud dengan Psikologi Kerekayasaan? • Psikologi kerekayasaan adalah ilmu psikologi yang menerapkan perilaku dan kemampuan manusia pada desain dan pengoperasian produk dan teknologi. Bidang ini dianggap sebagai bidang psikologi terapan dengan hubungan interdisipliner dengan bidang ergonomi. • Menurut Michael G. Aamodt (2016), ergonomi adalah bidang studi dimana psikologdan engineering mencoba untuk menciptakan produk dan sistem yang mudah digunakan,aman, memaksimalkan efisiensi, dan meminimalkan tekanan fisik dan psikologis • Menurut Ngarani (2017), Psikologi kerekayasaan itu adalah ilmu yang mempelajari perilaku manusia yang berkaitan dengan pekerjaan, lingkungan kerjanya serta peralatan atau mesin-mesin penunjang dalam bekerja, sehingga semua hal tersebut sesuai dengan kemampuan atau keinginan tenaga kerja Kesimpulan dari pernyataan-pernyataan diatas bahwa psikologi kerekayasaan adalah sebuah ilmu psikologi yang mempelajari perilaku manusia dan berkaitan dengan pekerjaan serta lingkungan kerjanya, perlatan atau mesin-mesin penunjang dalam bekerja. Semua hal tersebut sesuai dengan kemampuan dan keinginan tenaga kerja.

Dalam hand book of psychology industrial and organization psikologi kerekayasaan sering disebut dengan engineering psychology, karena berkaitan psikologi kerekayasaan ini tidak hanya berhubungan dengan human factor dan psikologi ekperimen terapan saja tetapi juga berhubungan dengan engineering, ergonomics, biomechanics, dan psikoteknologi Caphanis (dalam Schmitt & Highhous, 2013). Ngari (2017) mengatakan psikologi kerekayasaan adalah ilmu yang mempelajari perilaku manusia yang berkaitan dengan pekerjaan, lingkungan kerjanya serta peralatan atau mesin-mesin penunjang dalam bekerja, sehingga semua hal tersebut sesuai dengan kemampuan atau keinginan tenaga kerja.

This study was conducted to assess comprehension of existing road hazard communication designs (RHCDs) in relation to culturally adapted designs among commercial vehicle drivers using a two-part study. In study 1, nine participants were recruited and their comprehension of 20 existing RHCDs was tested. Results of the analysis revealed that only 50% of the designs met the acceptance criterion of 67% set by the International Organization for Standardization (ISO). Culturally adapted symbols were then developed for the 10 symbols which failed to meet the ISO acceptance criterion through a longitudinal focus group discussion involving the nine participants. In study 2, 226 commercial vehicle drivers were drawn from four bus terminals. Results of a paired-samples t test showed that comprehension of the culturally adapted designs was significantly better than comprehension of their equivalent existing designs. The findings are discussed in the context of extant literature and practice.

In the 7th meeting we will discuss the "Technical Match". Engineering Psychology Discusses the interaction between human machine environments, in Engineering Psychology There are several terms such as: Engineering Psychology, Human Engineering, Human Engineering Engineering, Ergonomics, Psychotechnology, Applied Experimental Psychology. The job of Engineering Psychology is to change the machines and tools used by humans in the work environment in which a person works and make them more suited to human abilities. The purpose of ergonomics is to increase work productivity and human value. The Engineering Psychological Approach to work stress focuses on the sources of stress that come from the physical work environment. Examples of this might include work schedules, work rates, or perhaps employee employee designs. This emphasis on the physical environment as a source of stress is not surprising, given that the discipline of engineering psychology (also called human factors) focuses on the interface between employees and the physical environment. Another distinctive feature of this approach, according to BeHRR and Franz (1987), is that it emphasizes the associated implications of increased stress in the workplace. It is also true, although not pointed out by Beehr and Franz, that most of the work stress studies guided by this approach have examined health-related outcomes such as physiological changes (Frankenhaeuser, 1979) or fatigue (Sparks, Cooper, Fried, & Shirom. , 1997). Organizational psychology has certainly contributed, but important contributions have also been made by such medicine, clinical psychology, and engineering psychology. If an organization were to increase work on the perceptual motor component, this would typically involve some job analysis by experts trained in human factors or engineering psychology (Wickens & Hollands, 2000). This would be a valid assumption, but also true that employees view their work from more than just a psycho-local / motivational perspective. Consistent with this point, job design is an issue of interest to other disciplines, such as industrial engineering, human factors / ergonomics, and biomechanics. In engineering psychology, there are two concepts that precede engineering psychology, namely: 1. Scientific is emphasizing efficiency in carrying out work tasks by making various kinds of equipment that are adapted to the shape and function of the limbs.

Warnings have played an increasing role in personal injury and product liability litigation in the United States. Warning experts perform many functions in cases where there are allegations that warnings were absent or inadequate. This chapter describes some of the functions that a warning expert performs in the expert role. The topics considered include legal rules related to warnings, the definition of a warning expert, typical activities of a warning expert, and problems and issues associated with being a warning expert.

This study investigated the effects of distraction tasks—such as sending a text message with a cellphone and searching navigation with car navigation system—on the driving performance of 29 highly experienced taxi drivers in their 50 s. All participants were instructed to drive using a driving simulator for 2 min. while maintaining a constant distance from the vehicle in front and a constant speed. Participants drove without any distractions for the first minute. For an additional minute, they performed Driving Only or performed a task while driving (Driving + Sending Text Message or Driving + Searching Navigation). An unexpected situation, in which the participant had to stop abruptly due to a sudden stop of the preceding vehicle, occurred during this period. Driving performance during the unexpected situation was evaluated by car control variables, medial-lateral coefficient of variation and brake time, and by motion variables such as the jerk-cost function. Compared to Driving Only, jerk-cost function, medial-lateral coefficient of variation, and brake time increased during Driving + Sending Text Message or Driving + Searching Navigation.

Surveys were sent to 150 members and 150 student affiliates of HFES asking how they first learned about the field and what or who was the major influence in choosing their career. Approximately half learned about it as undergraduates and about a third as graduate students, usually from a professor. About a third learned about it during work or internship. The survey also asked respondents to indicate what examples they would use to represent the field to a naive listener. Most frequently cited examples included applications in human-computer interaction, aviation/space, ground transportation, and the workplace.

The exploration of information acquisition and learning has a long history within ergonomics and human factors. A stimulus-response model of learning that was called the "black box" approach drove much of the early human factors research on information acquisition. Proponents of this approach did not seek to understand the internal workings of system components, human or otherwise, because consideration of such factors seemed to be an unnecessary and wasteful exercise that was best ignored. The goal was to design interfaces that were so effective that users could "walk up and use them," without instruction, and training was considered to be the fallback approach to be used when design goals had not been met. Another hallmark of early research on information acquisition is that learning was considered to be a unitary and solitary concept. The concept of learning as a singular process is evidenced by the fact that no distinction was made between the type of material to be learned. Most early training work focused on the training of individuals to perform a specific task, typically a physical task that required complex motor skills. It left little room for consideration of the fact that individuals often perform in teams and that successful teamwork requires the learning of additional information and skills. The fact that trainees were often required to perform these jobs in a team setting was mostly ignored, with the exception of some early work on the sequencing of information between team members. Today, it has become clear that the black box approach to information acquisition can no longer be considered adequate. It cannot be used to design superior interfaces and systems. Several factors have conspired to render the black box approach meaningless. The first of these factors was the realization that the functions and processes of the human are even more complex than originally thought and that complex processes are required to identify and categorize information and to make decisions about how to respond. The realization that human cognition is complex was accompanied by the increasing complexity of the systems with which humans interact. This, in combination with advances in technology that have allowed many tasks to be automated, has greatly increased the cognitive demands that are placed on humans as they interact with systems. Although automation is often advertised as a mechanism for reducing operator workload, it typically changes the role of the worker from physical performer to cognitive monitor and decision maker, thereby producing different kinds of cognitive demands on human operators.

... He is also on the editorial boards of several journals including Human Factors, Ergonomics, Psychology and Marketing, and T IES. Peter Hancock is Professor and Director of the Human Factors Research Laboratory at the University of Minnesota. ...