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Space flight participants are not professional astronauts and not subject to the rules and guidance covering space flight crewmembers. Ordinal logistic regression of survey data was utilized to explore public acceptance of current medical screening recommendations and regulations for safety risk and implied liability for civil space flight participation. Independent variables constituted participant demographic representations while dependent variables represented current Federal Aviation Administration guidance and regulations. Odds ratios were derived based on the demographic categories to interpret likelihood of acceptance for the criteria. Significant likely acceptance of guidance and regulations was found for five of twelve demographic variables influencing public acceptance of one or more areas of guidance and regulations: age, household size, marital status, employment status, and employment class. Increases in age and household size, never married, employed full-time, and self-employed exhibited significance in increased likelihood of acceptance of one or more areas of the guidance and regulations for space flight participation. Findings are intended to inform government regulators and commercial space industries on what guidance and regulations the different demographics of the public are willing to accept.

The collaborative European funded research and development landscape drives competitiveness among innovative organisations. Recently it has seen the rise of public private partnerships significantly impacting the dynamics of these networks. Thus, the complexity of managing research networks has intensified with the increased diversity of research network members. Additionally, the emergence of the academic entrepreneur has augmented the focus of educational institutions to include innovation and building start-up organisations. The impact of research is scalable if an optimum research network is created and managed effectively. This paper investigates network embeddedness; the nature of relationships, links and nodes within a research network, specifically their structure, configuration and quality. The contribution of this paper extends our understanding for establishing and maintaining effective collaborative research networks. The effects of network embeddedness are recognized in the literature as pertinent to innovation and the economy. Network theory literature claims that networks are essential to innovative clusters such as Silicon valley and innovation in high tech industries. The concept of embeddedness is what differentiates network theory from economic theory. This study adopts a qualitative approach and uncovers some of the challenges of multi-disciplinary research through case study insights. One challenge is competition between network members over ownership and sharing of data. The contribution of this paper recommends the establishment of scaffolding to accommodate cooperation in research networks, role appointment, and addressing contextual complexities early to avoid problem cultivation. Furthermore, it suggests recommendations in relation to network formation, incubation and operations. The network capability is enhanced by the recognition of network theory, open innovation and social exchange with the understanding that the network structure has an impact on innovation and social exchange in research networks and subsequently on research output. The research concludes that the success of collaborative research is reliant upon establishing a common language and understanding between network members to realise their research objectives.

We want to analyze the effects of entrepreneur's cognitive and personal traits, such as cognitive flexibility, proactive personality and mindfulness on entrepreneurial attributes like self-efficacy, alertness and competence in order to examine 'modern' key skills of entrepreneurs and managers that should be focused on to enhance business performance.

In this research, we study how syntactic, semantic, and technical ambiguity affect responses in online surveys. We also test the relationship between supervisor undermining and quiet quitting, and whether perceived organizational support, perceived opportunity to learn and grow, and person-organization fit serve as mediators.

Questions: Why are we interested in the question of MSMEs and cyber readiness? Linking it to the SME Programme at ITU (Rahul) and WTO MSME Informal Working Group (Kathryn) Evolution of the digital economy and how digital trade has evolved over the past 10-20 years (literature review, see UNCTAD and OECD) What is “digital” (review of the many definitions from UN Agencies/OECD etc. and what our papers' focus will be)? What is cyber readiness for MSMEs in this context? (Academic Researcher + Digital SMEs perspectives) Theoretical conceptualisation of Cyber readiness as a formative or reflective latent variable. (to be decided upon literature review) Is cyber readiness the same as business digitalization; how do these concepts differ from digital transformation, digitisation etc.? How do others define it? What definition will we use (it might be a function of what data are available) What cyber readiness is required for international trade participation? What do MNCs require, and what is needed, in terms of cyber readiness in order for MSMEs to participate in GVCs? MSME participation in digital trade and the need for cyber readiness (e.g., cyber readiness can be a determinant of MSME participation in trade (various presentations received on cyber readiness to WTO MSME Group WTO | Informal Working Group on Micro, Small and Medium-sized Enterprises (MSMEs)), either as part of domestic value chains, to participate in e-commerce where digital platforms can facilitate international transactions by firms of any size, or to participate in digital trade including digital services that is an area where MSMEs can excel (for example with born global firms)). Case studies Finalise list of questions to be asked directly to the MSMEs for Questions can be floated via 1-1 interview sessions (recorded) or Microsoft Forms. Data What is a MSME for this paper (most likely number of employees, use OECD definition micro are less than 10 employees, small are 10-49, medium are 50-249, and large are greater than 250 employees) Most likely goods trade from World Bank data with firm size characteristics (answering the question as to whether "cyber ready" MSMEs, or MSMEs in economies that are more cyber ready; trade more. Modelling ITU stats for a digitalization indicator (country and firm levels) World Bank (other?) stats for trade Policy Implications Conclusion

In this research project, I study how people perceive and judge Algorithmic Leadership, in terms of leadership behavior (Relational vs. Task oriented). The underlying theories will be Implicit Leadership Theories (ILTs), Behavioral approach to leadership, and Leader-Member Exchange. Two methods of Implicit Association Tests (IAT) and scenario experiments with randomization are used. The main motivation for this research is to understand how people implicitly view algorithms in leadership roles and how it is compared with a human leader. This question can be answered by conducting a study using Implicit Association Tests and Explicit measures to see 1) to what degree people associate algorithmic leaders with relational vs task-oriented leadership behavior.

A qualitative explorative study is made as part of my PhD journey. After a first qualitative exploration stage with initial partners, I am now launching a new stage of data collection and I would like to improve the quality of my research process, hence this registration intention.

This study aims to determine whether giving participants a choice of recommender mitigates the effect of algorithm aversion.

Ziel dieses Projekts ist, mittels quantitative Forschung, die Toleranz von "remote" Mitarbeitern gegenüber "dark leadership" zu ermitteln.

In this research project, I study how people perceive and judge Algorithmic Leadership, in terms of Trust (Ability, Integrity, Benevolence). The underlying theories will be Implicit Leadership Theories (ILTs), Organizational Trust, and Leader-Member Exchange. Two methods of Implicit Association Tests (IAT) and scenario experiments with randomization are used. The main motivation for this research is to understand how people implicitly view algorithms in leadership roles and how it is compared with a human leader. This question can be answered by conducting multiple studies using Implicit Association Tests and Explicit measures to see 1) to what degree people associate algorithmic leaders with three elements of trust (ability, integrity, benevolence)

Participants are organized into groups and are asked to deliberate on a question about sustainability teaching at universities in online fora. Participants are required to deliberate, submit and vote on proposals. The intervention consists in showing the participants in the treatment cell a dimensional landscape of the underlying problem dimensions. We measure the likelihood the participants converge on proposals and the quality of the winning proposal.

Previous studies on recruitment have provided important contributions to our knowledge on how organizations can position themselves in order to be perceived as attractive employers by potential jobseekers (e.g. Baum & Kabst, 2013; Collins, 2007). One particularly important antecedent for organizational attractiveness is the person-environment (PE) fit (Chapman, Uggerslev, Carroll, Piasentin & Jones, 2005) – which is defined as the congruence of values between persons and work environment (Kristof, 1996). While PE fit is central for organizational attractiveness (Chapman et al., 2005; Uggerslev, Fassina, & Kraichy, 2012), previous recruitment studies predominantly treated fit as a static construct. As Caldwell, Herold and Fedor (2004) state, particularly in the presence of organizational change, a dynamic approach to PE fit is necessary. Since then a dynamic PE fit has established in studies on employment (e.g. Boon & Biron, 2016; Tepper et al., 2018), while such consideration is still absent in the recruitment literature. However, what if an organization in change is looking for employees who fit the planned new organizational model, rather than the existing organizational characteristics, to deliberately drive the change? It remains unclear how personnel can be attracted during an organizational change process. Our study intends to extend the knowledge on attraction mechanisms during change by treating PE fit as a dynamic construct. We use a metric conjoint experiment with job seekers to explore the impact of individual advancement opportunities, leadership style, organizational culture and proactiveness of change on employer attractiveness as well as the moderating influence of openness to change.

We examine how AI deployment influences people's bias-correcting behavior in hiring context.

Equity sensitivity is a prevalent construct in the organizational science literature, but its positioning in the theoretical space is not known. After performing a meta-analysis of the equity sensitivity literature, we believe equity sensitivity is best theoretically positioned as a moderating individual difference variable. The current project is an extension of our equity sensitivity meta-analyses and uses an experimental design to test equity sensitivity as a moderator between fairness and justice perceptions.

Pre-registration for business attitudes component of omnibus survey.

Experiments investigating the effect of chatbot-administered systematic metacognitive reflection on improvement of quality of goal-setting and workplace relationships in organizational settings.

We analyze a setting in which a human decision-maker receives advice from one or various algorithms. Specifically, we study the perceived impact of the number of supporting algorithms on the human weight on advice when predicting surgery durations. We compare two treatments: 1) Average algorithm prediction 2) Average algorithm prediction and three predictions from which the average was computed

This study is associated with a previously registered study entitled, "Situational Antecedents of Generative Conflict Outcomes in the Workplace." The study is a correlational study examining the relationships among gender, race and the relational aspects of situational interdependence and its dimensions.

This qualitative survey will investigate how people define and experience generative conflict in the workplace. A series of demographic questions, along with four open ended questions will be asked.

This project investigates if the use of social media in b2b marketing affects customers brand loyalty in the finance industry.

We are interested in how working in a gig-job impacts a host of behavioral and attitudinal variables across life domains. We apply self-determination theory to see if psychological need thwarting in individuals' primary work domain can be complimented or substituted by need satisfaction in another work domain, specifically gig work.

This project focuses on the perception of algorithmic mistakes and studies consumers' beliefs about the frequency and severity of mistakes made by either humans or algorithms. The main point of interest is whether experiencing a distribution of mistakes alters the expectation of mistakes and preference for human over algorithmic forecasts.

Modern organizations need effective ways to assess cybersecurity risk. Successful cyber attacks can result in data breaches, which may inflict significant loss of money, time, and public trust. Small businesses and non-profit organizations have limited resources to invest in cybersecurity controls and often do not have the in-house expertise to assess their risk. Cyber threat actors also vary in sophistication, motivation, and effectiveness. This paper builds on the previous work of Lerums et al., who presented an AnyLogic model for simulating aspects of a cyber attack and the efficacy of controls in a generic enterprise network. This paper argues that their model is an effective quantitative means of measuring the probability of success of a threat actor and implements two primary changes to increase the model's accuracy. First, the authors modified the model's inputs, allowing users to select threat actors based on the organization's specific threat model. Threat actor effectiveness is evaluated based on publicly available breach data (in addition to security control efficacy), resulting in further refined attack success probabilities. Second, all three elements - threat effectiveness, control efficacy, and model variance - are computed and evaluated at each node to increase the estimation fidelity in place of pooled variance calculations. Visualization graphs, multiple simulation runs (up to 1 million), attack path customization, and code efficiency changes are also implemented. The result is a simulation tool that provides valuable insight to decision-makers and practitioners about where to most efficiently invest resources in their computing environment to increase cybersecurity posture. AttackSimulation and its source code are freely available on GitHub.

Pregregistration for field experiment conducted with an academic conference in 2022 to test the impact of public symbolic awards on the likelihood to engage in costly prosocial behavior

This registration only concerns changes in the sample size determination. For the full preregistration see: https://osf.io/rv3am?view_only=28b7caf3934f4787a07c0dd3861ba9ae

This project examines (1) whether people present an implicit bias against Artificial Intelligence (AI) , (2) whether this bias influences algorithm aversion/ appreciation, and (3) whether the impact of this bias diminishes after positive experience with the AI. Additional questions related to implicit bias in this context will be explored.

This project focuses on the perception of algorithmic mistakes. It studies consumers' beliefs about the frequency and severity of mistakes made by either humans or algorithms.

In some cases, people tend to oversimplify and ignore important factors, while in others, they seem to overcomplicate and consider non-existent factors. The current study shows how this apparent contradiction can be the product of a tendency to rely on small samples of past experience.

A leader’s expressed humility has a favorable influence on subordinates’ job satisfaction, creativity, and performance. However, we know little about how humility affects one’s same-level coworkers. Shifting focus away from leader humility, we suggest that coworker humility can also produce positive effects but has a relationship-specific component. Some coworker relationships are characterized by greater expression of humility than others. Specifically, we hypothesize that when a coworker expresses a uniquely high degree of humility to another coworker (i.e., relationship-specific humility), the latter coworker experiences a uniquely high level of psychological safety (i.e., relationship-specific psychological safety), which in turn leads that coworker to perform better (i.e., relationship-specific performance). Pilot Study 1 (N = 155, in 32 teams, yielding 823 relationship-specific ratings) showed that humility has a substantial relationship-specific variance component, even in unacquainted teams. Pilot Study 2 (N = 180, in 39 teams, yielding 854 relationship-specific ratings) built on these results in a sample of moderately acquainted teams and showed that relationship-specific humility is associated with relationship-specific perceptions of performance. The Main Study (N = 133, in 32 well-acquainted work teams, yielding 555 relationship-specific ratings) tested our full model. It demonstrated that the association between relationship-specific humility and relationship-specific performance is mediated by relationship-specific psychological safety. We discuss how our findings advance humility research in the workplace by showing that a portion of humility expression is relationship-specific and stems from each employee’s unique interaction with another specific person, and that such relationship-specific humility affects relationship-specific performance.

In a previous related study, racially marginalized women showed evidence of possessing different intervention needs based on respective racially gendered stereotypes. However, when trying to incorporate the racially gendered stereotypes research suggests participants would encounter in training programs, we did not find any racialized group differences in their preferences in an experimental setting. This may be because of how we used trainings as the setting for our studies, where the onus was on the participants to cope and change according to gendered obstacles. From a previous data collection, we found that while some gendered obstacles at their workplace are attributed to internal factors (“I am too shy”, “I don’t act confidence enough”), a majority of the gendered issues they mentioned regarded external factors (“Men don’t take me seriously”, “People would be less supportive if I were a female leader”). Therefore, an intervention that focuses on external barriers for women in the workplace (versus changing something about themselves) to handle gendered obstacles may be more of a desired approach that may reveal stronger intersectional differences. Given these hints from our previously collected data, we will investigate experimentally whether participants would truly find external-focused diversity interventions to be more useful than internally focused diversity interventions. Additionally, racialization may play a role in participations’ responses to the framing of the interventions. For instance, in an internally-focused diversity intervention, White women may relate more to messages emphasizing individual changes compared to when systems and structures are the focus of change. We anticipate this because White women previously expressed a desire to address individual agency perceptions in our previous data collection, and a focus on individual agency is frequently conveyed in mainstream and neoliberal feminism where a very individual focus is targeted. In comparison, racially marginalized women, may find internally-focused trainings to be less beneficial than White women. Racially marginalized women also previously expressed a desire to address intersectional considerations, and intersectionality in feminism has focuses on the role of multiple interacting systems of oppression in society and challenging existing systems of power. An alternative explanation may be that racially marginalized women may exercise more effort at work to navigate the compounded effects of racial and gender stigma compared to White women. As a result, racially marginalized women may also be less willing to engage in an individual training program due to feeling more fatigued at work compared to White women.

The question that I am thinking about right now is that traditionally people think that machines cannot do jobs such as content moderation which requires subjective judgment. However, I think delegating such work to machines may still have value. First, more and more platforms are relying on machines to help handle massive online content. Second, compared to humans, the machine-based decisions may have less biased so users could be more likely to accept machine decisions and then have less conflict with mods. So I am very interested in how users react to the same moderation decision by machines versus humans. Second, in recent years, companies and researchers are super into interpretable AI. I was wondering whether interpretability really has values in content moderation? If we tell users the moderation decisions by bots by disclosing some technique details, whether it will make any differences. I think the best way to test these ideas is by collaborating with mods on Reddit and do the field experiment in the real-world context. However, the design won't be too complicated. I found that most mods follow some template when they remove/moderate users' submissions. Based on my ideas, I can just create different types of those moderation messages (one show the mod identity as a human, one shows the mod identity as a bot with MORE technical details, one shows the mod identity as a bot with LESS technical details.) I'd like to be the mod for your team and help with the content moderation while doing this study if you trust me. I feel this is an exciting idea but I can't achieve it without the help of the real-world mods and community.

The attached document contains the criteria that were predetermined and documented prior to analyzing hypotheses. The predetermined approaches guide how the analyses will take place.

Although studies show that Machiavellianism and other Dark Triad traits typically have a negative correlation with self-reported impression management. Further, most studies on impression management in the workplace have focused on how individuals seek to appear more competent. Here, we look at experimental changes in self-reported personality using a mock job application.

Despite three decades of research, the “transfer problem,” which is the inability for professionals to apply what was learnt in a training session into their daily work, continues to be a challenge. Surprisingly, insights from the field of behavioural science, which has been shown to successfully encourage changes in behaviour among individuals, appear to be missing in the conversation surrounding the “transfer problem." This absence is potentially due to differences in terminology and domains despite sharing a markedly similar goals of encouraging the application of soft skills learning into everyday work. To provide a holistic view on factors that impact - either by improving or inhibiting - soft skills transfer, a rapid scoping review involving literature from the fields of (but not limited to) human resource development and behavioural science is warranted. A rapid approach will provide a comprehensive and replicable overview of the literature whilst ensuring that insights will become available in the near future and within a timescale dictated by funders. In addition, to the best of our knowledge, this is the first attempt at converging insights from different fields to better address the “transfer problem” of soft skills training among professionals.

Background Due to a combination of factors that includes historical racially exclusionary practices, Blacks and Latino-Americans are, on average, more impoverished, less covered by health insurance, and economically less secure than White-Americans. They experience in disproportionate measures the hardships of natural disasters, economic crises, and health epidemics, which are usually marked by inequalities in exposure, information, and access to prophylaxis and treatments. But, beyond the direct consequences of low-socioeconomic status, Blacks and Latinos are also a target of stigmatization and biased treatments. During health treatments, they are more likely to be neglected and receive less information. In the current pandemic, a young black woman died from COVID-19 after being told she was not a priority. In late March in the US, media news reports disproportional distributions of medical supplies for majority Black and Latin counties, and most screening taking place in predominantly white suburbs. Believing one can be deprioritized in a system of care due to ones' racial membership can have dire effects as hospital beds are being overfilled across the world, and doctors are not always immune to racially biased judgment calls.The combination of socio-economic vulnerabilities and awareness of racial bias in the health system may broadly affect Black and Latino individuals andmake them more afraid and sensitive to imminent consequences of this pandemic, even before they take place. Hence, the adverse effects of the COVID-19 pandemic for racial minorities may bemore extensive and may be feared even before displays of inequalities such as the disproportional numbers displayed in the death tolls. #Main goal: The present study tests whether the pandemic increased racial implicit bias and whether Black and Latinos has suffered more from negative psychological effects of the pandemic. #Research Question(s)/Hypothesis(es): A - When primed with the higher rates of Black and Latino hospitalizations/infections (treatmentcondition), White individuals will: (1) indicate stereotypical reasons for why one can get infected by COVID-19 in a greater extentthan Black/Latino individuals will indicate. (2) indicate socioeconomic reasons for why one can get infected by COVID-19 in a greater extentthan Black/Latino individuals will indicate. (3) will be more likely to avoid gatherings in a Black/Latino Neighborhood than Black/Latinoindividuals will do. (4) indicate that White individuals have been protecting themselves from Coronavirus exactly inthe way it is recommended in a greater extent than they think people from other racial groups areprotecting themselves. B - When primed with the higher rates of Black and Latino hospitalizations/infections (treatmentcondition), Black and Latino individuals will: (5) indicate perceiving an increase in racial bias against Black individuals during the pandemic,compared to before. C - Regardless of the experimental condition, Black/Latino individuals will: (6) indicate having more negative impacts due to COVID-19 when compared to Whites, either ineconomic and personal aspects; (7) indicate more support/adherence to collectivism (and less to individualism) than Whiteindividuals will do. (8) perceive increase in racial bias during the pandemic greater than before # Study Design: We are running a study with a 2 (participants race: Black or Latino vs. White) by 2 (disproportionatenumber of Black/Latino hospitalizations: salient vs. non-salient) subjects experimental design. - Participants will be randomly selected to one of the two conditions and then will respond to somescales tapped to assess the impact of the pandemic on a myriad of psychological outcomes. - The sample of participants will be composed of Black, Latino and White participants in the UnitedStates. - There will be no depictions, and no information on the manipulation is expected to provide anythreat to participants. #More details on the experiment manipulation: The manipulation will consist on the salience of the disproportionate number ofinfections/hospitalizations among Black and Latinos, when compared with Whites. Participants in the control condition will not be reminded of disproportionate infections by race.They will read about the general number of hospitalizations, regardless of race. More precisely, participants in the treatment condition (salience of the disproportionate number ofBlack/Latino hospitalizations) will respond a question related to the comparison of the number ofBlack/Latino people hospitalization when compared to the number of Whites. After responding,they will read the information provided by the US government (CDC) on this matter.

This is a 2 condition (opportunity to mentor versus no opportunity), a within-subjects design where participants will randomly see one manipulation first, the other second. The purpose of this study is to test the effect of a pro-social opportunity (mentorship) on information withholding and the moderating role of trait level mentorship orientation.

Preregistration and Datasets for how people caption cartoons based on different advisors

Analisis jurnal “Experiencing Meaningfulness climate in teams: How spiritual leadership enchaces team effectiveness when facing uncertain tasks” .Hal ini untuk menambah wawasan

The attached document contains the criteria that were predetermined and documented prior to analyzing hypotheses. The predetermined approaches guide how the analyses will take place.