This measure may be used in future work to assess levels of PAS in users of automated systems in either research or applied settings.

Users who were better able to perform the task unaided were better able to identify and correct aid failure, suggesting that user task training and expertise may benefit human-automation performance.

Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. SPONSOR/MONITOR'S ACRONYM(S)AFRL/RHXS SPONSORING/MONITORING AGENCY REPORT NUMBER AFRL-RH-WP-TR-2014-0026 DISTRIBUTION AVAILABILITY STATEMENTDistribution Statement A: Approved for public release. Distribution is unlimited SUPPLEMENTARY NOTES ABW-2014-2241; Cleared 12 May 201414. ABSTRACT This report details three studies that have been conducted in order to explore user calibration of trust in automation. In the first, we discover that allor-none thinking about automation reliability was associated with severe decreases in trust following an aid error, but high expectations for automation performance were not. In the second study, we examine predictors and outcomes of calibration of trust. We measured calibration in three different ways. We found that awareness of the aid's accuracy trajectory (whether it was getting more or less reliable over time) was a significant predictor of calibration. However, we found that none of the three measurements of calibration had strong associations with task performance or the ability to identify aid errors. We also describe the conceptual premise and design of our third and final study. This study examines the development, loss, and recovery of trust in a route planning aid in a military simulation context. The results of this study will be presented in our final report. 15.

In their focal article, Hyland, Lee, and Mills (2015) discuss several potential areas in which mindfulness interventions may improve work performance. Some of these include creativity and sales performance (Chaskalson, 2011; Seligman, 2006). We agree that future research should continue to examine the potential benefits of mindfulness and propose an additional domain in which mindfulness interventions may be particularly beneficial: safety performance.

Imagined intergroup contact (IIC) has been demonstrated to alleviate prejudice toward social groups as a whole, but the extent to which it prevents biases in ratings of individual job candidateshas not yet been examined. This study uses a simulated employment interview where a female candidate either higher or lower in body fat is rated by participants who have undergone an IIC or a control manipulation. IIC successfully alleviated discrimination in ratings of interviewee competence but had no significant effect on ratings of warmth. Competence ratings fully mediated the effect of the two-way interaction of IIC and interviewee body fat on a dichotomous hiring recommendation provided 1 week later. IIC may be an effective and inexpensive intervention for reducing bias in job interview contexts.