1. What is the research question? Describe in one sentence.
2. Are the survey questions fixed, open, or both?
3. If fixed, are the categories mutually exclusive and exhaustive? Why or why not?
4. Are there scales and indices used? Which?
5. What kind of survey design was this (online, phone, etc.)?
6. How did they encourage response?
7. What was the response rate? Was it adequate?
8. Write 3 alternative survey questions that could be used to measure X. Full Terms & Conditions of access and use can be found at
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Journal of Crime and Justice
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Examining the stress, satisfaction, and
experiences of computer crime examiners
Thomas J. Holt , Kristie R. Blevins & George W. Burruss
To cite this article: Thomas J. Holt , Kristie R. Blevins & George W. Burruss (2012) Examining the
stress, satisfaction, and experiences of computer crime examiners, Journal of Crime and Justice,
35:1, 35-52, DOI: 10.1080/0735648X.2011.631401
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Examining the stress, satisfaction, and experiences of computer
crime examiners
Thomas J. Holta*, Kristie R. Blevinsb and George W. Burrussc
aSchool of Criminal Justice, Michigan State University, East Lansing, MI, USA; bDepartment of
Criminal Justice, Eastern Kentucky University, Richmond, KY, USA; cDepartment of Criminology
and Criminal Justice, Southern Illinois University Carbondale, Carbondale, Illinois, USA
(Received 11 April 2011; final version received 3 June 2011)
While the stress of policing has been well documented for more traditional law
enforcement duties, stress and job satisfaction among cybercrime investigators
remains limited. This study examined the stress and job satisfaction from a
sample of law enforcement agents who completed computer training from the
National White Collar Crime Center and who had experience with digital
evidence handling. The results show that role conflict was the most salient factor
in predicting both stress and satisfaction. Experience with digital evidence
handling increased job stress, but was not predictive of job satisfaction. The
implications of the study are discussed.
Keywords: computer crime; policing; stress; job satisfaction; digital evidence
handling
A significant body of research assesses the occupational reactions of police
officers and criminal justice system employees because of the tremendous stress
that officers face in the course of their duties (Kroes 1985, Petrone and Reiser
1985, Abdollahi 2002). Examining officers stress levels, sources, and reactions are
vital: these issues may affect physical illness, turnover, poor job performance, and
other agency functions (Kroes 1985, Kirkcaldy et al. 1998, Abdollahi 2002). A
number of studies indicate that law enforcement officers experience high levels of
work stress, often measured as the disconnect between job demands and employee
resources and capabilities (Kroes 1985, Dantzker 1987, Anshel et al. 1997, Burke
and Mikkelsen 2005, Dowler 2005). At the same time, officers report moderate
levels of job satisfaction, as measured through the extent to which individuals feel
fulfilled by or otherwise enjoy their jobs (Dantzker 1994, Krimmell and Gormley
2003, Carlan 2007).
Though a substantive body of research exists exploring the occupational
reactions of line officers in policing agencies (Haarr and Morash 1999, Dowler
2005, Morash et al. 2006), few have focused on the stress and satisfaction reported by
officers working in specialized positions within law enforcement agencies. In
particular, state and local law enforcement agencies have developed specialized
*Corresponding author. Email: [emailprotected]
Journal of Crime and Justice
Vol. 35, No. 1, March 2012, 3552
ISSN 0735-648X print/ISSN 2158-9119 online
2012 Midwestern Criminal Justice Association
http://dx.doi.org/10.1080/0735648X.2011.631401
http://www.tandfonline.com
forensic units focusing on digital evidence handling and evidence collection over the
last two decades (Stambaugh et al. 2001, Senjo 2004, Britz 2009, Krause 2009). These
positions require search and seizure of evidence stored on digital media, such as
computers, cell phones, and digital cameras (e.g., Stambaugh et al. 2001, Hagy 2007,
Britz 2009).
This form of forensic analysis requires a significant degree of technical training
and specialized technology to properly secure electronic evidence (Ferraro and Casey
2005, Britz 2009). Such factors may influence the job experiences of forensic
examiners, as they often operate with a small staff and with heavy caseloads covering
a wide range of offenses (Stambaugh et al. 2001, Hinduja 2004, Holt et al. 2010).
Examiners are also regularly exposed to harmful and disturbing images, such as child
pornography (Stevenson 2007, Burns et al. 2008, Krause 2009, Perez et al. 2010). In
fact, a small body of evidence indicates that computer crime examiners experience a
significant degree of burnout, coupled with physical and emotional stress that affect
their lives outside of the workplace (Stevenson 2007, Burns et al. 2008, Krause 2009,
Perez et al. 2010).
There is, however, a dearth of literature considering the levels of job satisfaction
among computer crime examiners, as well as their levels of organizational and job-
related stress (Perez et al. 2010, Holt and Blevins 2011). One of the few published
studies to examine this issue utilized a sample of 56 respondents with no assessment
of time spent as a forensic investigator (Holt and Blevins 2011). As a consequence,
these studies require further replication to validate the findings and to investigate the
influence of additional factors on work stress. Thus, the current study examines work
stress and job satisfaction using a sample of 246 law enforcement personnel who
completed computer training through the National White Collar Crime Center. The
findings suggest that officers experience both high levels of work stress and
satisfaction, although job training reduced officer stress. In addition, role conflicts
increased reported levels of officer stress. The implications of this study for the work
experiences of specialized officers and the dynamics of computer crime are discussed
in detail.
Occupational experiences in law enforcement
A substantive body of research on the occupational reactions of law enforcement
officers identifies the conditions that increase work stress. The goal of this research is,
in part, to develop policies and procedures to reduce problematic behaviors
(Patterson 1992, Abdollahi 2002). High levels of stress can lead to employee
absenteeism, high turnover rates, and low productivity. These issues are especially
troubling for criminal justice agencies due to the resources required to hire and train
new individuals, and optimize their effectiveness (Anshel 2000, Van Yperen and
Snijders 2000, Maslach 2003). Work stress can also produce negative interactions
with citizens during calls for service that may result in cynical public perceptions and
distrust of the agency. Under such circumstances, lawsuits against individuals or
agencies are more likely (Tang and Hammontree 1992, Newman and Rucker-Reed
2004). Furthermore, stress may also affect victims who may feel slighted by disaf-
fected officers or the criminal justice system as a whole (Dantzker 1987, Carlan 2007).
Research exploring work stress among law enforcement officers indicates that
they report high levels due to substantive role conflicts, measured through competing
demands on employees and different or unclear standards for the completing specific
36 T.J. Holt et al.
tasks (Pogrebin 1978, Cullen et al. 1985). Also, a lack of clear conduct guidelines for
work tasks, often referred to as role ambiguity, decreases employee job satisfaction
(Symonds 1970, Coman and Evans 1991, He et al. 2002). Overall job stress is
increased through deficient training, supervisory support for their decisions, and an
ability to affect workplace policies or procedures (Symonds 1970, Coman and Evans
1991, He et al. 2002). Support from fellow officers also reduces stress: only fellow
officers who have experienced the job understand the unique nature of policing
(LoRocco et al. 1980, Graf 1986, Morash et al. 2006).
High levels of work stress are also correlated with low levels of job satisfaction, as
measured through individual fulfillment or enjoyment (Belknap and Shelly 1992,
Dantzker 1994, Krimmell and Gormley 2003, Carlan 2007). Individual levels of
stress and job dissatisfaction have also been shown to affect the organization they
operate within by increasing aggression or negative responses to fellow employees
(Tang and Hammontree 1992, Newman and Rucker-Reed 2004, Morgan et al.
2005). The inherent dangers of policing are also a considerable source of stress:
officers may face significant physical harm from suspects during citizen encounters.
Also, officers witness a variety of brutal or violent crimes in the course of their jobs
(He et al. 2002, Dowler 2005). Agency size has also shown to be a relevant factor as
officers in larger urban environments report higher levels of stress (Crank and
Caldero 1991, Brooks and Piquero 1998, Oliver and Meier 2004). This may,
however, reflect variations in managerial structures, danger, and role conflicts across
different agencies.
Computer crime, forensic investigation, and stress
With these conditions in mind, it is reasonable that computer crime examiners may
report higher levels of stress due to the various complexities inherent in both the
nature of computer-related crime and the dynamics of forensic investigation. For
example, the Internet, computers, and mobile phones have engendered computer-
focused offenses, such as computer hacking and malicious software that compromise
and harm both systems and personal information (Hagy 2007, Wall 2007, Holt et al.
2010). These technologies have also been subverted by individuals engaging in real
world offenses (e.g., prostitution, pedophilia, and stalking) to target victims and to
connect with other offenders (Stambaugh et al. 2001, Holt et al. 2010). Technology
also affords criminals a significant degree of anonymity as they can create fictitious
user profiles to hide their real identity (Jordan and Taylor 1998), or use tools to mask
their physical location while on-line (Holt et al. 2010). The interconnectivity
provided by telephony also enables offenders to cross state, territorial, and
continental boundaries with ease (Wall 2007). As a result, technology complicates
the ability of state and local officers to investigate offenses, and decrease the potential
for resolution (Stambaugh et al. 2001, Hagy 2007, Holt et al. 2010).
In addition, cases involving digital evidence require specialized technologies to
adequately search and seize data. Unique equipment is needed in order to capture bit
for bit images of a hard drive or memory stick so that examiners can search the
computer as it existed at the time of seizure (Ferraro and Casey 2005, Hagy 2007,
Britz 2009). Specialized software programs, such as Encase or FTK, are also
required in order to examine the image to determine the location and contents of
files, Internet search histories, and other materials (Britz 2009). The material costs to
establish a lab are, however, very prohibitive for local agencies that must operate
Journal of Crime and Justice 37
within existing limited budgets (Britz 2009, Stambaugh et al. 2010). The costs for
training and staffing a computer crime and digital forensic unit may also hinder the
investigative capabilities of the local agencies (Senjo 2004, Ferraro and Casey 2005).
As a result, budgetary constraints may significantly diminish the capacity of local
law enforcement agencies to deal with computer crime cases.
Considering the difficulties that state and local law enforcement agencies face in
computer crime investigations, it is necessary to consider how these factors affect the
stress and satisfaction that forensic examiners may face in their duties. The
jurisdictional and investigative difficulties that arise in the course of investigations
may diminish the likelihood of successful prosecutions (Wall 2007, Britz 2009). As a
consequence, this may reduce the likelihood of support for computer crime
investigations among management and prosecutors (Stambaugh et al. 2001, Senjo
2004). In fact, evidence suggests that computer crime cases are given low priority
across most agencies, unless they involve child pornography, stalking, or identity
crimes (Hinduja 2004, Senjo 2004, Holt et al. 2010).
In addition, the bureaucratic and militarized structure of law enforcement
agencies can place a significant degree of stress on officers (Martelli et al. 1989,
Coman and Evans 1991). The tight controls placed on officers by management make
it difficult to fully exercise discretion in the field (Spielberger et al. 1981, Martelli
et al. 1989). Officers may also feel alienated by an inability to communicate their
needs to management in productive ways (Golembiewski and Kim 1990). This has
particular relevance for forensic examiners whose resource needs and training
requirements can strain budgets and complicate their relationship to management
(Stambaugh et al. 2001, Hinduja 2004). A failure to recognize the importance of
computer crime and digital forensics among management may also cause examiners
a great deal of stress in the course of their day-to-day activities (Stambaugh et al.
2001, Senjo 2004). As a result, computer crime examiners may feel a greater sense of
role conflict as they face a limited capacity to actively pursue cases (Stevenson 2007,
Burns et al. 2008, Krause 2009, Perez et al. 2010).
Officer support and interaction can also help to diminish the work stress that
individuals experience while on the job (House 1981, Ellison and Genz 1983, Ganster
et al. 1986, Graf 1986, Patterson 2003). The considerable work stress officers face
provides a point for colleagues to bond in a way they may not be able to with others
outside of their profession (LoRocco et al. 1980, Graf 1986). To that end, the unique
role of computer crime examiners in police agencies coupled with the diminished
perception of computer crime among line officers (Hinduja 2004, Senjo 2004), may
make examiners feel isolated from their colleagues. Furthermore, the small number
of officers assigned to digital crime units may limit the ability of examiners to relate
to other officers in their agency (Krause 2009, Perez et al. 2010).
Officers with more years of experience may also report lower levels of stress
because of an increased understanding of forensic software and evidence processing
in much the same way as in traditional policing (Zhao et al. 1999, Johnson et al.
2005). At the same time, those with more years of experience with digital forensic
materials may have greater exposure to harmful images, increasing burnout and
secondary traumatic stress disorder (Krause 2009; Perez et al. 2010). Few have
considered how this issue might affect digital forensic examiners reported levels of
stress. In fact, Holt and Blevins (2011) recent study of digital forensic examiners did
not explore the effect of years of forensic examination experience on reported levels
of stress or satisfaction. As a consequence, there is a need for further research to
38 T.J. Holt et al.
both replicate and explicate the findings of various qualitative studies as well as
Holt and Blevins (2011) quantitative exploration of forensic examiners stress and
satisfaction.
The present study
In light of the various sources of stress that computer crime examiners face as a
result of their role in law enforcement, it is unclear how much satisfaction they report
from their occupation (Perez et al. 2010). Furthermore, it is unclear how traditional
organizational stressors, such as managerial support and workload issues, affect
computer crime examiners, and the ways that they internalize and experience stress.
Few if any studies consider the levels of job satisfaction that examiners experience in
the course of their jobs. Thus, this study utilizes a sample of 246 active law
enforcement officers who engage in computer crime investigations in order to address
two specific issues. First, this study explores the reported levels of work stress and
satisfaction, which we hypothesize will mirror the levels of both stress and
satisfaction reported by line officers in traditional law enforcement roles. Second,
this study considers the sources of stress among computer crime examiners. Based on
previous research, we predict that officers who report high levels of stress will also
report higher levels of role conflict, and both lower levels of supervisory support and
work satisfaction. We also expect that there will be no relationship between
demographic variables and stress or satisfaction, in keeping with the mixed support
for these factors in the larger literature on police stress and satisfaction.
Methods
To develop a sample of forensic examiners, the researchers contacted 1701 law
enforcement officers who completed a computer-training program through the
National White Collar Crime Center (NW3C). This training was provided to anyone
whose agency had some interest or mission related to computer crime that required
additional training. An e-mail invitation was sent by the NW3C with a link to an on-
line survey in March 2009, identifying the research team and the NWC3 staff
assisting the project. A total of 292 individuals responded to the survey, which is a
low response rate (about 17%) but consistent with the overall trend of declining
survey response rates (Dey 1997, Bickart and Schmittlein 1999, Sheehan 2001).
This sample of almost 300 investigators provides a purposive set of specialized
criminal justice employees with diverse experiences; after adjusting casewise for
missing data, the final sample size was 224. The respondents had various ranks and
experience and classified themselves as patrol officers, forensic examiners, detectives
or special agents, analysts, or other support function titles. As shown in Table 1,
members of the sample had an average of 16 years of law enforcement experience,
and were primarily male (86%), white (85%), and married (78%). The average age
was about 42 (range 2462). Thirty-eight percent of respondents had a four-year
college degree and 93 percent had at least some college. These demographic
characteristics are similar to those reported for the police workforce nationally for
2008 (Bureau of Labor Statistics 2009), and research samples of computer crime
examiners (Perez et al. 2010, Holt and Blevins 2011). Approximately 88% of
respondents indicated that they had some kind of previous computer crime
investigation experience, including computer-based fraud (66%), computer hacking
Journal of Crime and Justice 39
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40 T.J. Holt et al.
(37%), computer-based harassment or stalking (59%), on-line solicitation of
children (49%), child pornography (59%), prostitution or other computer-based
sex crime (40.9%), identity theft (70%), Internet commerce (53.4%), and other
computer-related crime (48%). About 90% of the respondents were sworn officers.
Thus, this sample provides a purposive, yet suitable group of respondents with a
diverse background to explore and expand our knowledge beyond the paucity of
research in this area (Stevenson 2007, Perez et al. 2010, Holt and Blevins 2011).
Dependent variables
We measured two dependent variables in this study: work stress and job satisfaction.
First, respondents were asked about work-related stress through four items,
measured on a Likert scale from strongly agree to strongly disagree (see Appendix
1 for a list of the individual items and Cronbachs alpha coefficients). The items used
to compose this measure were designed to measure general feelings of work stress
and have been used in previous research on stress among criminal justice employees
(Cullen et al. 1985, Holt and Blevins 2011). To calculate the additive index, all items
were coded from one to six, with six representing the response associated with the
highest levels of stress. All four items were summed into a scale ranging from 4 to 24.
Second, job satisfaction was a scale composed of five items (individual items and
alpha coefficient are also listed in Appendix 1) based on the Quality of Employment
Survey (Quinn and Shepard 1974). This instrument contains five general measures
applicable to any profession, including criminal justice occupations (Cullen et al.
1985, Holt and Blevins 2011). These items were selected in order to better compare
the general levels of satisfaction that examiners report relative to traditional line
officers, and assess the overall value they place on their jobs. The final scale has a
minimum of five and a maximum of 16, higher scores represent higher levels of job
satisfaction.
Independent variables
Based on the previous literature concerning the effects or work-related variables on
work stress and satisfaction, seven work-related variables were included in this
study. First, work satisfaction was included in the model predicting stress, as there is
a correlation between high levels of stress and low levels of job satisfaction (Belknap
and Shelly 1992, Dantzker 1994, Krimmell and Gormley 2003, Carlan 2007). Agency
size was measured by asking respondents to choose from an ordinal set of responses
to indicate how many officers were employed at their current agencies. Response
categories were collapsed into three levels: (1) from 50 or less; (2) 51250; (3) 251 or
more officers. Experience was gauged by asking how many years the respondent had
worked in law enforcement. The other three work-related variables, role problems,
supervisory support, and perceived dangerousness of the job, were measured
through additive indices and are discussed below.
Role conflict can increase stress and decrease the amount of satisfaction
associated with any occupation, including those working in criminal justice (Cullen
et al. 1985, Coman and Evans 1991, He et al. 2002, Johnson et al. 2005). Role
conflict was measured with a general four-item additive index, borrowed from
the research of Rizzo et al. (1970) into occupational role problems. Respondents
were asked to select from a six-item Likert scale to represent how much they agree
Journal of Crime and Justice 41
with each statement (see Appendix 1). Items were summed and averaged, with higher
scores representing higher levels of role problems.
Supervisory support is another work-related variable that can influence work
stress and job satisfaction. High levels of supervisory support should serve to reduce
work stress and increase job satisfaction, and previous research has shown this to be
the case for criminal justice employees (Cullen et al. 1985, Hunt and McCadden
1985, Howard et al. 2004). The supervisory support measure used in this study was
composed of three items designed to measure general feelings of support by
supervisors (Cullen et al. 1989). The same six-item Likert scale was used and then
items were summed and averaged (see Appendix 1).
Perceived job dangerousness was measured as an additive index; this concept is
commonly used in the literature concerning police exposure to dangerous situations
while on the job (Cullen et al. 1985, 1989, He et al. 2002, Dowler 2005). Five items
were used to make this composite measure, and respondents were given the same six-
item Likert scale to use to indicate the extent to which they agreed or disagreed with
each item. As with the other two work-related indices, the final scores ranged from
one to six. Higher scores represent higher levels of perceived dangerousness.
Because this sample was chosen due to the respondents taking computer training
related to law enforcement and therefore more likely to have digital evidence
handling experience, the respondents were asked how many years they had been a
digital evidence handler (zero indicated they had not served in this capacity). This
survey item was recoded into a dichotomous measure (1 at least one year of digital
evidence handing experience; 0 no experience with digital evidence handing
experience).
This study uses five controls for demographic characteristics due to their
relationship to stress and satisfaction among criminal justice employees. Age was
included to understand the effect that it may have on work responses among
respondents. The literature is generally mixed concerning the impact of age on job
attitudes: some studies find no significant relationship between police work reactions
and age (Dowler 2005, Storch and Panzerella 1996); others found that younger
individuals experience more work stress and less job satisfaction, which may be a
consequence of different life priorities and experiences as compared to older
employees (Violanti 1983, Patterson 2003).
Sex of respondent (1 male, 2 female) was included to explore whether males
and females react to their jobs differently. There is some evidence indicating that
female criminal justice employees experience more work stress and lower levels of
satisfaction (Belknap and Shelly 1992, Zhao et al. 1999, Krimmell and Gormley
2003, Burke and Mikkelsen 2005, Morash et al. 2006). Race was dichotomized into
nonwhite (0) and white (1) due to the small number of minorities in the sample. Prior
literature indicates that there are race differences in police officers attitudes toward
their occupation (Violanti and Aron 1995, Haarr and Morash 1999, Zhao et al. 1999,
Dowler 2005), and minorities sometimes feel more stress and less job satisfaction
than whites. Additionally, marital status was included to assess the influence of a
support network outside of work on stress (He et al. 2002).
Finally, education was assessed through a single item asking respondents if they
had no college, some college, a two-year degree, or a four-year degree or higher.
Education appears to have a mixed impact on criminal justice employee stress, as
Storch and Panzerella (1996) found education is not a significant predictor of work
reactions, while Cullen et al. (1985) found that higher levels of education was related
42 T.J. Holt et al.
to lower levels of work stress. It is plausible that officers with higher education may
have better coping mechanisms to deal with stress (Cullen et al. 1985). The technical
skills needed to effectively perform digital forensic work may also increase job
satisfaction for those with college degrees.
Results
To explore the possible predictors of work stress among these computer crime
examiners, we performed an ordinary least squares (OLS) regression using both the
individual characteristics and the work-related variables. Among the predictor
variables, there were no problems with normality of the univariate distributions. As
for multivariate OLS assumptions, there were no problems with multicollinearity or
heteroscedasticity. Two cases, however, were found to be outliers and removed from
the analysis. The final sample size for both models was 224.1 There are two
regression models shown in Table 2. The first regressed work stress on individual
characteristics and work-related variables. The second model regressed job
satisfaction on the same set of predictors.
To assess the work reactions of the respondents, we first considered the levels of
work stress reported. Overall, the respondents in this sample reported a moderate to
high level of work stress. The average level of work stress was 14.38, which was
slightly above the midpoint of the scale (12). Model 1 was significant and explained
48% of the variance in the work stress measure. None of the individual
characteristics were significant predictors. Among the work-related variables, role
Table 2. Work stress and job satisfaction regressed on individual and work-related variables
(N 224).
Model 1 Model 2
Work stress Job satisfaction
Variables b SE b b SE b
Individual-level variables
Age 70.042 0.615 70.004 0.047 0.030 0.160
Female 70.622 0.569 70.055 0.280 0.504 0.037
White 0.356 0.489 0.036 0.081 0.467 0.011
Married 0.044 0.175 0.013 0.418 0.394 0.069
Education 70.149 0.234 70.032 0.007 0.142 0.003
Work-related variables
Agency size 70.149 0.234 70.032 0.100 0.189 0.035
Experience in years 0.023 0.025 0.047 70.027 0.031 70.088
Role conflict 2.057*** 0.224 0.498 70.716*** 0.175 70.274
Supervisor support 70.320 0.220 70.073 0.544*** 0.174 0.200
Dangerousness 0.586*** 0.195 0.162 0.033 0.157 0.014
Job satisfaction 70.372*** 0.084 70.230
Experience with digital
evidence
1.374*** 0.413 0.168 70.114 0.337 70.022
Constant 9.198 2.273 11.486 1.765
Model fit indices
Adjusted R2 0.482*** 0.099***
***p 5 0.001.
Journal of Crime and Justice 43
conflict, dangerousness, satisfaction, and having some experience as a digital
evidence handler, however, were significant predictors of work stress. These findings
are consistent with prior studies of law enforcement officers, as individuals who
reported a high degree of role conflict experienced greater levels of stress (Ellison and
Genz 1983, Coman and Evans 1991, Violanti and Aron 1995, He et al. 2002, Holt
and Blevins 2011). This is sensible given that forensic examiners may struggle to best
accomplish their tasks according to inconsistent instructions and scarce resources
(Ferraro and Casey 2005, Britz 2009, Holt and Blevins 2011). The positive
relationship between experience and work stress may be also be a result of more
experienced individuals having more duties, responsibilities, and supervisory roles
(Brown and Campbell 1990, Zhao et al. 1999, Johnson et al. 2005). Experience with
digital evidence handing was significant and positive (b 1.374). Its imp
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Practical connection
Assignment:
Provide a reflection of at least 500 words (or 2 pages double spaced) of how the knowledge, skills, or theories of this course have been applied, or could be applied, in a practical manner to your current work environment. If you are not currently working, share times when you have or could observe these theories and knowledge could be applied to an employment opportunity in your field of study.
Requirements:
Provide a 500 word (or 2 pages double spaced) minimum reflection. Use of proper APA formatting and citations. If supportingevidence from outsideresources is used those must be properly cited. Share a personal connectionthat identifies specific knowledge and theories from this course. Demonstrate a connection to your current work environment. If you are not employed, demonstrate a connection to your desired work environment. You should not provide an overview of the assignments assigned in the course. The assignment asks that you reflect how the knowledge and skills obtained through meeting course objectives were applied or could be applied in the workplace.
This is an individual assignment.
Title: Interaction Design
ISBN: 9780470665763
Authors: Yvonne Rogers, Helen Sharp, Jenny Preece
Publisher: John Wiley & Sons
Publication Date: 2011-06-07
Chapter 1, Interaction Design 5th EditionAdobe Inc. (2019, October 16).
What is Interaction Design &How Does it Compare to UX? Retrieved from
https://xd.adobe.com/ideas/principles/human-computer
-interaction/what-is-interaction-design
Chapter 2, Interaction Design 5th Edition
What is human-centered design?The Interaction Design Foundation. (n.d.).
Retrieved from
https://www.interaction-design.org/literature/topics/human-centered-design
About the author, Nick Babich Nick Babich is a developer. (2020, September 8).
Human-centered design: An introduction, practices, and principles. Shopify.
Retrieved from
https://www.shopify.com/partners/blog/human-centered-design
Chapter 3, Interaction Design 5th Edition
Brenchley, M. (2020, October 26).
Interaction metaphors. Medium.
Retrieved from
https://uxdesign.cc/interaction-
metaphors-91a723aea4e1
Chapter 4, Interaction Design 5th Edition
World Leaders in Research-Based User Experience. (n.d.).
Mental models and User
Experience Design. Nielsen Norman Group.
Retrieved from
https://www.nngroup.com/articles/mental-models/
Antoniodellomo. (2020, October 1).
Cognitive frameworks for HCI.adellomo.
Retrieved from
https://www.adellomo.com/post/cognitive-frameworks-for-hci
Chapter 5, Interaction Design 5th Edition
Siricharoen, W. V. (1970, January 1).
Understanding social interaction with
human-computer interaction (HCI) adaptation. Go to thestartpage!
Retrieved from
https://eprints.eudl.eu/id/eprint/284/
Chapter 6, Interaction Design 5th Edition
Chapter 7, Interaction Design 5th Edition
Introduction to user interface design: 6 important principles.
Flux Academy – Learn HowToBecome a Web Designer. (n.d.).
Retrieved from
https://www.flux-academy.com/blog/introduction-
to-user-interface-design-6-important-principles
World Leaders in Research-Based User Experience. (n
.d.).
User interface principles every designer must know:
NN/g UX training. Nielsen Norman Group. Retrieved June 13, 2022,
from
https://www.nngroup.com/courses/hci/
Chapter 8, Interaction Design 5th Edition
World Leaders in Research-Based User Experience. (n.d.).
How to analyze qualitative data from UX research:
Thematic Analysis. Nielsen Norman Group.
Retrieved from
https://www.nngroup.com/articles/thematic-analysis/
World Leaders in Research-Based User Experience. (n.d.).
6 mistakes when Crafting Interview questions. Nielsen Norman Group.
Retrieved from
https://www.nngroup.com/articles/interview-questions-mistakes/
Chapter 9, Interaction Design 5th Edition