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| Guideline | Description | Implementation Tip | |-----------|-------------|--------------------| | 1. Curiosity‑Sparks Timing | Deliver prompts during natural micro‑breaks (5‑10 min idle). | Use adaptive ML models that detect inactivity patterns. | | 2. Personalisation | Match Sparks to user’s expertise and current project. | Leverage skill‑graphs from internal HR systems. | | 3. Social Amplification | Enable “Curiosity‑Challenges” where teams compete to solve a Spark‑generated puzzle. | Incorporate leaderboard and badge rewards. | | 4. Transparency | Show each employee’s curiosity metric on the personal dashboard, coupled with growth tips. | Pair with coaching sessions every quarter. | | 5. Respect Boundaries | Cap Sparks to ≤2 per workday; allow “Do‑Not‑Disturb” windows. | Provide user‑controlled settings. |
Home‑office (HO) work has transitioned from a contingency measure to a long‑term organisational norm. While flexibility and reduced commuting have been widely documented as benefits (Bloom et al., 2021), remote settings also risk knowledge silos, reduced spontaneous interactions, and waning intrinsic motivation (Morgeson & Humphrey, 2020). blacked230902vanessaalessiabbccuriousho work
| Construct | Instrument | Scale | |-----------|------------|-------| | Task‑Switching Efficiency | System logs (time between task completion & next start) | Seconds | | Idea‑Generation Rate | Count of “innovation notes” submitted per week | Items/week | | Curiosity | Curiosity and Exploration Inventory (CEI‑2) | 1‑5 Likert | | Autonomy | Work‑Design Questionnaire (WDQ) | 1‑7 Likert | | Burnout | Maslach Burnout Inventory (MBI‑GS) | 0‑6 frequency | | Guideline | Description | Implementation Tip |
