Publication statistics
Pub. period:1987-1995
Pub. count:9
Number of co-authors:15
Co-authors
Number of publications with 3 favourite co-authors:
Robert S. Kennedy:4William P. Dunlap:3Barrett S. Caldwell:1 Productive colleagues
Janet J. Turnage's 3 most productive colleagues in number of publications:
Robert S. Kennedy:33Barrett S. Caldwel..:30James P. Bliss:20
“
For a list of all the ways technology has failed to improve the quality of life, please press three.
”
-- Alice Kahn
Featured chapter
Read the fascinating history of Wearable Computing, told by its father, Steve Mann
Read Steve's chapter !
Janet J. Turnage
Publications by Janet J. Turnage (bibliography)
Smolensky, Mark W., Caldwell, Barrett S., Morgan, Ben B., Stone, Nancy J. and Turnage, Janet J. (1995): Should Human Factors and Industrial/Organizational Psychology be Reintegrated for Graduate Training?. In: Proceedings of the Human Factors and Ergonomics Society 39th Annual Meeting 1995. pp. 775-778.
“This panel addresses the extent to which students should be exposed to both human factors psychology and industrial/organizational psychology. Should a combined curriculum be developed called work psychology that would have a core set of courses including both industrial/organizational and human factors while still permitting students to specialize? Should courses should be taught in a holistic fashion? For example, when covering the topic of workplace design, should such topics as workstation design, ergonomics, and shift work be augmented with organizational topics as fatigue, boredom, morale, teamwork, job enrichment, and safety? Conversely, is there, perhaps, strong justification for continuing to maintain two distinct disciplines? The panel members straddle the continuum from advocating continued separation of the two disciplines to re-integrating the two disciplines.”
© All rights reserved Smolensky et al. and/or Human Factors Society
Kennedy, Robert S., Lanham, D. Susan, Turnage, Janet J. and Dunlap, William P. (1995): Readiness for Duty: Tuning False Positives by Simulation from Empirical Data. In: Proceedings of the Human Factors and Ergonomics Society 39th Annual Meeting 1995. pp. 809-813.
“For applications such as the assessment of environmental stress or toxic agents, the metric requirements of performance test batteries include stability, reliability and sensitivity. However, fitness-for-duty applications present additional organizational and management laboratory conditions where the sensitivities of these test batteries are evaluated, the ratio of "treated" to "untreated" subjects is usually 50/50. However, in the workplace, the percentage of persons who are expected NOT to be impaired may be <5% and unless the accuracy of the psychological tests exceeds one minus the percentage NOT”
© All rights reserved Kennedy et al. and/or Human Factors Society
Turnage, Janet J., Walker, Bonnie J., Kirk, Linda J., Greenis, Jennifer L., Dyck, Jennifer L. and Smither, Janan Al-Awar (1993): Individual Differences in Technology Stress. In: Proceedings of the Human Factors and Ergonomics Society 37th Annual Meeting 1993. pp. 930-934.
“Two years ago, we convened a panel discussion at the Annual Meeting of the Human Factors Society (Turnage&Howell, 1991) to examine the possible negative effects of advanced computerized technologies. The session, titled "Technostress: Fad, Fallacy, or Fact?", explored whether or not the concept of technostress could be sufficiently well-defined and operationalized to lend itself to scientific scrutiny. The consensus of those in attendance was that the concept of technostress does deserve further research attention, particularly by human factors specialists who can offer a unique perspective to an area which heretofore has been treated from clinical and organizational psychology perspectives. Recognizing that the main goal in studying the phenomenon is to develop interventions to ameliorate technology stress through understanding the interrelationships among individual, organizational, and human-computer components, Turnage (1992) proposed an integrative model of technology stress. The model, like many other models of job stress, depicts technology stress as a multi-determined, multi-symptomatic construct that is composed of objective and subjective stressors which lead through various decision processes to stress responses. Stress responses are largely shaped by both individual and situational moderators and are translated by performance processes into individual and organizational consequences. Intervention strategies may be directed toward alleviating the stressors themselves, various components of the stress response, or symptomatic consequences of the stress response.”
© All rights reserved Turnage et al. and/or Human Factors Society
Kennedy, Robert S., Turnage, Janet J. and Dunlap, William P. (1993): Diagnosis of Alcohol Intoxication: Effectiveness of Cognitive and Neurovestibular Field Sobriety Tests. In: Proceedings of the Human Factors and Ergonomics Society 37th Annual Meeting 1993. pp. 964-968.
“Tests from an automated performance test battery of cognitive tests and the standardized field sobriety tests (FST) used nationwide by law enforcement officers were administered in three experiments involving graded dosages of alcohol. In the first experiment, subjects were raised to one of four levels of alcohol dosage in four different sessions. In the second experiment, the descending branch of the blood alcohol level (BAL) curve was monitored from .15 BAL, and cognitive and motor performances were assessed by the Automated Performance Test System (APTS) and FST. In the third experiment, the ascending and descending limbs of the alcohol dosage curve were followed. Dose-response relationships were conducted and were statistically significant (p < .001) in all three studies for all but one test when evaluated singly. Using either test battery, composite scores could be employed to index degraded performance from elevated blood alcohol levels. The best single test was gaze nystagmus from the FST battery and the next best was code substitution from the cognitive battery. Taken singly, the individual tests ranged from 66% to 81% in terms of correctly detecting the dichotomous criterion of < 0.10 versus 0.10 BAC and above. These results are discussed in the context of standards setting for driving under the influence (DUI) and the use of behavioral tests to evaluate over-the-counter and prescription drugs.”
© All rights reserved Kennedy et al. and/or Human Factors Society
Kennedy, Robert S., Dunlap, William P. and Turnage, Janet J. (1991): An Individual Differences Approach to Fitness-for-Duty Assessment. In: Proceedings of the Human Factors Society 35th Annual Meeting 1991. pp. 1020-1023.
Baltzley, Dennis R., Kennedy, Robert S. and Turnage, Janet J. (1989): Assessing Fitness-for-Duty: An Alternative to Problems Associated with Drug Testing in the Workplace. In: Proceedings of the Human Factors Society 33rd Annual Meeting 1989. pp. 816-819.
“A projected 20-33% of U S. companies are involved in some type of drug screening. Usually, the larger companies implement these programs with over 50% of the Fortune 500 companies reporting testing (Walsh, 1988). In federally regulated industry the percentage of drug screening varies as a function of public safety. For example, 91% of the utilities have a program, as do 81% of the transportation industry, 45% of manufacturing, 34.5% of the communications industry. Industry, both public and private, is becoming increasingly aware of the price paid by the organization and the individual when alcohol/drug misuse is present in the workplace. Some of these testing programs use a least intrusive approach and screen only after an accident, fight, or other "probable cause" event (Walsh, 1988). However, many organizations administer programs on a regular basis through random testing (NIDA, 1988). These organizations include the Department of Transportation, Coast Guard, Federal Aviation Administration, Department of Justice, Drug Enforcement Administration, Navy, Federal Bureau of Investigation, Department of Treasury, Customs, Secret Service, Central Intelligence Agency, U.S. Postal Service, Nuclear Regulatory Commission, and many public utilities.”
© All rights reserved Baltzley et al. and/or Human Factors Society
Turnage, Janet J. and Bliss, James P. (1989): Training Transfer in a Tank Gunnery Training System. In: Proceedings of the Human Factors Society 33rd Annual Meeting 1989. pp. 1315-1319.
“Three tank gunnery trainers were studied to determine learning transfer over repeated trails. Devices included the TOPGUN trainer, a part-task, reduced-fidelity tank gunnery trainer; the Videodisk Gunnery Trainer (VIGS), another part-task, limited-fidelity trainer; and the Conduct-of-Fire Trainer (COFT), a full-fidelity trainer. The objective was to determine the degree of gunnery skills transfer between the part-task gunnery trainers and the full-fidelity simulator. COFT criterion performances were examined for two pretraining groups (either TOPGUN first, then VIGS, or VIGS first, then TOPGUN) and a control group in order to determine which pretraining sequence leads to better performance. Each training group, composed of 20 subjects, received two multiple-mission engagement trials on four consecutive days (2 VIGS-2 TOPGUN, or vice versa) before COFT transfer. Results showed significant Group and Trial effects for transfer between TOPGUN and VIGS and significant transfer to COFT performance regardless of the prior sequence of training.”
© All rights reserved Turnage and Bliss and/or Human Factors Society
Turnage, Janet J. (1988): Individual Differences Make a Difference in Systems Research. In: Proceedings of the Human Factors Society 32nd Annual Meeting 1988. p. 1000.
“Despite a long history within the field of experimental psychology to repudiate and even reject individual differences in statistical analyses of data by treating such differences as "within-group variances" or "error variances," the effects of individual differences on performance outcomes are tremendous. Humans vary greatly in human behavior and performance, where”
© All rights reserved Turnage and/or Human Factors Society
Turnage, Janet J. and Lane, Norman E. (1987): The Use of Surrogate Techniques for the Measurement of Team Performance. In: Proceedings of the Human Factors Society 31st Annual Meeting 1987. pp. 638-642.
“This paper describes shortcomings in current team performance measurement methodologies, discusses emerging observational and automated measurement techniques, and describes surrogate measurement concepts in the context of team performance. Research using surrogate approaches is suggested to improve the reliability of team assessment and to increase the sensitivity of team measures to conditions that are likely to improve or degrade team performance.”
© All rights reserved Turnage and Lane and/or Human Factors Society
Show this list on your homepage
Join the technology elite and advance:
Changes to this page (author)
20 Feb 2010: Modified27 Jun 2007: Added27 Jun 2007: Added
26 Jun 2007: Added
26 Jun 2007: Added
26 Jun 2007: Added
26 Jun 2007: Added
26 Jun 2007: Added
25 Jun 2007: Added
25 Jun 2007: Added
Page Information
Page maintainer:
The Editorial Team
URL: http://www.interaction-design.org/references/authors/janet_j__turnage.html
Log in !
