Related papers: Talent Hoarding in Organizations
In decision-making, individuals often rely on intuition, which can occasionally yield suboptimal outcomes. This study examines the impact of intuitive decision-making on individuals who are confronted with limited position information in…
Algorithmic predictions are increasingly informing societal resource allocations by identifying individuals for targeting. Policymakers often build these systems with the assumption that by gathering more observations on individuals, they…
Distributed estimation that recruits potentially large groups of humans to collect data about a phenomenon of interest has emerged as a paradigm applicable to a broad range of detection and estimation tasks. However, it also presents a…
Employee's knowledge is an organization asset. Turnover may impose apparent and hidden costs and irreparable damages. To overcome and mitigate this risk, employee's condition should be monitored. Due to high complexity of analyzing…
We examine how career concerns influence the behavior and mobility of financial advisers. Drawing on a uniquely comprehensive matched panel that combines employer-employee data with a longstanding national ranking, our study tests…
Team performance is a ubiquitous area of inquiry in the social sciences, and it motivates the problem of team selection -- choosing the members of a team for maximum performance. Influential work of Hong and Page has argued that testing…
Context: In the workplace, some individuals engage in the voluntary and intentional generation, promotion, and realization of new ideas for the benefit of individual performance, group effectiveness, or the organization. The literature…
We investigate the hiring problem where a sequence of applicants is sequentially interviewed, and a decision on whether to hire an applicant is immediately made based on the applicant's score. For the maximal and average improvement…
Large language models (LLMs) are increasingly being deployed in high-stakes applications like hiring, yet their potential for unfair decision-making remains understudied in generative and retrieval settings. In this work, we examine the…
Concerns about how workers are perceived can deter effective collaboration with artificial intelligence (AI). In a field experiment on a large online labor market, I hired 450 U.S.-based remote workers to complete an image-categorization…
People are often reluctant to incorporate information produced by algorithms into their decisions, a phenomenon called ``algorithm aversion''. This paper shows how algorithm aversion arises when the choice to follow an algorithm conveys…
As AI becomes more embedded in workplaces, it is shifting from a tool for efficiency to an active force in organizational decision-making. Whether due to anthropomorphism or intentional design choices, people often assign human-like…
Tournament-based compensation schemes with forced distributions represent a widely adopted class of relative performance evaluation mechanisms in technology and corporate environments. These systems mandate within-team ranking and fixed…
This paper views hiring as a contextual bandit problem: to find the best workers over time, firms must balance exploitation (selecting from groups with proven track records) with exploration (selecting from under-represented groups to learn…
For delivering products or services to their clients, organizations execute manifold business processes. During such execution, upcoming process tasks need to be allocated to internal resources. Resource allocation is a complex…
A central problem in business concerns the optimal allocation of limited resources to a set of available tasks, where the payoff of these tasks is inherently uncertain. In credit card fraud detection, for instance, a bank can only assign a…
Mentoring is a key component of scientific achievements, contributing to overall measures of career success for mentees and mentors. A common success metric in the scientific enterprise is acquiring a large research group, which is believed…
Software crowdsourcing platforms employ extrinsic rewards such as rating or ranking systems to motivate workers. Such rating systems are noisy and provide limited knowledge about workers' preferences and performance. To develop better…
This article shows how coworker performance affects individual performance evaluation in a teamwork setting at the workplace. We use high-quality data on football matches to measure an important component of individual performance, shooting…
Only 21% of employees consider themselves engaged at work. Moreover, disengagement has been shown to be even more problematic when work is repetitive in nature. Lack of engagement has been linked to variety of negative outcomes for…