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Production and service systems often rely on stationary queueing formulas to determine the number of agents that need to be scheduled. However, this results in over-staffing decisions when the system starts empty. To address this issue, we propose a solution called transient staffing, which involves providing appointment times for agents to ensure that the expected queue length remains below a certain threshold. We model the system as a transient Erlang-A queue. To compute the appointment times, we employ a uniformized approximation that discretizes the elapsed time, which can be made as accurate as desired. We prove that the appointment times decrease with the arrival rate and traffic intensity, while increasing with the abandonment rate. Through numerical investigations, we find that adopting a transient staffing strategy leads to substantial cost savings, especially in scenarios where demand is high, customers are patient, traffic intensity is low, and the service level objective is intermediate. Furthermore, we use a fluid approximation to derive closed-form expressions for the agents' appointment times, and prove the impact of the system parameters. We show that this approximation performs well in predicting the first appointment times in contexts with high demand, low traffic intensity, and lax service level objective. [ABSTRACT FROM AUTHOR]

The challenges encapsulated in the 'War for Sales Talent' are symbolic of the struggles inherent in the recruitment, nurturing, and retention of sales professionals. While extant research provides valuable insights into facets like hiring practices, selection criteria, coaching, and training strategies, a noticeable void persists in guiding salespeople as they navigate beyond the initial ramp-up period in a new role. By interconnecting survey responses from a cohort of 200 service salespeople with 18–24 months of tenure, this investigation brings to light the facets of effort—encompassing prospecting, conversion, retention, and growth—that exert an influence on the change in year-over-year revenue following a salesperson's first complete sales cycle post-onboarding. The results underscore the significance of conversion and growth efforts, revealing their robust impact on the net change in sales revenue. In challenging existing paradigms, this study proposes a conceptual shift in understanding sales effort. Rather than adhering to the prevailing unidimensional viewpoint, the findings advocate for recognizing sales effort as a multi-dimensional construct with competing demands. This nuanced perspective contributes to a more comprehensive understanding of the factors influencing revenue growth for salespeople transitioning from the ramp-up period toward a sustainable, growth-oriented trajectory. [ABSTRACT FROM AUTHOR]

In male-dominated industries, organizations face considerable pressure to enhance women's representation in top leadership roles. Firms respond to this pressure by increasing gender diversity in senior positions, but often fail to achieve a critical mass of senior women at the top. This raises a key question: What impact does greater gender diversity at the top have on junior women's career opportunities? We develop an attention-based perspective on gender diversity and theorize that firms with relatively more women in senior management compared to their industry peers are likely to allocate fewer attentional resources, time, and effort toward internal diversity practices. This inadvertently hurts the recruitment of women at lower levels. We propose that one way to mitigate these adverse cross-level spillover effects is to ensure women's substantive representation on committees responsible for overseeing and monitoring the firm's diversity and hiring-related decision-making processes. We test our contentions and find support for our model using a panel dataset on the largest U.S. law firms. We conduct several supplemental analyses to provide insights into our findings. [ABSTRACT FROM AUTHOR]

Human resource (HR) managers hire conscientious employees because they are both productive and are viewed as upholding high ethical standards due to their propensity to engage in voice. Organizations may strive to create a work context conducive to all employees acting ethically, not just conscientious ones, by centralizing decision‐making authority and promoting formalization through a higher hierarchy of authority. Yet, we propose that from the social information processing perspective, in higher hierarchy of authority contexts, peers may view their highly conscientious colleagues as less ethical. We hypothesize these effects through the lens of trait activation theory, according to which in a higher hierarchy of authority context, others are less likely to notice the voice behaviors of conscientious employees. Problematically, when others fail to notice conscientious employees' voice, they may perceive these workers as being less ethical. We tested our hypothesized moderated mediation model in a matched sample of employees (N = 820), their supervisors (N = 445), and peers (N = 529). As predicted, hierarchy of authority moderated the positive relationship between conscientiousness and voice, which in turn explained others' perceptions of their ethicality. Conscientiousness was positively related to peer assessments of ethicality via promotive (not prohibitive) voice when hierarchy of authority was lower (but not higher), partially supporting our hypotheses. These results suggest HR practitioners should be cognizant of the differential evaluations of highly conscientious employees in contexts with different levels of hierarchy of authority, and continuing challenges associated with balancing flexibility and formalization. [ABSTRACT FROM AUTHOR]

The employment interview is among the most versatile of staffing tools. Yet, the interview is rarely studied as a multipurpose tool. If the interview is used to serve multiple goals, then the interview can be effective (i.e., valid), and effectively designed, in multiple ways. The current study uses qualitative methodology to develop an inductive theory of interview goals and design based on conversational interviews with 29 experienced professional interviewers. Transcript data were analyzed with template analysis grounded in a postpositive epistemology and objectivist ontology. Results suggested that the interview is primarily used to serve three broad goals: performing a targeted assessment, making a positive impression, and informing the applicant. Interviewers reported a variety of strategies for adapting the interview to achieve and balance these goals. In short, findings suggest that the interview is used in multiple ways that have received very little research attention. These findings imply that the concept of interview validity should be expanded to include multiple interviewing goals, and that interview design should be understood as a complex function of these goals. Further implications for the research, theory, and practice of employment interviews are discussed. [ABSTRACT FROM AUTHOR]

This article argues that a society's level of social trust influences employers' hiring strategies. Employers can focus either on applicants' potential and select on foundational skills (e.g., social skills, math skills) or on their readiness and select on more-advanced skills (e.g., pricing a derivative). The higher (lower) the social trust—people's trust in their fellow members of society—the more (less) employers are willing to invest in employees and grant them role flexibility. Employers in higher-trust societies are therefore more attentive to applicants' potential, focusing more on foundational skills than on advanced skills. We empirically test this theory by using a novel dataset of more than 50 million job postings from the 28 European Union countries. We find that the higher a country's social trust, the more its employers require foundational skills instead of advanced skills. Our identification strategy takes advantage of multinational firms in our sample and uses measures of bilateral (country-to-country) trust to predict job requirements, while including an instrumental variable and fixed effects on country, year, employer, and occupation. These findings suggest a novel pathway by which social trust shapes employment practices and organizational strategies. [ABSTRACT FROM AUTHOR]

The purpose of this study was to identify the supports and barriers women coaches experience at the organizational level and to determine how those factors influence interpersonal- and individual-level factors within their coaching context. Nine women who coach high school basketball were interviewed at two time points and asked to reflect on organizational-level factors relative to their coaching position and how those factors have shaped their coaching experience over time. Based on the results of the interviews, two organizational-level factors were identified as barriers for participants: navigating inconsistent hiring practices and hypermasculine culture within school sport. The participants described organizational-level factors as influencing their experiences at both interpersonal (e.g., support from mentors, barriers related to the athletic directors) and individual (e.g., age, experience, sexual orientation) levels. The findings provide empirical support for specific organizational factors that contribute to interpersonal- and individual-level coach experiences. The power structures embedded in these associations are defined and discussed. [ABSTRACT FROM AUTHOR]

Asynchronous video interviews (AVIs) are a form of one‐way, technology‐mediated selection interview that can help streamline and increase flexibility in the hiring process and are used to hire millions of applicants per year. Although applicant reactions to AVIs in general tend to be more negative than with traditional interview modalities, AVIs can differ widely in how they are designed. For instance, applicants can be provided with more or less preparation time, response length, rerecording options, or rely on different question formats. This study examines how AVI design features impact applicant reactions, as well as the moderating role played by applicant age and gender. Data from 27,809 real job applicant's AVI experiences were collected in 11 countries (69.3% English‐speaking) from 33 companies and relating to 72 types of positions. Data were fitted with linear mixed‐effects models to account for nesting. Results showed that allowing more preparation time and offering the opportunity to rerecord responses were related to more favorable reactions, while including more questions was related to more negative reactions. Applicants above the age of 31 reacted especially negatively to AVIs with more questions while those below the age of 30 preferred being allocated longer maximum response lengths. Women reacted more positively to increased preparation time. These findings might help both AVI vendors and hiring organizations design AVIs that facilitate a positive applicant experience. Our research also expands knowledge on applicant reactions to interviews, highlights crucial differences from traditional formats, and calls for integrating applicant characteristics into current theoretical frameworks on applicant reactions to AVIs. [ABSTRACT FROM AUTHOR]

Using an institutional lens, we investigate the isomorphic effects of both external and internal contexts on human resource management (HRM) systems. Our analysis uses data from 4768 organizations across 34 countries to focus on the similarities in HRM systems. By employing distance matrices, a commonly adopted method in geographic science, we find that both external and internal contexts affect (dis)similarities in HRM systems. Organizations in similar environments exhibit more similar HRM systems. Furthermore, we find that the devolvement of HRM activities from HRM to line management reduces the similarity of HRM systems across organizations. By contrast, a strong strategic position of HRM does not yield a comparable effect. Our study's main contributions include elucidating the multifaceted relationship between context and HRM, highlighting the HRM department's role in this relationship, clarifying the context–HRM connection via the concept of isomorphic pressures, and illustrating the use of distance matrices as tool with great explanatory power for the analysis of similarities among HRM phenomena. [ABSTRACT FROM AUTHOR]

Some U.S. firms have women directors and executives, while many do not. We seek to explain this heterogeneity. Using U.S. Census data from 1900, we find that U.S. counties with populations originating from countries with stronger gender-egalitarian beliefs have more women in the labor market and in STEM occupations, and lower gender-pay gaps. Firms headquartered in such counties have more women executives and directors. When firms move to more gender-egalitarian counties, the representation of women on board increases. Our findings are consistent with the idea that inherited beliefs about gender roles impact the labor market and corporate leadership. [ABSTRACT FROM AUTHOR]

How can employers facilitate economic mobility for workers, particularly workers of color or those without a college degree? The authors integrate a fragmented literature to assess how employers' practices affect enhanced economic security and mobility. This article first identifies three pathways linking employers' practices to mobility: improving material job quality, increasing access to better jobs for historically marginalized workers, and promoting sustainability of employment. The authors provide a critical assessment of the research literature on recruitment and hiring practices; pay and wages; promotion practices; scheduling; leaves; diversity, equity, and inclusion initiatives; and work systems as these practices relate to economic mobility. They then identify strategic questions and feasible designs for enhancing future research on these questions in order to guide policy and management practice. [ABSTRACT FROM AUTHOR]

We document that the aggregate hiring rate of publicly traded firms in the U.S. economy negatively predicts stock market returns and long-term cash flows, and positively predicts short-term cash flows. In addition, through a variance decomposition, we show that the time-series variation in the aggregate hiring rate is mainly driven by changes in discount rates and short-term expected cash flows, with no contribution from variation in long-term expected cash flows. We estimate a neoclassical dynamic model with labor market frictions and show that labor adjustment costs and time-varying risk are essential for the model to replicate the empirical patterns. Authors have furnished an Internet Appendix , which is available on the Oxford University Press Web site next to the link to the final published paper online. [ABSTRACT FROM AUTHOR]

Fit plays a key role in organizational entry decisions. However, selecting staff based on their anticipated fit is vulnerable to bias, potentially leading to inequality, stratification, and polarization. First, we focus on person–organization fit and critically examine arguments for and against the hegemonic perspective that selecting for person–organization fit is an effective, responsible, and ethically appropriate approach. This is a controversial subject with bifurcated positions. On the one hand, there should be benefits for employers and employees, such as increased performance, productivity, motivation, and engagement. On the other hand, there are some potentially major downsides, such as subjective bias, reduced diversity, and fears that greater homogeneity will bring about organizational dysfunction. We reveal that two forms of fit, organizational fit and interpersonal fit, have been conflated, and recommend disaggregating them. Second, we critically examine person–job fit and demonstrate that it too has both positive and negative sides. We produce a consolidated version of these different elements of "selecting for fit" that integrates the various literatures and informs policy. We advance five practical recommendations to improve the use of fit in personnel selection that help to realize its inclusive promise and minimize its deleterious effects. [ABSTRACT FROM AUTHOR]

Unemployment and the challenges of hiring processes are often attributed to a lack of skills, indicating the persistent mismatch between educational preparation and industry demands. The focus on Technical Vocational and Livelihood (TVL) programs, with an emphasis on practical skills and work readiness, serves as a potential bridge to this gap. The learning-by-doing approach, facilitated through both school-based workshops and on-the-job training, offers a promising avenue to equip students with practical skills relevant to their chosen industries. This study not only seeks to describe this prevalent issue but also aims to provide valuable insights for bridging the gap between the skills expected by employers and those acquired by students. Existing literature, including works by Leite et al. (2016) and Mahasneh and Thabet (2015), underscores the discrepancy between industry expectations and graduate preparedness, especially in non-technical skills like communication, teamwork, and adaptability to real-world changes. Adopting a descriptive and developmental research design, this study conducted a comprehensive survey among 130 Technical Vocational and Livelihood-Home Economics SY graduates from Malvar Senior High School in the Batangas province between 2016 and 2022. The findings highlight the significance of foundational skills in effectively managing the dining area, addressing customer inquiries, and maintaining a welcoming ambiance, all crucial elements for ensuring exceptional customer experiences within the food service industry. While the study indicates a strong alignment between the competencies taught in the Food and Beverage Services (FBS) program and the industry's requirements, it also recognizes a gap in the coverage of certain essential competencies needed in the Food and Beverage Services NC II. As a response, the study endeavors to develop supplementary materials aimed at enhancing the overall competency framework and ensuring a more comprehensive and relevant educational experience for future students in this sector. Through its findings, this research contributes to the ongoing dialogue surrounding the optimization of educational programs to meet industry demands, offering valuable insights for policymakers, educators, and stakeholders invested in the advancement of technical education and workforce preparedness. [ABSTRACT FROM AUTHOR]

While recent studies have highlighted the potential for background cues in asynchronous video interviews (AVIs) to inadvertently disclose non‐job‐related information about job applicants, researchers have yet to explore the impact of socioeconomic status (SES) cues. This study investigates whether background cues about SES (specifically cues not available in a face‐to‐face interview) introduce unique biases in the hiring process. We examined if evaluators could discern SES differences based on a job applicant's background and whether these cues influenced the perceived hireability of the job applicant. To enhance the realism of our findings and understand when such biases may be exacerbated, we simulated the conditions a hiring manager might face by inducing cognitive load (CL). In a working sample of N = 260 American Cloud Research Connect participants, we used a 2 (low; high SES) by 2 (low; high CL) between‐subjects experimental design. We found that although evaluators could identify differences in SES and did experience a difference in CL, these two factors did not directly influence the perceived hireability of the job applicant. We also investigated the role of evaluators' characteristics, such as their own SES, attitude towards poverty, and social dominance orientation. Although these did not directly influence their ratings of the job applicant, we identified noteworthy correlations: participants' perceptions of the SES of the background correlated with the job applicant's (a) perceived hireability, and (b) perceived SES. These findings emphasize the need for further research into the subtle cues that evaluators might use to gauge SES, which could impact a job applicant's AVI evaluation. [ABSTRACT FROM AUTHOR]

Background: Lean methodology, originally developed in the manufacturing sector, is a process management philosophy focused on maximizing value by eliminating waste. Its application in laboratory settings, particularly concerning laboratory turnaround times (TAT), involves a systematic approach to identifying inefficiencies and optimizing processes to enhance value for end customers. Methods: This systematic review was registered in PROSPERO with identification number (CRD42024552350) and reported based on the 2020 PRISMA checklist. An extensive search strategy was performed using PubMed, Scopus, and Embase databases and gray literatures. Advanced searching was used using Boolean operators (AND & OR). After articles were exported to endnote x8, duplications were removed and articles were selected based on titles, abstracts, and full texts. The illegibility of the articles was independently assessed by the three authors (NC, DMB, and BBT), and the disagreements were settled through scientific consensus. Methodological quality was assessed using JBI critical appraisal checklist. Discussion: In this review, electronic databases search yielded 1261 articles, of which 7 met the inclusion criteria. The review demonstrated, implementation of lean principle into the routine laboratory testing had an overall impact 76.1% on reducing laboratory TAT. Transportation, manual data processing, inefficient workflow, and the heavy workload were identified as the main wasteful procedures. To eliminate these non-value-added steps, several intervention techniques were implemented, including the use of a barcoding system, process redesign, workflow optimization, hiring additional staff, and relocating the sample collection room closer to the result distribution center. Lean implementation is crucial in the medical laboratory industry for optimizing processes, reducing TAT, and ultimately enhancing customer satisfaction. As a result, all clinical laboratories should adopt and implement lean principles in their routine testing processes. The medical laboratory industry should also proactively look for and apply lean tools, provide ongoing training, and foster awareness among laboratory staffs. [ABSTRACT FROM AUTHOR]

Ovarian cancer is a formidable health challenge that demands accurate and timely survival predictions to guide clinical interventions. Existing methods, while commendable, suffer from limitations in harnessing the temporal evolution of patient data and capturing intricate interdependencies among different data elements. In this paper, we present a novel methodology which combines Temporal Analysis and Graph Neural Networks (GNNs) to significantly enhance ovarian cancer survival rate predictions. The shortcomings of current processes originate from their disability to correctly seize the complex interactions amongst diverse scientific information units in addition to the dynamic modifications that arise in a affected person's nation over time. By combining temporal information evaluation and GNNs, our cautioned approach overcomes those drawbacks and, whilst as compared to preceding methods, yields a noteworthy 8.3% benefit in precision, 4.9% more accuracy, 5.5% more advantageous recall, and a considerable 2.9% reduction in prediction latency. Our method's Temporal Analysis factor uses longitudinal affected person information to perceive good-sized styles and tendencies that offer precious insights into the direction of ovarian cancer. Through the combination of GNNs, we offer a robust framework able to shoot complicated interactions among exclusive capabilities of scientific data, permitting the version to realize diffused dependencies that would affect survival results. Our paintings have tremendous implications for scientific practice. Prompt and correct estimation of the survival price of ovarian most cancers allows scientific experts to customize remedy regimens, manipulate assets efficiently, and provide individualized care to patients. Additionally, the interpretability of our version's predictions promotes a collaborative method for affected person care via way of means of strengthening agreement among scientific employees and the AI-driven selection help system. The proposed approach not only outperforms existing methods but also has the possible to develop ovarian cancer treatment by providing clinicians through a reliable tool for informed decision-making. Through a fusion of Temporal Analysis and Graph Neural Networks, we conduit the gap among data-driven insights and clinical practice, proposing a capable opportunity for refining patient outcomes in ovarian cancer management operations. [ABSTRACT FROM AUTHOR]

Based on the model of intersectional invisibility, we tested the consequences of work‐related misbehavior for women of Turkish and German descent (i.e., misbehavior involving mistakes that are stereotypically associated with masculine or feminine traits, eliciting negative evaluations). Across a series of four preregistered experiments (Ns = 746, plus two pre‐registered experiments in an Additional Supplement), we investigated evaluations of female targets in a male‐typed, highly qualified job context. We focus on exclusion and promotion decisions. A single‐paper meta‐analysis substantiates findings across samples who have different experiences regarding racism and in personnel selection. Our findings reveal a nuanced picture: Misbehavior associated with stereotypically feminine traits led to more negative consequences for Turkish women than for German women, resulting in more frequent exclusion and less frequent promotion for Turkish women. In contrast, misbehavior associated with stereotypically masculine traits led to more favorable outcomes for Turkish than German women. Thus, revealing a complex relationship between type of misbehavior and ethnicity, we identify leader prototypes as an explanatory mechanism, rather than aversive racism or shifting standards. Results suggest that Turkish women are discriminated against most for showing stereotypically feminine behavior confirming gendered racialized steretoypes, but may experience less backlash when showing counter‐stereotypical behavior than German women. We find double standards in evaluations of highly qualified women of Turkish versus German descent, with interactions with the type of misbehavior suggesting complex interplays of gender, ethnicity, and information provided about the individual in career advancement and exclusion. [ABSTRACT FROM AUTHOR]

In the recruitment process, manually selecting suitable candidates from curriculum vitae (CVs) for a job description (JD) is both time-consuming and expensive. Traditional keyword-based methods struggle to capture skill semantics, prompting the development of more advanced JD-CV matching systems. This paper aims to investigate and construct an ontology-based skills recommendation system, with objectives including creating a skills ontology and developing skills matching methods for JD-CV pairs. The objective of our approach is to enhance the accuracy and contextual relevance of recommendations by utilizing the proposed score. The proposed skills ontology and skills matching strategies are applied to a real dataset in Vietnam. The results of our study can automatically recommend a list of CVs for a given JD. Furthermore, the findings indicate that our proposed model surpasses comparative approaches by a margin of at least 1% to 5%. Overall, the study demonstrates the potential of utilizing ontology-based approaches to offer a practical solution for enhancing hiring practices. [ABSTRACT FROM AUTHOR]

AbstractPurposeMethods and MaterialsResultsConclusion\nIMPLICATIONS FOR REHABILITATIONTo summarise information about tools available to rate observed performance in activities, tested with populations with upper limb impairment.A scoping review was conducted. Articles were included if they reported psychometric properties of tools that could be used with populations with upper limb impairment, had at least one activity item, and item/s involved use of the upper limbs. Information about the tools was extracted, summarised and key findings are presented.Twenty-seven tools met the inclusion criteria. The results indicated that few tools used client-selected (19%) items or clinician-selected (11%) items. Most tools (70%) used pre-defined items. Fourteen tools (52%) included activity-only items. Eleven tools (41%) had less than half activity items. An in-depth summary of the tools with activity-only items is reported.Many tools exist for assessing observed performance in activities to examine use of the upper limb. However, there were few tools (N = 6) available that assess observed performance in client-selected activities.This review can be used as a comprehensive summary of tools that currently exist to assess observed upper limb use or performance in activities for people with upper limb impairment (n = 27).A small number (n = 6) of assessments of observed performance in client-selected activities were identified that may be accessed by rehabilitation clinicians.Given the importance of client-centred practice, it is recommended that clinicians and researchers should select, modify and test available assessments that utilise client-selected occupations.This review can be used as a comprehensive summary of tools that currently exist to assess observed upper limb use or performance in activities for people with upper limb impairment (n = 27).A small number (n = 6) of assessments of observed performance in client-selected activities were identified that may be accessed by rehabilitation clinicians.Given the importance of client-centred practice, it is recommended that clinicians and researchers should select, modify and test available assessments that utilise client-selected occupations. [ABSTRACT FROM AUTHOR]

This study analysed the effects of perfectionism on the formation of attitudes and expectations of organisational behaviour in potential recruiters. Specifically, the dimensions of perfectionism proposed by Hewitt and Flett were analysed in relation to the meta-cognitive process of thought self-validation. Participants were randomly exposed to the résumé (strong vs. weak) of a job candidate that produced either favourable thoughts (strong résumé) or unfavourable thoughts (weak résumé) about the candidate and the résumé. As hypothesised, participants perceived their thoughts as more perfect the higher their self-oriented perfectionism. Consequently, this led them to be more certain and confident in the thoughts generated. This greater cognitive validation of their own thoughts, in turn, gave rise to more polarised attitudes (either in favour of or against the candidate) and expectations about performance, adaptation and organisational commitment, according to the thoughts generated (favourable vs. unfavourable). The implications for research in persuasion and its application in personnel selection are discussed in this article. [ABSTRACT FROM AUTHOR]

On June 1, 2020, NYC Health + Hospitals, in partnership with the NYC Department of Health and Mental Hygiene, other city agencies, and a large network of community partners, launched the New York City Test & Trace (T2) COVID-19 response program to identify and isolate cases, reduce transmission through contact tracing, and provide support to residents during isolation or quarantine periods. In this paper, we describe lessons learned with respect to planning and implementation of case notification and contact tracing. Our findings are based on extensive document review and analysis of 74 key informant interviews with T2 leadership and frontline staff, cases, and contacts conducted between January and September 2022. Interviews elicited respondent background, history of program development, program leadership and structure, goals of the program, program evolution, staffing, data systems, elements of community engagement, trust with community, program reach, timeliness, equity, general barriers and challenges, general facilitators and best practices, and recommendations/improvement for the program. Facilitators and barriers revealed in the interviews primarily revolved around hiring and managing staff, data and technology, and quality of interactions with the public. Based on these facilitators and barriers, we identify suggestions to support effective planning and response for future case notification and contact tracing programs, including recommendations for planning during latent periods, case management and data systems, and processes for outreach to cases and contacts. [ABSTRACT FROM AUTHOR]

Exploring what modulates people's trust in evidence of hiring discrimination is crucial to the deployment of corrective policies. Here, we explore one powerful source of variation in such judgments: moral commitment to gender equality (MCGE), that is, perceptions of the issue as a moral imperative and as identity‐defining. Across seven experiments (N = 3579), we examined folk evaluations of scientific reports of hiring discrimination in academia. Participants who were more morally committed to gender equality were more likely to trust rigorous, experimental evidence of gender discrimination against women. This association between moral commitment and research evaluations was not reducible to prior beliefs, and largely explained a sex difference in people's evaluations on the issue. On a darker note, however, MCGE was associated with increased chances of fallaciously inferring discrimination against women from contradictory evidence. Overall, our results suggest that moral convictions amplify people's myside bias, bringing about both benefits and costs in the public consumption of science. [ABSTRACT FROM AUTHOR]

Studies have shown a tendency for educational elites to marry within the elite circle in China. However, little research explores how they find a partner and the platforms' roles in the process. We fill this gap by focusing on an online dating platform targeting alumni of elite universities. We interviewed the core staff of the platform to examine its operations. Through thematic analysis, we analyzed users' self-representations in their dating profiles and the platform's relatively high matching success rate. To achieve assortative matching for its elite users, the platform developed a large elite user base by setting university prestige as a dating threshold, hiring staff from elite universities, and providing profile editing and posting services. Users highlighted their privileged family backgrounds, elite university experiences, time-consuming hobbies, and preferences for a soulmate, as they aimed to attract similar partners. Our research reveals a new form of intra-clan marriage that has emerged with the massification of higher education. This homogamy, based on high levels of cultural capital, forms a social enclosure that may reinforce cultural inequalities beyond higher education. [ABSTRACT FROM AUTHOR]

Objective: This study aimed to assess the plausibility of self-control depletion, or ego-depletion, as the underlying cognitive resource responsible for performance decrements on the sustained attention to response task. Background: Researchers suggested that self-control is a limited cognitive resource used to complete a myriad of processes, including sustained attention. Past research showed that trait self-control affects some sustained attention tasks. However, little research has investigated the effect of self-control as a limited cognitive resource that varies over time (i.e., as a state-dependent variable). Methods: This experiment investigated the effect of self-control (trait and state) on a sustained motor-inhibition task (e.g., sustained attention to response task; SART). State self-control was manipulated using a between-subjects design—participants in the experimental condition completed a task designed to deplete state self-control prior to performing the SART while the control condition completed a modified version that did not deplete self-control. Results: Trait self-control predicted performance on the SART, but the depletion task (state self-control) had no detectable effect. Conclusion: Given the evidence, it is unlikely that state self-control plays a causal role in performance decrements in the SART, but there appears to be some association between performance on the SART and trait self-control. Application: Trait self-control ought to be considered in future work for personnel selection in real-world tasks that the SART models such as long-distance driving, air traffic control, and TSA operations. [ABSTRACT FROM AUTHOR]

The use of technologies in personnel selection has come under increased scrutiny in recent years, revealing their potential to amplify existing inequalities in recruitment processes. To date, however, there has been a lack of comprehensive assessments of respective discriminatory potentials and no legal or practical standards have been explicitly established for fairness auditing. The current proposal of the Artificial Intelligence Act classifies numerous applications in personnel selection and recruitment as high-risk technologies, and while it requires quality standards to protect the fundamental rights of those involved, particularly during development, it does not provide concrete guidance on how to ensure this, especially once the technologies are commercially available. We argue that comprehensive and reliable auditing of personnel selection technologies must be contextual, that is, embedded in existing processes and based on real data, as well as participative, involving various stakeholders beyond technology vendors and customers, such as advocacy organizations and researchers. We propose an architectural draft that employs a data trustee to provide independent, fiduciary management of personal and corporate data to audit the fairness of technologies used in personnel selection. Drawing on a case study conducted with two state-owned companies in Berlin, Germany, we discuss challenges and approaches related to suitable fairness metrics, operationalization of vague concepts such as migration* and applicable legal foundations that can be utilized to overcome the fairness-privacy-dilemma arising from uncertainties associated with current laws. We highlight issues that require further interdisciplinary research to enable a prototypical implementation of the auditing concept in the mid-term. [ABSTRACT FROM AUTHOR]

Promotions are central to individual career success. For organisations, it is crucial to identify and develop employees capable of higher-level responsibility. Previous research has shown that personality traits as inter-individual differences predict promotions. However, effects have mostly been examined on a broad factor level. This study investigated longitudinal effects of Big Five personality traits on both factor (neuroticism, extraversion, openness to experience, agreeableness, conscientiousness) and more detailed facet levels on promotions in employees of a multinational wholesale company (N = 1774, n = 343 promoted). We also explored how personality differentially impacts promotional likelihood as a matter of target job level (individual contributor vs. first- or senior-level manager roles). Overall, associations with promotions were detected for neuroticism (negative) and conscientiousness (positive). At the more nuanced facet level, all Big Five factors had at least one personality facet that was significantly related to promotions. Additionally, personality-promotion relationships were generally stronger for lower- rather than higher-level promotions. Taken together, our findings demonstrate that employee personality traits have a meaningful impact on who will be promoted and should hence be considered in organisational personnel selection, personnel development, and performance management practices. [ABSTRACT FROM AUTHOR]

We estimate the effect of a female employee giving birth and taking parental leave on small firms and coworkers in Denmark using a dynamic difference-in-differences design. We find little evidence that parental leave take-up has negative effects on firms and coworkers overall. This is because most firms are very effective in compensating for the worker on leave by hiring temporary workers and by increasing other employees' hours. In contrast, we do find evidence that parental leave has negative effects on a small subsample of firms that are less able to use their existing employees to compensate for absent workers. [ABSTRACT FROM AUTHOR]

AbstractAlthough employee selection is typically oriented toward the assessment of knowledge, skills, and abilities to identify employees who will complement such an environment, it is perhaps equally important to distinguish employees with the potential to disrupt it. Workers high in narcissistic grandiosity tend to abuse their power and control for personal gain, engage in abusive behaviors toward others, and disobey organizational policies. Across four studies, we sought to develop the Narcissism Interview Scale for Employment (NISE) to assess narcissistic grandiosity. Study 1 created interview questions that elicited responses with narcissistic grandiosity content, structured as both behavioral/situational and work-specific. Study 2 identified the best performing items and developed rating materials. Study 3 demonstrated the NISE is associated with traditional survey assessments of narcissistic grandiosity and predicted interpersonal aggression. Study 4 demonstrated that applicants are likely to perceive the NISE at least as favorably as other popular interview questions. Overall, the results showed that the NISE may be incorporated into the interview process to assess applicant narcissistic grandiosity tendencies, but additional research is needed to further establish the construct validity of the instrument, clarify applicant reactions to its use, and assess its predictive utility across a variety of work contexts. [ABSTRACT FROM AUTHOR]

The parallel-process growth mixture models was employed to investigate the joint trajectories of group cohesion and interpersonal conflicts and group heterogeneity of the trajectories in isolated and confined environments (ICEs). The predictive role of person-group fit on these trajectories were examined by logistic regression models. 209 Chinese male workers in capsule habitats under sea were recruited and completed 5-wave tests during a 56-day under-sea mission. 2 latent subgroups were identifed: (1) Unstable group (n = 133, 65.84%) partly conformed to the third-quarter phenomenon; (2) Stable group (n = 69, 34.16%) kept stably low interpersonal conflicts and high group cohesion throughout the entire mission. Participants with higher levels of baseline person-group fit were more likely to belong to Stable group. The third quarter of the mission may be a critical stage for group cohesion in ICEs. Person-group fit should be considered as predictors in personnel selection for ICEs. [ABSTRACT FROM AUTHOR]

ABSTRACT This paper argues that people can deserve the option to give. Discussions of desert tend to focus on the benefits and burdens that people might, in some sense, receive, like wealth and jobs. But intuitively, people can also deserve the ability to decide what to do with their wealth or to select who gets a job. Shaping distributive policies and outcomes in accordance with desert is more complicated than philosophers have realised. [ABSTRACT FROM AUTHOR]

Background Selection, optimisation, and compensation (SOC) can be important strategies for maintaining work ability as we age. This study aimed to explore differences in self-reported individual and collective use of SOC strategies across job functions, as well as their association with self-rated work ability. Methods: In the third wave of the SeniorWorkingLife study, 10,798 workers aged 50 + , across the job function categories "Office work", "work with people", and "work in the field of production", replied to questions about collective and individual SOC strategies and work ability. Using multiple regression, we modelled associations between SOC and work ability. Results: Associations between SOC and work ability were generally weaker among participants working in the field of production. Both individual and collective use of selection had much weaker associations with work ability in the job functions "office work" and "working with people". In the job function "working in the field of production", only collective compensation was positively associated with work ability while individual selection was significantly but negatively associated with work ability. Conclusions: The use of SOC may be particularly beneficial for older employees working with people. Optimisation and compensation may be the most important SOC strategies for maintaining the work ability of older employees working with people and doing office work. For older employees working in the field of production, collective optimisation may support the maintenance of work ability while reduced work ability may be associated with the use of individual selection as a "coping strategy". [ABSTRACT FROM AUTHOR]

The increased funding provided for Community Health Worker (CHW) hiring and training as part of the COVID‐19 pandemic response was to increase their impact in alleviating the effects of negative social determinants of health in the lives of the most vulnerable individuals and communities. This enhanced use of CHW in vulnerable populations can also be used to improve access to such populations for applied research to study ways to improve health outcomes for low‐income minority populations. We carried out a feasibility study using the State CHW association as partners to reach CHWs working with low‐income minority population. Three hundred and three (303) clients of CHWs were interviewed on various demographic, health access, and employment information and both univariate and multivariate analyses was used to determine factors associated with being unvaccinated against COVID‐19 and chi‐squared used to determine if employment was associated with having health insurance. About half of the clients self‐identified as Black/African American and half as Hispanic. Two‐thirds were women and 52.1% were unemployed and 55.1% had no health insurance. There was no association between employment status and having health insurance. Majority (71.6%) had received one dose of a type of COVID‐19 vaccine and being younger and being African American were associated with not getting a dose of COVID‐19 vaccine, as well as being unemployed and not having health insurance. Most of the clients came to see the CHW about a Health/Healthcare issue of the five social determinants of health (SDOH). There were 38 different job titles provided by the clients and the job titles were mainly blue collar jobs and jobs in health and personal care. Our results indicate that CHWs reach the most vulnerable population who have limited health access and high unemployment and that CHWs can effectively be used for linkage to low‐income minority population for applied research. Our analyses found that in this low‐income population, being younger, being African American, being unemployed, and not having health insurance are each associated with not getting vaccinated against COVID‐19, and employment is not associated with having health insurance. We have shown that partnership with CHWs to access their clients as research subjects leads to elucidating new information on the population that can be used in addressing public health programming. [ABSTRACT FROM AUTHOR]

As social media readily enables users to traverse a targets’ posted content across time, the present research explores the effects of two types of temporality – occurrence and display order – on offline perceptions. Using the context of employers’ impression formation of job applicants, N = 200 human resource personnel were exposed to a job posting and an applicant’s resume and supplemental social media posts in a fully crossed 2 (occurrence order: posts becoming either more or less positive over a 4-year period) and display order (most-recent posts presented either first or last), and a one-condition offset in which all posts were made 2 years ago and displayed in a random order. Findings support the main effect of temporal occurrence so that more recently posted information more strongly influenced resultant perceptions of the applicant’s employability, person-organization fit, and starting salary; but neither primacy or recency effects of display order were detected. Findings are discussed with respect to warranting theory, primacy/recency effects, and the hiring process. [ABSTRACT FROM AUTHOR]

To foster high levels of inclusiveness, the principles of DEI should be incorporated in every aspect of a library, from interactions with customers to hiring and staffing processes. Without a structured approach, this task can seem overwhelming. This paper demonstrates how Vaughan Public Libraries enshrined DEI into its Strategic Plan, enabling staff to build it into their decision-making, and how the library remade processes to generate understanding and be more representative of the diversity within its community. [ABSTRACT FROM AUTHOR]

Sourcing algorithms are technologies used in online platforms to identify, screen, and inform potential applicants about job openings. The popularity of such technologies is rapidly increasing due to their pervasiveness in online advertising and beliefs that sourcing algorithms can decrease time to hire while improving the quality of new hires. What is little known, however, are their potential risks: sourcing algorithms could (intentionally or unintentionally) encode or exacerbate occupational demographic disparities, thereby hindering organizational diversity and/or decreasing the effectiveness of online hiring practices. Because sourcing algorithms identify and screen potential job applicants before they are made aware of employment opportunities, methods for evaluating discrimination in hiring which focus solely on job applicants (e.g., adverse impact ratio), may fail to detect the effects of discriminatory sourcing algorithms. Thus, we propose an expanded model of the employee hiring process to take into account the role of sourcing algorithms. Based on empirical approximations, we conducted a Monte Carlo simulation study to examine the magnitude and nature of sourcing algorithms' influence on hiring outcomes. Our findings suggest that sourcing algorithms could hinder the diversity of new hires while misleadingly suggesting positive diversity outcomes in personnel selection. We provide practical guidance for the use of sourcing algorithms and call for a systematic re‐examination of how to evaluate selection system fairness in the era of algorithmic recruitment. [ABSTRACT FROM AUTHOR]

Nearly every student today is coming into informal education programs with some form of trauma. This is especially true as we examine the long-lasting impacts of climate change, the pandemic, and identity-based prejudice on children. In response, the Monterey Bay Aquarium has undertaken a transformative journey in its education programs. This paper explores our evolving approaches, centered in trauma-informed education, maker-centered agency, and equity-based practices. We outline some of our trauma-informed practices, including hiring a full-time school counselor and integrating wellness practices into programming. We share our journey to maker-centered education, with the goal of building agency and resilience in students as they tackle environmental challenges. We describe steps we've taken toward equity-based practices, such as revamping our hiring practices and building culturally relevant pedagogies. Reflecting on this journey, we emphasize the ongoing nature of this work and invite collaborators to envision and co-create a more just and sustainable future. [ABSTRACT FROM AUTHOR]

The aquatic husbandry field, historically dominated by White males, is a unique amalgamation of science, technology, engineering, art, and math (STEAM) disciplines. This article presents insights from one of the few aquatic husbandry Managers of Color, who also co-founded Minorities in Aquarium and Zoo Science (MIAZS) to address racial disparities in the industry. Through personal experiences and industry analysis, the author discusses career trends, shifting demographics, compensation issues, and the importance of individual actions in fostering inclusivity. The article emphasizes the role of allyship, education, and advocacy at individual, departmental, organizational, and industry levels. It explores the impact of MIAZS Ally Skills Workshops, highlighting measurable shifts in participants' perspectives and actions. The article also addresses challenges in hiring practices, proposing solutions to enhance inclusivity and retention within the aquatic husbandry field as well as informal education within aquariums, museums, and other cultural institutions. [ABSTRACT FROM AUTHOR]

Multi-criteria decision making process has been one of the fastest growing areas during the last decades depending on the change in the business sector. Multi-criteria decision making is the most important branch of operation research by which people make complex decision daily life. The major steps in the decision- making approach are selecting the most preferred alternative for the decision-maker, ranking alternatives in order of importance for selection problems, and screening alternatives for the final decision. Employees are an important element of a company that determines its progress. Conventional (manual) recruitment methods are vulnerable to non-technical factors, such as frequent duplication or invalid data. In this study, simple additive weighting and profile matching are proposed to solve the employee selection problem. This study was conducted at the (UPT) Career Development and Entrepreneurship Universitas Brawijaya Malang using data collected from written test selection in 2019. The effectiveness of both methods was analyzed using confusion matrix. The SAW method provides an accuracy rate of 94.7%, a precision rate of 87.5%, Recall rate of 91.3% and F-measure rate of 89.4%. On the other hand, profile matching method obtained the Accuracy rate of 90.4%, Precision rate of 81.4%, Recall rate of 81.4% and F-measure rate of 81.4%. Thus, it can be concluded that both methods have high accuracy values accompanied by high precision values when used for the selection process. This system can also effectively reduce the bias rate of the same data very well, as can be seen from the high recall and F-measure rates. [ABSTRACT FROM AUTHOR]

Formulation scale-up remains a major hurdle in drug development in part because preliminary formulation research efforts rarely consider the challenges of scaling up production for commercialization. This Perspective outlines considerations around scalability that can be incorporated into formulation design work in order to increase the chances of successful translation. Both technical (unit operations, excipient selection, scaling principles) and non-technical (funding, publications, and personnel) considerations are discussed, with a focus on lab-scale work by academic researchers. [Display omitted] [ABSTRACT FROM AUTHOR]

We examined how potential job candidates react to a hiring organization that requests diversity, equity and inclusion (DEI) statements, which conservatives in the United States and elsewhere have criticized as being unrelated to job function and inappropriately political or ideological. Across three studies (two of which were pre‐registered), we compared reactions to requests for DEI (vs. teamwork or conservative values) statements as a function of race (Black vs. White), political conservatism and symbolic racism (Total N = 1108). When a DEI (vs. teamwork or politically conservative values) statement was requested, participants who were more (vs. less) conservative perceived the organization as less just, expressed less interest in the job, and expected poorer person‐organization fit, even when a job‐related rationale was provided. Further, participants who were more (vs. less) conservative evaluated a request for a statement consistent with conservative values more favourably. Thus, criticisms that DEI statements are overly political are not applied to other statements that might elicit similar concerns. Moreover, an internal meta‐analysis suggested that the relationships of conservatism to justice and interest (but not person‐organization fit) in response to requests for DEI (vs. teamwork) statements were not independent of racism. Findings were consistent with social dominance theory; racism may underlie seemingly race‐neutral backlash to DEI statements. [ABSTRACT FROM AUTHOR]

Using an experimental vignette design, the study investigates the effects of criminal records on the hiring decisions of a convenience sample of 221 human resource (HR) managers in Ghana. The HR managers were randomly assigned to read one of four vignettes depicting job seekers of different genders and criminal records: male with and without criminal record, female with and without criminal record. The evidence shows that a criminal record reduces employment opportunities for female offenders but not for their male counterparts. Additionally, HR managers are willing to offer interviews to job applicants, irrespective of their criminal records, if they expect other managers to hire ex‐convicts. The implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Asynchronous video interviews (AVIs) are growing in popularity, but tend to suffer from negative applicant reactions, possibly due to lower social presence compared to other interview formats. Research has suggested that specific design features may influence applicant reactions by increasing perceived social presence. In this study, we manipulated the question format (video vs. text) during an actual hiring process (N = 76), testing whether video questions influence social presence, applicant reactions, impression management, and interview performance. There was no evidence that video (vs. text) questions affected any of these variables. We discuss how specific AVI design choices may have affected our results and suggest that future research could investigate the additive and interactive effects of different AVI design features. Practitioner points: Using video questions did not increase social presence when also using an introduction video.Using video questions did not affect applicant reactions, impression management, or interview performance.Our results suggest that for organizations using an introduction video and offering flexibility in the asynchronous video interview process (e.g., the opportunity to rerecord responses), it may not be worth the effort and cost to produce video questions. [ABSTRACT FROM AUTHOR]

Conceptualizations of workplace aggression converge in treating intent to harm others as a necessary feature of aggression. However, inspection of workplace aggression scales suggests that many items do not specify intent to harm. In a series of three studies, we examined the effect of inclusion of intent to harm on workplace aggression's psychometric properties. Study 1 found that existing workplace aggression scales do not consistently specify or imply intent to harm. Study 2 found that inclusion of intent to harm has substantial implications for aggression's occurrence rate. Prior research that does not assess intent to harm overestimates the frequency of aggression. Study 3A found that workplace aggression's correlations with external variables were also overestimated when failing to include intent to harm. We found that aggression measured without specifying intent is highly correlated with counterproductive work behavior (CWB), whereas aggression measured with intent specified is empirically distinguished from CWB. In Study 3A, a construct‐valid workplace aggression scale was created, called the Intentional Workplace Aggression Scale (IWAS). Study 3B showed that the IWAS displayed relationships with affective constructs, such as trait anger and emotional stability, as well as with situational variables, such as job satisfaction and organizational justice perceptions. Practitioner points: In applied contexts, workplace aggression is a valued criterion that has an array of negative consequences for workers.Research converges in defining "intent to harm" others as a necessary feature of workplace aggression.Workplace aggression scales do not sufficiently capture intent to harm. Consequently, past research has overestimated aggression's base rate and external correlates.A new, construct‐valid scale is created that can be used as a criterion measure in applied settings for assessing aggressive workplace experiences and designing selection interventions to address aggression. [ABSTRACT FROM AUTHOR]