While email provides numerous benefits in the workplace, it is unclear how patterns of email use might affect key workplace indicators of productivity and stress. We investigate how three email use patterns: duration, interruption habit, and batching, relate to perceived workplace productivity and stress. We tracked email usage with computer logging, biosensors and daily surveys for 40 information workers in their in situ workplace environments for 12 workdays. We found that the longer daily time spent on email, the lower was perceived productivity and the higher the measured stress. People who primarily check email through self-interruptions report higher productivity with longer email duration compared to those who rely on notifications. Batching email is associated with higher rated productivity with longer email duration, but despite widespread claims, we found no evidence that batching email leads to lower stress. We discuss the implications of our results for improving organizational email practices.

We present an end-to-end system for augmented and virtual reality telepresence, called Holoportation. Our system demonstrates high-quality, real-time 3D reconstructions of an entire space, including people, furniture and objects, using a set of new depth cameras. These 3D models can also be transmitted in real-time to remote users. This allows users wearing virtual or augmented reality displays to see, hear and interact with remote participants in 3D, almost as if they were present in the same physical space. From an audio-visual perspective, communicating and interacting with remote users edges closer to face-to-face communication. This paper describes the Holoportation technical system in full, its key interactive capabilities, the application scenarios it enables, and an initial qualitative study of using this new communication medium.

Despite a long history and a large volume of affective research, measuring affective states is still a non-trivial task that is complicated by numerous conceptual and methodological decisions that the researcher has to make. We suggest that inconsistent results reported in some areas of research can be partially explained by the choice of measurements that capture different manifestations of affective phenomena, or focus on different elements of affective processes. In the present study we examine one of such topics - a relationship between stress and individual's work role. In a 2-week, multi-method in situ study we collected affective information from 40 subjects. All participants provided continuous physiological (cardiovascular) data for the entire duration of the study, submitted multiple daily self-reports of momentary affect, and filled out a onetime assessment of the global perceived stress. We found that individuals' job role (specifically, decision-making workload) was not related to the cumulative measures of momentary affect, but was negatively correlated with the overall level of perceived stress. We further found that this negative relationship was partially mediated by individuals' coping behaviors. Our results emphasize the important difference between fleeting and global (appraised) affective states, and remind about intervening variables that can significantly modify affective processes. We suggest directions for future research and discuss practical applications for stress management.

Accurate and timely assessment of collective emotions in the workplace is a critical managerial task. However, perceptual, normative, and methodological challenges make it very difficult even for the most experienced organizational leaders. In this paper we present a MoodTracker - a technological solution that can help to overcome these challenges, and facilitate a continuous monitoring of the collective emotions in large groups in real-time. The MoodTracker is a program that runs on any PC device, and provides users with an interface for self-report of their affect. The device was tested in situ for four weeks, during which we received over 3000 emotion self-reports. Based on the usage data, we concluded that users had a positive attitude toward the MoodTracker and favorably evaluated its utility. From the collected data we were also able to establish some patterns of weekly and daily variations of employees' emotions in the workplace. We discuss practical applications and suggest directions for future development.