Mental Load and Fatigue Assessment Instruments: A Systematic Review

Abstract

Mental load and fatigue are important causes of performance decreases and accidents in different activities. However, a robust systematic review, detailing the instruments used to quantify them, is currently lacking. The purpose of this study was to summarize and classify by derivations the validated instruments used to quantify mental load and fatigue. The most representative electronic databases in the scope of this review, PubMed, WOS, Scopus, SPORTDiscus, and PsycINFO (until September 2020) were searched for studies that included instruments to analyze mental load and fatigue. The quality of the selected studies was scored using a quality assessment checklist. A total of 40 papers were included. Most of the papers used subjective scales (75%) to quantify mental load and fatigue, with a small presence of behavioral (n = 5) and objective techniques (n = 5). Less is known about the analysis of mental load and fatigue using a combination of derivations. Despite the high cost and complexity of objective techniques, research that applies these measures is important for further analysis of brain processes in mental load and fatigue. The design of a battery of tests that include the three types of derivations also seems necessary.

Dynamics of mental capacity of schoolchildren during study in secondary school under conditions of implementation of various educational programs

“…However, the search for an integrated criterion of mental capacity remains a problem of the future for phys-iologists and hygienists [10,20]. Thus, for the effectiveness of determining the level of fatigue caused by mental load, researchers recommended the use of a combination of several derivatives (subjective, behavioural and physiological) of mental fatigue [3], subjective assessment of mental load simultaneously with the assessment of working memory, electroencephalogram rhythm, skin conductivity and tympanic membrane temperature during the task [21], using signals of electrooculography, electrodermal activity and photoplethysmography [18], physiological indicators (heart rate variability, pupil diameter, flicker, eye movements with video distractor) and sub effective indicators of fatigue and mental stress [22], by measuring biometric dataelectroencephalography, heart rate, heart rate variability, photoplethysmography and electrodermal activity [23]. But most research is based on tracking changes in nervous activity using electroencephalography, which is considered the gold standard for assessing mental fatigue [23,24].…”

“…Conditions of educational activity are related to the introduction of new forms of learning and global informatization, which places increased demands on the psychophysiological capabilities of schoolchildren [1,2], creates serious emotional, cognitive and physical problems [3,4], reduces the efficiency and quality of work that affects the academic performance of student youth [5,6].…”

Automatic Cognitive Fatigue Detection Using Wearable fNIRS and Machine Learning

“…Cognitive fatigue has been extensively studied, and its assessment is usually made given one of three methods: subjective methods—the assessment is typically made via questionnaire, being subjective to each person; behavioural methods—study the relation between specific behaviours and cognitive fatigue; physiological-based methods—use physiological sensors to monitor the person and then, by processing the acquiring biosignals, relate them with cognitive fatigue [ 8 ].…”

The Gendered Division of Cognitive Household Labor, Mental Load, and Family-Work Conflict in European Countries

“…An increasing amount of cognitive tasks within a given time span needs larger amounts of cognitive capacity, often referred to as mental load or in other fields, like ergonomics, as mental workload (Hancock et al 2021). This household related mental load can be stressful (Gaillard 1993) and consequently, increase levels of exhaustion (Díaz-García et al 2021). This exhaustion can then create conflicts at home or, if it spills over to the workplace, enhance family-work conflict (Offer 2014).…”