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A major problem in employee selection coalesces around convincing decision‐makers (e.g., hiring managers) to use analytically derived models. Existing recommendations in the literature largely focus on convincing executives to adopt analytical models and then exert their top‐down influence on lower‐level hiring decisions. In contrast to these solutions, we explore end user modifiability (i.e., allowing decision‐makers to modify a statistical model before use) as a bottom‐up approach for increasing hiring managers' implementation of analytical recommendations. From a utility standpoint, we consider how incorporating end user modifiability into hiring decisions will result in a less statistically valid, but potentially more valuable, organizational selection process. We explore these ideas in two studies. In Study 1, we experimentally test whether model modification increases decision‐maker reliance on a statistical model, as well as how much decision‐makers need to modify a model in order to use it. In Study 2, we examine the extent that modifiability introduces implicit biases that might adversely affect marginalized groups. Results suggest that modifiability can increase decision‐makers' perceived usefulness of a model and, importantly, that only a small amount of modifiability is needed to elicit this effect. Further, end user modifications were statistically insignificant predictors of hiring rates across race‐based subgroups, though supplementary analyses suggest important cautionary nuance. Given that analytical models are rarely perfectly or wholly implemented, end user modifiability may offer a viable solution for organizations seeking to increase the implementation of algorithmic guidance in selection decisions, even if it deviates modestly from a statistical optimality. [ABSTRACT FROM AUTHOR]

The retention of human capital remains a vital point of interest for both organizations and scholars today, as it has for over a century. While many models of voluntary turnover exist, we identify two turnover theories, Steel's (2002) Evolutionary Job Search Model of Turnover and Lee and Mitchell's Unfolding Model of Turnover, that we believe offer significant opportunities for future research. In this editorial, we review these two theories, highlighting the impact of each and offering several recommendations for future replication. Specifically, after reviewing 183 articles that cited Steel, we found that only a few of these directly tested the core propositions of the model, likely due to the complexity of the challenges of sufficiently capturing the dynamic components, and none have fully tested the model. Additionally, despite being published only six years prior, we identified 748 articles that cited Lee and Mitchell, yet we found that only 127 empirically examined the model, with most focused on specific components of the model, and only 15 attempted to test the entire model. We provide several methodological and theoretical suggestions for progressing these two models towards a better understanding of voluntary turnover. [ABSTRACT FROM AUTHOR]

The prevalence of job insecurity is increasing due to technological, geopolitical, and environmental changes worldwide, leading to negative stress‐related reactions and health outcomes for employees and productivity loss for organizations. Despite these consequences, few recommendations exist for how people can effectively cope with perceived job insecurity to mitigate stress‐related reactions. Drawing from resource‐based stress theories, we highlight job embeddedness, which captures contextual resources derived from on‐the‐job and off‐the‐job domains, as a key factor shaping employee's stress‐related reactions to job insecurity. Data collected at three time points over 12 months from 483 employees in various organizations in Japan reveals that on‐the‐job embeddedness exacerbates the positive relationships of job insecurity with both emotional exhaustion and chronic insomnia, whereas off‐the‐job embeddedness mitigates these associations. This study contributes to the literature by identifying off‐the‐job embeddedness as a bundle of contextual resources that helps employees cope with perceived job insecurity and demonstrating the contrasting effects of the two dimensions of embeddedness in shaping health‐related consequences of job insecurity. [ABSTRACT FROM AUTHOR]

Employee "water cooler conversations" with coworkers, as well as interpersonal interactions outside of one's employing organization, are key sources of information about the labor market. Although the value of network ties for job search is well recognized, research to date has tended to focus on how network ties relate to job search outcomes, providing little insight into what types of network ties offer information that shape job seeker perceptions and behaviors throughout the job search process. Drawing from Steel's (2002) evolutionary search model and social network research, we assert that different types of network ties—those that are weak versus strong and those internal versus external to the organization—offer different types of labor market information, which impacts employees' labor market perceptions, propensity to search for employment, and job search effectiveness. Using a time‐separated research design in a sample of healthcare workers, we find weak external ties are associated with more optimistic perceptions of the labor market, increased marketability, and early‐stage job search, and strong external ties are associated with greater marketability and propensity to engage in an early‐stage job search. Strong internal ties (SITs) have dual, opposing influences on employee job search: SITs are associated with less early‐stage job search, but they are also associated with increased concrete prospects when employees are more actively seeking alternative employment. Taken together, this study provides more nuanced insights into how network ties influence employee job search processes, clarifying ambiguities in this literature. [ABSTRACT FROM AUTHOR]

Organophosphorus flame retardants (OPFRs) are abundant and persistent in the environment but have limited toxicity information. Their similarity in structure to organophosphate pesticides presents great concern for developmental neurotoxicity (DNT). However, current in vivo testing is not suitable to provide DNT information on the amount of OPFRs that lack data. Over the past decade, an in vitro battery was developed to enhance DNT assessment, consisting of assays that evaluate cellular processes in neurodevelopment and function. In this study, behavioral data of small model organisms were also included. To assess if these assays provide sufficient mechanistic coverage to prioritize chemicals for further testing and/or identify hazards, an integrated approach to testing and assessment (IATA) was developed with additional information from the Integrated Chemical Environment (ICE) and the literature. Human biomonitoring and exposure data were identified and physiologically-based toxicokinetic models were applied to relate in vitro toxicity data to human exposure based on maximum plasma concentration. Eight OPFRs were evaluated, including aromatic OPFRs (triphenyl phosphate (TPHP), isopropylated phenyl phosphate (IPP), 2-ethylhexyl diphenyl phosphate (EHDP), tricresyl phosphate (TMPP), isodecyl diphenyl phosphate (IDDP), tert-butylphenyl diphenyl phosphate (BPDP)) and halogenated FRs ((Tris(1,3-dichloro-2-propyl) phosphate (TDCIPP), tris(2-chloroethyl) phosphate (TCEP)). Two representative brominated flame retardants (BFRs) (2,2′4,4′-tetrabromodiphenyl ether (BDE-47) and 3,3′,5,5′-tetrabromobisphenol A (TBBPA)) with known DNT potential were selected for toxicity benchmarking. Data from the DNT battery indicate that the aromatic OPFRs have activity at similar concentrations as the BFRs and should therefore be evaluated further. However, these assays provide limited information on the mechanism of the compounds. By integrating information from ICE and the literature, endocrine disruption was identified as a potential mechanism. This IATA case study indicates that human exposure to some OPFRs could lead to a plasma concentration similar to those exerting in vitro activities, indicating potential concern for human health. [ABSTRACT FROM AUTHOR]

Can algorithms that predict customer movie and shopping preferences also predict which employees are likely to leave andwhere they are likely to go, thus helping to retain talent? This study applies a type of machine learning (ML) technique, collaborative filtering (CF) recommender system algorithms, to investigate the comparison between satisfaction with the current job and potential satisfaction with job alternatives, which is inherent in theorizing about individual turnover decisions. The comparison of those anticipated ratings along with employee's current job satisfaction creates two operationalizations: the quantity of more desirable job alternatives and the quality (or extent of desirability) of job alternatives. To test the effectiveness of this novel approach, we applied recommender system algorithms to a longitudinal archival dataset of employees and had three main findings. First, the recommender system algorithms efficiently predicted job satisfaction based on just two sources of information (i.e., work history and job satisfaction in previous jobs), providing construct validity evidence for recommender systems. Second, both the quantity and the quality of more desirable job alternatives compared to the current job positively correlated with employees' future turnover behavior. Finally, our CF recommender system algorithms predicted where employees moved to, and even more effectively if constraining the alternative jobs to the same occupation. We conclude with implications how recommender system algorithms can help scholars effectively test theoretical ideas and practitioners predict and reduce turnover. [ABSTRACT FROM AUTHOR]

This article introduces the special issue in Human Resource Management featuring employer branding and talent acquisition. We provide a brief history of talent acquisition and introduce an employer branding approach to this process, especially emphasizing the potential of this approach for building competitive advantage. The challenges of employer branding on social media in the digital age are also highlighted. We then introduce the five papers contained in this issue, each representing a variety of levels of analysis, theoretical perspectives, environmental contexts, and methodological and design approaches to scholarly investigations on this topic. Our introduction concludes with a list of research questions characterizing an agenda for future research based aroundthe themes of (i) macro contextual effects; (ii) strategic employer branding; (iii) psychology and processing of employer brands; (iv) role the time; and (v) methods and approaches. [ABSTRACT FROM AUTHOR]

Summary: Two important contributions to the understanding of voluntary turnover are the ideas that employees become embedded in a net or web of restraining forces on‐ and off‐the‐job and that they experience varying degrees of control and desire that yield proximal withdrawal states explaining turnover motivations. We build on these ideas in two multi‐wave studies to study job insecurity, one of the most common work stressors and top concerns among employees around the world. Study 1 demonstrates that job search mediates the positive relationship between job insecurity and voluntary turnover, and that employees higher in on‐the‐job embeddedness are less likely to search for jobs despite job insecurity. Study 2 demonstrates that turnover intention mediates the positive relationship between job insecurity and voluntary turnover, and that employees higher in on‐the‐job embeddedness are less likely to contemplate quitting despite job insecurity. However, off‐the‐job embeddedness had opposite interactive effects, exacerbating the relationship of job insecurity with turnover. [ABSTRACT FROM AUTHOR]

Many sectors have seen complete replacement of the in vivo rabbit eye test with reproducible and relevant in vitro and ex vivo methods to assess the eye corrosion/irritation potential of chemicals. However, the in vivo rabbit eye test remains the standard test used for agrochemical formulations in some countries. Therefore, two defined approaches (DAs) for assessing conventional agrochemical formulations were developed, using the EpiOcularTM Eye Irritation Test (EIT) [Organisation for Economic Co-operation and Development (OECD) test guideline (TG) 492] and the Bovine Corneal Opacity and Permeability (OECD TG 437; BCOP) test with histopathology. Presented here are the results from testing 29 agrochemical formulations, which were evaluated against the United States Environmental Protection Agency's (EPA) pesticide classification system, and assessed using orthogonal validation, rather than direct concordance analysis with the historical in vivo rabbit eye data. Scientific confidence was established by evaluating the methods and testing results using an established framework that considers fitness for purpose, human biological relevance, technical characterisation, data integrity and transparency, and independent review. The in vitro and ex vivo methods used in the DAs were demonstrated to be as or more fit for purpose, reliable and relevant than the in vivo rabbit eye test. Overall, there is high scientific confidence in the use of these DAs for assessing the eye corrosion/irritation potential of agrochemical formulations. [ABSTRACT FROM AUTHOR]

Inhalation is a major route by which human exposure to substances can occur. Resources have therefore been dedicated to optimize human-relevant in vitro approaches that can accurately and efficiently predict the toxicity of inhaled chemicals for robust risk assessment and management. In this study—the IN vitro Systems to PredIct REspiratory toxicity Initiative—2 cell-based systems were used to predict the ability of chemicals to cause portal-of-entry effects on the human respiratory tract. A human bronchial epithelial cell line (BEAS-2B) and a reconstructed human tissue model (MucilAir, Epithelix) were exposed to triethoxysilane (TES) and trimethoxysilane (TMS) as vapor (mixed with N2 gas) at the air-liquid interface. Cell viability, cytotoxicity, and secretion of inflammatory markers were assessed in both cell systems and, for MucilAir tissues, morphology, barrier integrity, cilia beating frequency, and recovery after 7 days were also examined. The results show that both cell systems provide valuable information; the BEAS-2B cells were more sensitive in terms of cell viability and inflammatory markers, whereas MucilAir tissues allowed for the assessment of additional cellular effects and time points. As a proof of concept, the data were also used to calculate human equivalent concentrations. As expected, based on chemical properties and existing data, the silanes demonstrated toxicity in both systems with TMS being generally more toxic than TES. Overall, the results demonstrate that these in vitro test systems can provide valuable information relevant to predicting the likelihood of toxicity following inhalation exposure to chemicals in humans. [ABSTRACT FROM AUTHOR]