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The portability of performance for individuals during a career transition is not straightforward. Differences between jobs can create a drag on performance; alternatively, the differences can be an input to creativity and innovation. In this paper, we develop a model of career transitions that centers around the concept of career frictions, which we define as the disrupting differences felt by individuals between a new role and career attributes accumulated through their prior work experience (i.e., knowledge, social relationships, and imprints and identity). We argue that experienced individuals bring their accumulated career attributes into new jobs, and that the relationship between these attributes and their post-transition routine and creative job performance is mediated by career frictions. Furthermore, we theorize that the way in which movers experience career transitions is moderated by cognitive fixedness, which influences how much friction an individual feels, and by socialization practices, which can smooth or leverage friction in order to determine an individual's post-move routine and creative job performance. Our friction-based theory of career transitions holds that individual characteristics like cognitive fixedness and also contextual conditions like socialization practices affect the portability of performance, or the prospect of generating creative performance.

In this introduction to the special issue on diverse methods for cultural identity, we begin by addressing the evolving complexities of defining oneself amidst modern globalization and immigration. We then preview the current collection of papers, which collectively showcase the complexity of cultural identity by exploring how people, especially adolescents and young adults, navigate a plethora of cultural influences—whether through direct migration or the pervasive impact of global cultures—as they psychologically manage diverse and sometimes conflicting allegiances and worldviews. The studies featured in this issue employ a range of methodologies, from qualitative analyses to mixed-methods approaches, to expand our knowledge of the constitution of contemporary cultural identities beyond common quantitative metrics of self-categorization and group belongingness. For instance, research on Jamaican American adolescents highlights how cultural identity is formed through reciprocal socialization processes and systemic factors such as racism. Similarly, studies involving Hmong American youth and Guatemalan adolescents reveal tensions and creative harmonizations in identity management, challenging notions of a homogenized global culture. We conclude by underscoring the need for future research to take a nuanced, intersectional approach to the study of cultural identity, to explore creative measurement tools that are sensitive to local meaning-making among diverse groups around the world, and to attend to the impact of power dynamics in shaping one’s sense of self in relation to their cultural group(s).

Abstract: Inspired by the goal of making marketplaces more inclusive, this research provides a deeper understanding of consumer vulnerability dynamics to develop strategies that help reduce these vulnerabilities. The proposed framework, first, conceptualizes vulnerability states as a function of the breadth and depth of consumers’ vulnerability; then, it sketches a set of vulnerability indicators that illustrate vulnerability breadth and depth. Second, because the breadth and depth of vulnerability vary over time, the framework goes beyond vulnerability states to identify distinct vulnerability-increasing and vulnerability-decreasing pathways, which describe how consumers move between vulnerability states. In a final step, the framework proposes that organizations can (and should) support consumers to mitigate vulnerability by helping consumers build resilience (e.g., via distinct types of resilience-fueling consumer agency). This framework offers novel conceptual insights into consumer vulnerability dynamics as well as resilience and provides avenues for future research on how organizations can better partner with consumers who experience vulnerabilities.

Although stress is often related to substance use, it remains unclear whether substance use is related to individual differences in how adolescents respond to stress. Therefore the present study examined associations between substance use and daily emotional reactivity to stress within a year across adolescence. Adolescents (N = 330; Mage = 16.40, SD = 0.74 at study entry; n = 186 female; n = 138 Latine; n = 101 European American; n = 72 Asian American; n = 19 identifying as another ethnicity including African American and Middle Eastern) completed a longitudinal study, including three assessments between the 10th grade and 3-years post-high school. At each assessment, participants reported frequency of alcohol and cannabis use and the number of substances they had ever used. They also completed 15 daily checklists, in which they reported the number of daily arguments and their daily emotion. Multilevel models suggested that more frequent alcohol and cannabis use were related to attenuated positive emotional reactivity to daily stress (i.e., smaller declines in positive emotion on days when they experienced more arguments) for both male and female adolescents. Associations for negative emotional reactivity to stress varied by sex; more frequent alcohol use and use of more substances in one's lifetime were related to greater anxious emotional reactivity to stress among female adolescents, whereas more frequent alcohol and cannabis use and higher lifetime substance use were related to attenuated depressive emotional reactivity to stress among male adolescents. Taken together, substance use was related to emotional reactivity to daily stress within the same year during adolescence, although associations differed by valence and adolescent sex.

We develop and test a more comprehensive theory of the sources and effects of workplace favoritism by drawing on a large, agency-wide sample of U.S. Federal Aviation Administration employees. We report how members of various underrepresented groups differ in their perceptions of a variety of sources of favoritism. We find that their perceptions of friendship favoritism are an important source of perception of workplace favoritism for all employees. We show that perceptions of favoritism are negatively associated with employee trust in their organizations and coworkers, commitment to their organizations, willingness to speak up, and pay satisfaction, with friendship favoritism significantly dominating over most other sources. Further, we find that team leaders, supervisors, managers, and executives, with their greater knowledge of organizational processes, report less favoritism. This and previous research provide practical guidance on how greater transparency may reduce employee perceptions of favoritism in the federal workforce while avoiding discredited formalistic constraints.

Background/objectivesTrait mindfulness (TM) may protect against post-trauma mental health ailments and related impairment. Few studies have evaluated this association in the context of collective traumas using representative samples or longitudinal designs.Design/methodWe explored relationships between TM and collective trauma-related outcomes in a prospective, representative, probability-based sample of 1846 U.S. Gulf Coast residents repeatedly exposed to catastrophic hurricanes, assessed twice during the COVID-19 outbreak (Wave 1: 5/14/20-5/27/20; Wave 2: 12/21/21-1/11/22). Generalized estimating equations examined longitudinal relationships between TM, COVID-19-related fear/worry, hurricane-related fear/worry, global distress, and functional impairment; ordinary least squares regression analyses examined the cross-sectional association between TM and COVID-19-related posttraumatic stress symptoms (PTSS) at Wave 1. Event-related stressor exposure was explored as a moderator.ResultsIn covariate-adjusted models including pre-event mental health ailments and demographics, TM was negatively associated with COVID-19-related fear/worry, hurricane-related fear/worry, global distress, and functional impairment over time; in cross-sectional analyses, TM was negatively associated with COVID-19-related PTSS. TM moderated the relationship between COVID-19 secondary stressor exposure (e.g., lost job/wages) and both global distress and functional impairment over time.ConclusionsResults suggest TM may buffer adverse psychosocial outcomes following collective trauma, with some evidence TM may protect against negative effects of secondary stressor exposure.

How much should electric utilities pay to maintain a reliable electricity system? This paper describes an open-ended stated-preference experiment that generates estimates for how advanced notification impacts household willingness-to-pay (WTP) to avoid outages. We find positive and statistically significant WTP to avoid power outages of $10/kWh, consistent with the expectation that outages are costly to the residential sector. We find notification reduces the WTP, but the effects are not statistically significant. There is limited evidence that these results vary by income and wealth levels. Back-up power ownership is positively correlated with respondents’ WTP to avoid outages.

Our special issue on young consumers introduces readers to a research area that has been part of the consumer behavior field for over 50 years. We provide an overview of topics and findings from past to present that have appeared in marketing and consumer journals. We also identify current research issues and gaps and invite readers to contribute to the field. Throughout our discussion, we introduce the 10 articles in this special issue, whose topics include neuroscience insights into youth risk behaviors, the effects of social media on youth, social activism among young people, strategies for encouraging them to eat healthier food, parenting strategies and youth smoking, how gambling advertising affects youth, their need for marketplace literacy, and the importance of studying the lived experiences of youth in poverty. These articles include empirical findings and identify opportunities for future research that can positively impact the lives of children and adolescents.

To foster bottom-up innovations, health care organizations are leveraging interdisciplinary frontline innovation teams. These teams include workers across hierarchical levels and professional backgrounds, pooling diverse knowledge sources to develop innovations that improve patient and worker experiences and care quality, equity, and costs. Yet, these frontline innovation teams experience barriers, such as time constraints, being new to innovation, and team-based role hierarchies. We investigated the practices that such teams in federally qualified health centers (FQHCs) used to overcome these barriers. Our 20-month study of two FQHC innovation teams provides one of the first accounts of how practices that sustained worker engagement in innovation and supported their ideas to implementation evolve over time. We also show the varied quantity of engagement practices used at different stages of the innovation process. At a time when FQHCs face pressure to innovate amid staff shortages, our study provides recommendations to support their work.

Abstract: Research Summary: We examine to what extent and when multiunit firms internally redeploy managers between units. While theory has emphasized how changes in demand conditions affect redeployment, we argue that optimal internal resource allocation involves consideration of both demand and each unit's resource supply. We formalize this argument, showing how redeployment arises from “supply‐side inducements”—return advantages in new over existing resource uses resulting from changes in resource supply. Empirical tests using manager deaths as an exogenous, supply‐side shock to firms' resource stocks support our arguments, showing that firms frequently redeploy resources away from better‐endowed and toward negatively affected units. Incorporating supply‐side inducements into redeployment theory implies additional value‐creation opportunities from redeployment and carries novel predictions for the direction of intra‐firm resource flows. Managerial Summary: Firms continuously decide how to allocate valuable resources—such as their most productive workers, unique inputs, or machinery—among different units. We argue that to optimally allocate such resources, managers must respond to changes in both the demand environment and in the resource stock of different units. When some units successfully accumulate resources while others suffer adverse shocks, opportunity exists to improve efficiency by internally redeploying resources. Counterintuitively, optimal redeployment frequently involves shifting resources away from successful, well‐endowed units. New business units, being resource‐poor, are often the most important recipients of resources. Empirical analyses studying how firms allocate managers in a large sample of Brazilian firms offer support for these arguments.

Boomerangs, that is, rehires, should have advantages over other new hires when integrating into an organization due to their familiarity with the work context and their pre-existing relationships. However, research suggests that the effects of hiring boomerangs may not be straightforwardly positive. To better understand these effects, we investigate how boomerangs’ social integration into a work team differs from that of other new hires due to their pre-existing relationships and how those relationships shape their and incumbents’ competence and motivation to provide assistance for collective performance. We theorize and find that boomerangs, compared with new hires, exhibit more performance assistance toward incumbent former and incumbent new colleagues. In contrast, incumbent former colleagues do not direct their performance assistance toward boomerangs, contrary to our prediction, nor do incumbent new colleagues. This study contributes to the nascent literature on boomerangs and the literature on job mobility by finding evidence that prior relationships condition the behavior of both boomerangs and incumbents. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2022.16685 .

The place of work in organization studies and management has waxed and waned. Yet, today, social and technological developments have raised again interest in the study of work and this curated discussion brings together experts in key approaches to this topic. Seven contributions have been selected to provide a panorama of what we know about work while pointing to some uncharted territories worthy of future exploration. The contributions outline the principles behind and value of systemic, contextualized, or holistic view of work and report insights on how changes in some work components reverberate in its broader ecology. We hope this curated discussion will make us more aware of the collective journey scholars have charted so far while posing new questions and opening or re-directing new avenues of inquiry.

Problem definition: Professional sports leagues may be suspended because of various reasons, such as the recent coronavirus disease 2019 pandemic. A critical question that the league must address when reopening is how to appropriately select a subset of the remaining games to conclude the season in a shortened time frame. Despite the rich literature on scheduling an entire season starting from a blank slate, concluding an existing season is quite different. Our approach attempts to achieve team rankings similar to those that would have resulted had the season been played out in full. Methodology/results: We propose a data-driven model that exploits predictive and prescriptive analytics to produce a schedule for the remainder of the season composed of a subset of originally scheduled games. Our model introduces novel rankings-based objectives within a stochastic optimization model, whose parameters are first estimated using a predictive model. We introduce a deterministic equivalent reformulation along with a tailored Frank–Wolfe algorithm to efficiently solve our problem as well as a robust counterpart based on min-max regret. We present simulation-based numerical experiments from previous National Basketball Association seasons 2004–2019, and we show that our models are computationally efficient, outperform a greedy benchmark that approximates a nonrankings-based scheduling policy, and produce interpretable results. Managerial implications: Our data-driven decision-making framework may be used to produce a shortened season with 25%–50% fewer games while still producing an end-of-season ranking similar to that of the full season, had it been played. Supplemental Material: The online appendix is available at https://doi.org/10.1287/msom.2022.0558 .

People routinely conceive of themselves in their career in both stable and dynamic ways. Individuals may draw common threads across their various career experiences and aspirations to form a stable anchor for their career identity, yet, at the same time, dynamically adapt their self-concept in the context of their career. In this paper, we call attention to the anchoring and evolving forces that people experience as a paradox for their career identity and theorize “career identifying” as an ongoing process of career identity maintenance and change. As individuals contend with career identity tensions, they make adjustments to maintain a balance of anchoring and evolving forces on their career identity or to make shifts that accumulate into career identity change. The career identifying process accounts for both career identity maintenance and change in a single theoretical model that explains how career identity can change over time while being stable enough to make coherent career choices.

Abstract: Research Summary: We use a novel longitudinal dataset, constructed from 16 downloads of VentureXpert records collected over 20 years, to characterize the international migration of venture‐capital‐backed startups. We find that: (i) 1078 firms in our sample (1.4%) migrate; (ii) countries with high levels of in‐migration also have high levels of out‐migration; (iii) migrating firms move to places with more investors; (iv) pre‐move investors and their connections most strongly predict migration patterns; and (v) movers raise more money than non‐movers, primarily from investors at their destinations. Overall, these patterns appear inconsistent with those expected if startups move primarily in search of talent or customers. Instead, the flows across countries look more like international trade, with startups seeking capital, and social connections between investors defining the shipping lanes. Managerial Summary: Although many high‐profile startups have relocated their headquarters from one country to another, systematic information on this phenomenon has been scarce. How frequently do these moves happen? Why do startups move? Over 20 years, we have built a database that can begin to answer these questions. International moves appear rare. When startups do move, they tend to move to places with more venture capital, particularly when their existing investors have connections in those places. Movers, moreover, raise more money than non‐movers, mostly from investors in their destination countries. Capital availability, rather than access to talent or proximity to customers, appears to be the strongest predictor of startup migration.

Current models of discrimination fail to account for the fact that many people belong to intermediate identity groups, that is, groups that share characteristics with both a low-status minority and a high-status majority group (e.g., biracial, bisexual), and thus do not occupy one clear position on a status hierarchy. We investigated bisexual targets to test whether perceivers rely on perceived status differentials to determine whether someone faced discrimination. As predicted, whether bisexual people were perceived as victims of discrimination depended on contextual cues about their relative status. Participants expected both gay/lesbian and bisexual individuals to face more discrimination than heterosexual individuals. But they were more likely to say that a bisexual woman who had lost out to a heterosexual woman competitor had faced discrimination compared to a bisexual woman who had lost out to a lesbian woman. These results may help make sense of how real-world discrimination claims are adjudicated.

Abstract: In this essay, we approach the question of what it means for something to be symbolic in a different way from the usual answers rooted in philosophy, sociology or anthropology: we argue that the symbolic is, first and foremost, rooted in human biology and human evolution. We discuss how the development of the capability to create and share symbols was a key moment in human evolution that underpins our capability to communicate and store knowledge through language, to think abstractly about problems, and to live and work together effectively in large groups. It also underpins the unique ecological niche – the cognitive niche – that Homo sapiens construct using our capability to create and share symbols. We go on to explore some of the implications of an evolutionary understanding of the symbolic for management and organization research.

Stressful events are inherently emotional. As a result, the ability to regulate emotions is critical in responding effectively to stressors. Differential abilities in the management of stress appear very early in life, compelling a need to better understand factors that may shape the capacity for emotion regulation (ER). Variations in both biologic and behavioural characteristics are thought to influence individual differences in ER development. We sought to determine the differential contributions of temperament and heart rate variability (HRV; an indicator of autonomic nervous system function) to infant resting state emotionality and emotional reactivity in response to a stressor at 6 months of age. Participants included 108 mother-infant dyads. Mothers completed a measure of infant temperament at 6 months postnatal. Mother and infant also participated in a standardized stressor (the Repeated Still Face Paradigm) at that time. Electrocardiographic data were acquired from the infant during a baseline resting state and throughout the stressor. Fast Fourier Transformation was used to analyse the high frequency (HF) domain of HRV, a measure of parasympathetic nervous system activity. Infant ER was measured via standardized coding of emotional distress behaviours from video-records at baseline and throughout the stressor. Severity of mothers' depressive symptoms was included as a covariate in analyses. Results of linear regression indicate that neither temperament nor HRV were associated significantly with an infant's emotional resting state, although a small effect size was found for the relationship between infant negative affectivity and greater emotional distress (β = 0.23, p = 0.08) prior to the stressor. Higher HF-HRV (suggesting parasympathetic dominance) was related to greater emotional distress in response to the stressor (β = 0.34, p = 0.009). This greater emotional reactivity may reflect a more robust capacity to mount an emotional response to the stressor when infants encounter it from a bedrock of parasympathetic activation. Findings may inform eventual markers for assessment of ER in infancy and areas for intervention to enhance infant management of emotions, especially during stressful events.

IssueWhen frontline employees' voice is not heard and their ideas are not implemented, patient care is negatively impacted, and frontline employees are more likely to experience burnout and less likely to engage in subsequent change efforts.Critical theoretical analysisTheory about what happens to voiced ideas during the critical stage after employees voice and before performance outcomes are measured is nascent. We draw on research from organizational behavior, human resource management, and health care management to develop a multilevel model encompassing practices and processes at the individual, team, managerial, and organizational levels that, together, provide a nuanced picture of how voiced ideas reach implementation.Insight/advanceWe offer a multilevel understanding of the practices and processes through which voice leads to implementation; illuminate the importance of thinking temporally about voice to better understand the complex dynamics required for voiced ideas to reach implementation; and highlight factors that help ideas reach implementation, including voicers' personal and interpersonal tactics with colleagues and managers, as well as senior leaders modeling and explaining norms and making voice-related processes and practices transparent.Practice implicationsOur model provides evidence-based strategies for bolstering rejected or ignored ideas, including how voicers (re)articulate ideas, whom they enlist to advance ideas, how they engage peers and managers to improve conditions for intentional experimentation, and how they take advantage of listening structures and other formal mechanisms for voice. Our model also highlights how senior leaders can make change processes and priorities explicit and transparent.

From their beginnings in 1908, U.S. credit unions have grown into a trillion-dollar industry with more than 100 million members. Despite many similarities, credit unions have always differed fundamentally from banks. One fundamental difference was that share accounts in credit unions, unlike bank deposits, were not debt. Thus, credit unions had options to delay and discount payments to account holders. Those options were one reason why, when thousands of banks failed, no credit unions failed during the Great Depression. Insolvency came to credit unions only after share accounts became federally insured in 1971.Insurance and its associated regulations had larger effects on the structure of the credit union industry than it had on the banking industry. Insurance turned bank deposits from risky debt into riskless debt. Insurance largely turned credit union share accounts from risky equityinto riskless debt. Thus, insurance introduced insolvency risk and insolvency to credit unions.Before federal insurance, many credit unions voluntarily liquidated, and of those, only about one-fifth imposed losses on their members. After federal insurance took effect in 1971, voluntary liquidations of solvent credit unions became rare.To reduce insolvency risk and losses to the share insurance fund, regulators enabled and encouraged mergers of both strong and weak credit unions. They also discouraged new credit unions. These regulatory responses moved the credit union industry from high entry and lowmerger rates to near-zero entry and high merger rates.We further argue that the proximate causes of regulation differed between credit unions and banks. Major bank regulations almost always, and only, happened following banking crises. In contrast, major credit union regulations rarely followed crises, but rather usually followedprosperity in the credit union industry. Insurance is one of the examples we give.

The ability to maintain functional independence throughout the lifespan may be diminished among medically compromised and chronically stressed populations. People living with HIV are more likely to demonstrate functional impairment and report greater exposure to lifetime and chronic stressors than their seronegative counterparts. It is well-known that exposure to stressors and adversity is associated with functional impairment outcomes. However, to our knowledge, no studies have examined how protective factors such as psychological grit mitigate the negative effects of lifetime and chronic stressor exposure on functional impairment, and how this association differs by HIV-status. To address this issue, we studied associations between lifetime and chronic stressor exposure, grit, and functional impairment in 176 African American and non-Hispanic White HIV-seropositive (n = 100) and HIV-seronegative (n = 76) adults, aged 24-85 (M = 57.28, SD = 9.02). As hypothesised, HIV-seropositive status and lower grit, but not lifetime stressor exposure, were independently associated with more functional impairment. Moreover, there was a significant three-way interaction between HIV-status, grit, and lifetime stressor exposure, b = 0.07, p = 0.025, 95% CI [0.009, 0.135]. Specifically, lifetime stressor exposure was related to more functional impairment for HIV-seronegative-but not HIV-seropositive-adults who reported low levels of grit. These findings suggest that the protective effects of grit may differ across populations at risk for functional impairment.

Abstract: Research Summary: Theory posits hierarchy as a response to coordination challenges and emphasizes organization size and the need to transfer knowledge as the mainspring of these challenges. This connection, however, is largely based on the quantity of knowledge to be transferred rather than its characteristics. Building on the knowledge‐based view, we propose that knowledge scope—the variety of knowledge across an organization's members—affects coordination costs and hierarchy expansion. Using an economy‐wide database from Brazil, we show that firms are more likely to expand their hierarchy when knowledge scope increases. This effect varies with firms' capacities to manage knowledge; firms whose employees perform more similar tasks or have shared experience at previous employers are less likely to expand hierarchy in response to increases in knowledge scope. Managerial Summary: Growing organizations often struggle to coordinate the work of their employees within their current organizational structures. We distinguish coordination problems generated by increased size from problems generated by expanding the variety of knowledge used and argue that both spur organizations to hire additional managers. Using a database of Brazilian startups, we show that a greater variety of knowledge used is associated with the expansion of hierarchy. Additionally, we find that organizations whose employees have more shared work experience have a greater ability to coordinate and thus delay the expansion of hierarchy. Overall, our results show the importance of the characteristics of an organization's knowledge base for organizational structure and suggest building teams with shared experience can enhance an organization's ability to adapt to coordination challenges.

To assess the public health impact of the COVID-19 pandemic on mental health, investigators from the National Institutes of Health Environmental influences on Child Health Outcomes (ECHO) research program developed the Pandemic-Related Traumatic Stress Scale (PTSS). Based on the Diagnostic and Statistical Manual of Mental Disorders, 5th Edition (DSM-5) acute stress disorder symptom criteria, the PTSS is designed for adolescent (13-21 years) and adult self-report and caregiver-report on 3-12-year-olds. To evaluate psychometric properties, we used PTSS data collected between April 2020 and August 2021 from non-pregnant adult caregivers (n = 11,483), pregnant/postpartum individuals (n = 1,656), adolescents (n = 1,795), and caregivers reporting on 3-12-year-olds (n = 2,896). We used Mokken scale analysis to examine unidimensionality and reliability, Pearson correlations to evaluate relationships with other relevant variables, and analyses of variance to identify regional, age, and sex differences. Mokken analysis resulted in a moderately strong, unidimensional scale that retained nine of the original 10 items. We detected small to moderate positive associations with depression, anxiety, and general stress, and negative associations with life satisfaction. Adult caregivers had the highest PTSS scores, followed by adolescents, pregnant/postpartum individuals, and children. Caregivers of younger children, females, and older youth had higher PTSS scores compared to caregivers of older children, males, and younger youth, respectively. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

This paper shows a least cost electricity generation portfolio for some of the largest rural electric cooperative utilities in the US. Due to the recent dramatic declines in renewable energy and battery storage costs, along with incentives under the federal Inflation Reduction Act (IRA) and excellent quality of renewable resource potential, we find that new investments in clean energy are significantly more cost-effective for most cooperative utilities than operating their existing coal and gas fired power plants. The study shows that rapid renewable energy (RE) deployment offers the rural cooperatives an opportunity to reduce their wholesale electricity costs by 10–20% compared with 2021 levels, while retiring their entire coal capacity by 2032. Most utilities could reduce their CO2 emissions by 80–90% relative to the 2021 levels, while also meeting load requirements at all hours, ensuring power supply reliability. While significant financing would be needed for such a transition to clean energy, we find that nearly half of the investments can be offset by the IRA tax credits. With bold and timely execution, cooperatives can reinvent their generation mix to provide affordable, reliable, and clean electricity that benefits rural communities.

Emotion reactivity refers to the intensity of changes in positive and negative emotion following a stimulus, typically studied with respect to daily stressors (e.g., arguments, demands) or laboratory stressors, including the Trier Social Stress Test (TSST). Yet, it is unclear whether emotion reactivity to daily and to laboratory stressors are related. The present study examined whether greater emotion reactivity to daily stressors (i.e., arguments, demands) is associated with greater reactivity to the TSST. Late adolescents (N = 82; Mage  = 18.35, SD = 0.51, range 17-19; 56.1% female; 65.9% Latine, 34.2% European American) reported whether they experienced arguments and demands with friends, family, and individuals at school and their negative and positive emotion nightly for 15 days. They also completed the TSST, a validated paradigm for eliciting social-evaluative threat, and reported their emotion at baseline and immediately post-TSST. Multilevel models examined whether daily and laboratory emotion reactivity were related by testing whether the daily associations between arguments and demands with emotion differed by emotion reactivity to the TSST. Individuals with greater positive emotion reactivity (i.e., greater reductions in positive emotion) and greater negative emotion reactivity to the TSST showed greater positive emotion reactivity to daily demands. Emotion reactivity to the TSST was not significantly related to emotion reactivity to arguments. Findings provide preliminary evidence that emotion reactivity to the TSST relates to some aspects of daily emotion reactivity, with relations differing depending on type of daily stressor and valence of emotion. Results contextualise the implications of emotion reactivity to the TSST for daily stress processes.

Online interventions that elicit kindness may enhance well-being. We tested the efficacy of three kindness interventions among breast cancer survivors. Participants (N = 137, M age = 62.65 years) were randomized to perform acts of kindness for others, acts of kindness for self, self-kindness meditation, or a daily-activities-writing control and completed three activities each week for 4 weeks. Primary (well-being, depressive symptoms) and secondary outcomes (social support, self-kindness) were assessed pre- and post-intervention. No differences emerged in the primary outcomes. However, relative to controls, participants in the acts of kindness to others condition reported greater increases in social support, and participants in the self-kindness meditation condition reported greater decreases in self-kindness. Among breast cancer survivors, performing prosocial acts may enhance feelings of social support. The two self-kindness conditions yielded either null or detrimental effects, suggesting that further research is needed on best practices for conducting self-focused kindness interventions.

Here I theorize about a common challenge that research on technology and organizing has not yet considered: how organizations preserve results given the challenges of managing increasingly heterogeneous technological portfolios. I do so via a study of how a top-tier hospital allocated scarce resources across two surgical robots. After acquiring its second robot, the hospital divided resources between the older and newer robots to build its surgical capacity: it allocated the best available infrastructure to the new robot, and it prioritized assigning inexperienced talent to the new technology to facilitate use and skill development. The hospital then adjusted its resources to build on initial successes, committing both the best available maintenance and more-complex surgical cases to the newer robot. These dynamics inadvertently degraded the older robot, making it increasingly difficult to use. In response, more-experienced surgeons and staff made do with the degrading system: they developed and mastered workarounds, and they developed a venting cycle with management. Their actions reduced concerns about the older technology and stabilized the situation for the hospital, such that for years this portfolio resourcing process facilitated satisfactory outcomes on organizational goals such as growth, new capability, and patient care. But by shunting scarce resources away from the older technology, this process also stressed the experienced talent (even as it built their resilience) and limited exploration of changes that could benefit the hospital.

How do organizations reconcile the cross-pressures of conformity and differentiation? Existing research predominantly conceptualizes identity as something an organization has by virtue of the products or services it offers. Drawing on constructivist theories, we argue that organizational members’ interactions with external audiences also dynamically produce identity. We call the extent to which such interactions diverge from audience expectations performative atypicality. Applying a novel deep-learning method to conversational text in over 90,000 earnings calls, we find that performative atypicality leads to an evaluation premium by securities analysts, paradoxically resulting in a negative earnings surprise. Moreover, performances that correspond to those of celebrated innovators are received with higher enthusiasm. Our findings suggest that firms that conform to categorical expectations while being performatively atypical can navigate the conflicting demands of similarity and uniqueness, especially if they hew to popular notions of being different.

This study examined effects of experimentally-induced optimism on physical activity and stress reactivity with community volunteers. Using an intervention to induce short-term optimism, we conducted two harmonized randomized experiments, performed simultaneously at separate academic institutions. All participants were randomized to either the induced optimism intervention or to a neutral control activity using essay-writing tasks. Physical activity tasks (Study 1) and stress-related physiologic responses (Study 2) were assessed during lab visits. Essays were coded for intensity of optimism. A total of 324 participants (207 women, 117 men) completed Study 1, and 118 participants (67 women, 47 men, 4 other) completed Study 2. In both studies, the optimism intervention led to greater increases in short-term optimism and positive affect relative to the control group. Although the intervention had limited effects on physical activity and stress reactivity, more optimistic language in the essays predicted increased physical activity and decreased stress reactivity.

Problem definition: The Centers for Medicare & Medicaid Services launched the Primary Care First (PCF) initiative in January 2021. The initiative builds upon prior innovative payment models and aims at incentivizing a redesign of primary care delivery, including new modes of delivery, such as remote care. To achieve this goal, the initiative blends capitation and fee-for-service (FFS) payments and includes performance-based adjustments linked to service quality and health outcomes. We analyze a model motivated by this new payment system, and its impact on the different stakeholders, and derive insights on how to design it to reach the best possible outcome. Methodology/results: We propose an analytical model that captures patient heterogeneity in terms of health complexity, provider choice of care-delivery mode (referral to a specialist, in-person visit, or remote care), and quality of service (health outcomes and wait time). We analyze the provider decision on the mode of care delivery under both FFS and PCF and study whether PCF can be designed to yield a socially optimal outcome. We characterize analytically when patients, payer, and providers are better off under PCF and show that, in many cases, PCF can be designed to yield a socially optimal outcome. We numerically calibrate our model for 14 states in the United States. We observe that the average health status in a state is a source of heterogeneity that crucially drives the performance of PCF. We find that the model motivated by the current PCF implementation results in too much adoption of referral care and too little adoption of remote care. In addition, states with poor average health status may use more in-person care than socially optimal under a baseline (low) level of capitation. Moreover, relying on high levels of capitation leads to low adoption of in-person care. Managerial implications: Our results have health policy implications by shedding light on how PCF might impact patients, payer, and providers. Under the current performance-based adjustments, low levels of capitation should be preferred. PCF has the potential to be designed to achieve socially optimal outcomes. However, the fee per visit may need to be tailored to the local population’s health status. Supplemental Material: The online appendix is available at https://doi.org/10.1287/msom.2023.1207 .

We study the impact of the Indian trade liberalization of 1991 on development at the district level using satellite nighttime lights per capita as a proxy for development. We find that on average, trade liberalization increased nighttime lights per capita, but there was considerable heterogeneity in the effect. In particular, districts in states with flexible labor laws, districts with better road networks, proximity to the coast, or higher female labor force participation rate seem to have benefited more than other districts.

India's heavy dependence on imported oil (90 %) and industrial coking coal (80 %) exposes the country to the volatility in global energy markets, impacting foreign exchange reserves & economy-wide inflation. This study assesses a pathway for India to meet its growing energy needs & achieve near-complete energy independence by 2047, focused on India's three largest energy consuming sectors –power, transport, and industry — which collectively account for more than 80 % of energy consumption and energy-related CO2 emissions. We find that India can achieve energy independence through aggressive deployment of clean technology – renewables, electric vehicles, and green hydrogen - reducing the fossil energy imports by 90 % (or $240 billion). Clean energy deployment will inflation-proof India's energy expenditure, create $2.5 trillion in net consumer savings, and avoid over 4 million air pollution related premature deaths by 2047. India's electricity demand could increase nearly fivefold to over 6500 TWh/yr by 2047, while CO2 emissions from power, transport, and industrial sectors will peak in the early 2030 s before dropping to ∼800 million tons/year. Clean energy deployment will be more capital-intensive, needing a net additional investment of $1.5 trillion. Managing the clean energy transition would require significant policy support, including deployment mandates for cost-effective clean technologies, financial support for emerging technologies, long-term infrastructure planning, accelerating domestic manufacturing, and planning for a just transition.

Conventional accounts describe whistleblowing as prosocial behavior, where whistleblowers are largely driven by a desire to help or improve their organization. Yet individuals are not only members of their organization; they also belong to internal social groups that affect behavior and influence decision making. In this paper, we focus on these intraorganizational dynamics and theorize two ways in which group affiliations are likely to affect whistleblowing. When an individual observes wrongdoing committed by a person affiliated with the same group, higher group cohesion decreases the likelihood of blowing the whistle because of potential whistleblowers’ greater loyalties toward group members and a desire to protect the reputation of the group. When an individual observes wrongdoing committed by a person not affiliated with the same group, higher group cohesion increases the likelihood of blowing the whistle, as potential whistleblowers feel they have the support of fellow group members, lessening fears of retaliation. Using unique data on actual and hypothetical whistleblowing among U.S. federal employees in 24 departments and agencies coupled with a vignette experiment, we find support for our arguments. By showing how group affiliations inform whistleblowing decisions, we reveal how variation in social structure leads to heterogeneity in responses to wrongdoing. Together, these results reveal tradeoffs in the detection of misconduct and help explain why wrongdoing in organizations may be so difficult to eradicate.

People are better at recognizing faces from their own racial or ethnic group compared with faces from other racial or ethnic groups, known as the other-'race' effect (ORE). Several theories of the ORE assume that memory for other-race faces is impaired because people have less contact with members of other racial or ethnic groups, resulting in lower visual expertise. The present research investigates contact theories of the ORE, using self-report contact measures and objective measures of potential outgroup exposure (estimated from participants' residential location and from GPS tracking). Across six studies (total N = 2660), we observed that White American and White German participants displayed better memory for White faces compared with Black or Middle Eastern faces, whereas Black American participants displayed similarly equal or better memory for White compared with Black faces. We did not observe any relations between the ORE and objective measures of potential outgroup exposure. Only in Studies 2a and 2b, we observed very small correlations (rs = -.08 to .06) between 4 out of 30 contact measures and the ORE. We discuss methodological limitations and implications for theories of the ORE.

The other-race effect (ORE) is a recognition memory advantage afforded to one's racial ingroup versus outgroup. The motivational relevance of the ingroup-because of relationships, belonging and self-esteem-is central to many theoretical explanations for the ORE. However, to date, the motivational relevance of outgroups has received considerably less attention in the ORE literature. Across six experiments, Black, White, Asian and Latinx American participants consistently demonstrated better recognition memory for the faces of relatively higher-status racial/ethnic group members than those of lower-status groups. This higher-status recognition advantage even appeared to override the ORE, such that participants better recognized members of higher-status outgroups-but not an outgroup of equivalent status-compared to members of their own ingroup. However, across a variety of self-reported perceived status measures, status differences between the high- and low-status groups generally did not moderate the documented recognition advantage. These findings provide initial evidence for the potential role of group status in the ORE and in recognition memory more broadly, but future work is needed to rule out alternative explanations.

Challenges associated with ADHD affect children's daily routines and response to environmental stimuli, and support from parents is helpful in managing and overcoming behavior regulation challenges. Positive reinforcement is increasingly integrated into family technologies for teaching regulation skills, but typically support specific co-located activities. To better understand how technology can support co-regulation within families with ADHD children, we deployed CoolTaco, a smartwatch and phone system to support collaboration in creating tasks, gaining points for achieving them, and redeeming rewards. Ten families with ADHD children used CoolTaco in their daily routines. By qualitatively analyzing family interviews and usage logs, we find that smartwatches can help provide pervasive regulation support to children, but the division across devices and parent-child roles interfere with developing independence. We discuss how technology should support co-regulation while also fostering future self-regulation, such as by guiding children in goal setting and helping them reflect on progress and achievements.

People engage in self-tracking with diverse data collection and visualisation needs and preferences. Customisable self-tracking tools offer the potential to support individualized preferences by letting people make changes to the aesthetics and functionality of tracker displays. In this paper, we use the customisation options offered by the displays of commercial fitness smartwatches as a lens to investigate when, why and how 386 self-trackers engage in customisations in their daily lives. We find that people largely customise their trackers' display frequently, multiple times a day, or not at all, with frequent customisations reflecting situational data, aesthetic and personal meaning needs. We discuss implications for the design of tracking tools aiming to support customisation and discuss the utility of customisations towards goal scaffolding and maintaining interest in tracking.

Recent large language models (LLMs) have advanced the quality of open-ended conversations with chatbots. Although LLM-driven chatbots have the potential to support public health interventions by monitoring populations at scale through empathetic interactions, their use in real-world settings is underexplored. We thus examine the case of CareCall, an open-domain chatbot that aims to support socially isolated individuals via check-up phone calls and monitoring by teleoperators. Through focus group observations and interviews with 34 people from three stakeholder groups, including the users, the teleoperators, and the developers, we found CareCall offered a holistic understanding of each individual while offloading the public health workload and helped mitigate loneliness and emotional burdens. However, our findings highlight that traits of LLM-driven chatbots led to challenges in supporting public and personal health needs. We discuss considerations of designing and deploying LLM-driven chatbots for public health intervention, including tensions among stakeholders around system expectations.

The Workgroup on Interactive Systems in Healthcare (WISH) connects academic and industry researchers across human-computer interaction, medical informatics, health informatics, digital health, and beyond to foster a community around innovations in consumer and medical health and wellbeing. The WISH Symposium at CHI 2023 will regather the HCI health and wellbeing research community for the first in-person community meeting in four years, allowing us to discuss and disseminate findings, methods, and approaches towards understanding and creating interactive health and wellbeing systems. We will continue the tradition of providing mentoring opportunities for early- and mid-career researchers, ranging from undergraduates to post-PhD, to establish future generations of scholars in the area. This will be the tenth WISH meeting, following a successful tradition of workshops at relevant venues including CHI over the past decade.