ISO 10075-1:2017 メンタルワークロードに関連する人間工学の原則—パート1：一般的な問題と概念、用語と定義 | ページ 6

3.2.1.1

warming-up effect

frequent consequence of mental strain (3.1.2) which, soon after an activity has started, results in a reduction of the effort required to perform that activity relative to the effort initially required

3.2.1.2

activation

internal state resulting in increased mental and physical activity

Note 1 to entry: Mental strain (3.1.2) can lead to different degrees of activation, depending on its duration and intensity. There is a range in which the activation level is optimal, e.g. neither too low nor too high, ensuring best functional efficiency.

3.2.1.3

learning

process based on (work) experiences that leads to enduring changes in behaviour or behavioural potential, e.g. plans, attitudes and values

3.2.2.1

practice effect

enduring change in individual performance, associated with learning (3.2.1.3) processes, following from repeated experience of the same kind of mental strain (3.1.2)

3.2.2.2

competence development

complex form of learning involving the acquisition, consolidation, enhancement and/or differentiation of cognitive, emotional, social and motor skills and abilities, as strain-related consequence of an active engagement with a task

Note 1 to entry: Competence development can have different facets, e.g. factual, methodological and/or social ones.

Note 2 to entry: Competence development is a facilitating long-term effect of the exposure to mental stress (3.1.1).

3.2.3.1

mental fatigue

temporary impairment of mental and physical functional efficiency, depending on the intensity, duration, and temporal pattern of the preceding mental strain (3.1.2)

Note 1 to entry: In contrast to fatigue-like states (3.2.3.2) recovery from mental fatigue is achieved by rest rather than changes in activity.

Note 2 to entry: This reduced functional efficiency becomes apparent, e.g. in feelings of tiredness, less favourable relationships between performance and effort, type and frequency of errors. The extent of this impairment is also determined by individual preconditions.

3.2.3.2

fatigue-like states

states within the individual as effects of mental strain (3.1.2) resulting from situations offering little variety, which, in contrast to fatigue, quickly disappear after changes in the task and/or the environment/situation

Note 1 to entry: As a rule common with mental fatigue (3.2.3.2) , feelings of tiredness also occur in fatigue-like states. However, they differ from mental fatigue by their transitoriness. Particularly marked interindividual differences can be found with these fatigue-like states.

3.2.3.2.1

monotony

slowly developing state of reduced activation (3.2.1.2) which is mainly associated with drowsiness, tiredness, decrease and fluctuations in performance, reductions in adaptability and responsiveness, as well as an increase in variability of heart rate often associated with/facilitated by long, uniform, repetitive task performance

Note 1 to entry: Symptoms of monotony usually develop more slowly than in the development of reduced vigilance (3.2.3.2.2) . Recovery from this state does not necessarily occur immediately after a change in the environment or the task.

Note 2 to entry: Monotony and reduced vigilance (3.2.3.2.2) can be differentiated with respect to the circumstances of their causal conditions, not with respect to their effects on performance and symptoms of alertness. Monotony can be found in uniform tasks with a high degree of repetitiveness.

3.2.3.2.2

reduced vigilance

state with reduced activation and detection performance mainly associated with monitoring tasks offering only little variation

Note 1 to entry: Performance decrements usually occur after 5 min to 20 min into task performance. The recovery from this decrement occurs immediately after a change in the environment or the task.

Note 2 to entry: Monotony (3.2.3.2.1) and reduced vigilance can be differentiated with respect to the circumstances of their causal conditions and the usual pattern of recovery, not with respect to their effects on performance and symptoms of alertness.

3.2.3.2.3

mental satiation

state of nervously unsettled, strongly emotional rejection of a repetitive task or situation in which the experience is of “marking time“ or “not getting anywhere“

Note 1 to entry: Additional symptoms of mental satiation are anger, decreased performance and/or feelings of tiredness, and a tendency to withdraw. In contrast to monotony and reduced vigilance, mental satiation is characterized by an unchanged or even increased activation (3.2.1.2) level, coupled with a negative evaluation of the task leading to an adverse emotion or mood.

3.2.3.3

stress response

state within the individual characterized by increased mental (including both cognitive and emotional components) and/or physical activation (3.2.1.2) resulting from their negative interpretation of the mental stress (3.1.1) to which they are exposed as threatening their goals and/or values

Note 1 to entry: According to this definition, the stress response is necessarily negative, arising from the individual's negative interpretation of the mental stress (3.1.1) relative to their available resources.

3.2.4.1

burnout

state characterized by perceived mental, emotional and/or physical exhaustion, a distant attitude towards one’s job, and perceived reduced performance capacities, resulting from prolonged exposure to specific kinds of mental stress (3.1.1)

Note 1 to entry: The perceived mental, emotional, and/or physical exhaustion expresses itself in an enduring feeling of overload, irritability, tension and lack of drive.

Note 2 to entry: Specific conditions leading to burnout are those which in the short term result in fatigue, satiation, and/or monotony.

Note 3 to entry: A distant attitude towards one’s job and job content within service-oriented tasks (e.g. nursing, jobs in call centres, gastronomy) is called depersonalization and expresses itself, for example, in reacting with an emotionless, blunted and cynical attitude towards others.

Note 4 to entry: “Perceived reduced performance capacity” is a tendency to evaluate one’s own performance ability negatively and to have insufficient coping strategies. It is characterized by a lack of, or a reduced, job-related self-esteem.

Note 5 to entry: There might be other impairing effects with long-term potential which are not listed in this document because they are otherwise already defined and/or the causal relations to the eliciting conditions are not sufficiently well established.