The introduction of artificial teammates in the form of autonomous social robots, with fewer social abilities compared to humans, presents new challenges for human–robot team dynamics. A key characteristic of high performing human-only teams is their ability to establish, develop, and calibrate trust over long periods of time, making the establishment of longitudinal human–robot team trust calibration a crucial part of these challenges. This paper presents a novel integrative model that takes a longitudinal perspective on trust development and calibration in human–robot teams. A key new proposed factor in this model is the introduction of the concept relationship equity. Relationship equity is an emotional resource that predicts the degree of goodwill between two actors. Relationship equity can help predict the future health of a long-term relationship. Our model is descriptive of current trust dynamics, predictive of the impact on trust of interactions within a human–robot team, and prescriptive with respect to the types of interventions and transparency methods promoting trust calibration. We describe the interplay between team trust dynamics and the establishment of work agreements that guide and improve human–robot collaboration. Furthermore, we introduce methods for dampening (reducing overtrust) and repairing (reducing undertrust) mis-calibrated trust between team members as well as methods for transparency and explanation. We conclude with a description of the implications of our model and a research agenda to jump-start a new comprehensive research program in this area.

中文翻译：

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迈向人机团队纵向信任校准的理论

以自主社交机器人的形式引入人工队友，与人类相比，社交能力更弱，这对人机团队动力提出了新的挑战。高绩效的纯人工团队的关键特征是他们能够长期建立，发展和校准信任的能力，这使得纵向人机机器人团队信任校准的建立成为这些挑战的关键部分。本文提出了一种新颖的集成模型，该模型对人机团队中的信任发展和校准进行了纵向研究。此模型中提出的一个关键新因素是概念关系公平性的引入。关系公平是一种情感资源，可以预测两个参与者之间的善意程度。关系公平可以帮助预测长期关系的未来状况。我们的模型描述了当前的信任动态，预测了人机交互中交互对信任的影响，并就促进信任校准的干预类型和透明度方法进行了描述。我们描述了团队信任动态与指导和改善人机协作的工作协议之间的相互作用。此外，我们介绍了减轻（减少过度信任）和修复（减少欠信任）团队成员之间错误校准的信任的方法以及透明度和解释性的方法。