Articles tagged with Human Resources
A study by MIT researchers found that algorithmic monoculture, like using a single algorithm in hiring, can create informational echo chambers that hinder exploration. However, bundling multiple algorithms together can overcome this limitation, enabling monoculture to perform as well as or better than a polyculture.
A new study proposes a detailed public policy plan to meet Catalonia's needs in a resilient manner while respecting planetary boundaries. The report, part of the REAL post-growth research project, analyzes potential alternatives and quantifies resources required by current modes of living and production.
A new study from the University of Bath warns that over-reliance on generative AI may weaken managers' ability to build moral insights, contextual understanding, and practical know-how. The research suggests that AI can strengthen managerial judgement when used as a tool for reflection, rather than a replacement for thinking.
Employees advocating for climate action are more likely to receive recognition when their efforts support business goals, while purpose-led activism often goes unrecognized. Researchers found that organizations tend to reward environmental initiatives when they contribute to commercial objectives, such as attracting clients, expanding ...
A meta-analysis of 204 studies reveals that verbal and nonverbal communication styles have a stronger impact on first impressions than resume content. People form an overall positive or negative impression, influencing later interpretations of individual traits.
Researchers developed a new measure of conflict expression that highlights the diversity in how individuals voice their dissent. The Conflict Expression Tendencies (CET) measure predicts individuals' cognitive, affective, and psychological outcomes, suggesting that debating as a way to express conflict boosts workers' information acqui...
A study suggests that overconfidence persists not due to its costs but because of them, serving as a reliable signal for ability. Only the most capable individuals can afford to sustain high self-belief without severe consequences.
A recent study from Duke University and industry collaborators found that at least 1% of resumes submitted to a popular hiring platform contained hidden instructions designed to trick the AI system. The trend is accelerating quickly, with the rate increasing sevenfold between July 2024 and November 2025.
A new study found that faculty women in academia earn 23% less than men, narrowing to 4.3% when accounting for field and academic rank. The research suggests that transparency alone is not enough to eliminate pay gaps, and representation does not guarantee equal pay.
A study from Technical University of Munich found that people perceive AI hiring decisions as unfair when the avatar resembles them in terms of gender or skin color. After receiving a rejection, trust in AI is shaken if the avatar's appearance differs from their own.
A new study by Penn State researchers found that employees who feel overqualified perceive assigned tasks as unfair and worthless. Being treated with respect by managers reduces these perceptions and improves work attitude.
A recent study found that companies relying heavily on AI-powered recruitment may be losing out to competitors due to a lack of human connections. Employers should prioritize transparency, bias auditing, and human oversight in their recruitment processes.
New research from Washington State University found that team initiative has no direct relationship with team performance, but is essential when paired with strong coordination. Teams performed best when members' initiative was accompanied by successful passes between players.
A study of Canadian physicians reveals that the hiring process for resource-intensive jobs is often opaque and biased, favoring those with connections over those from diverse backgrounds. The research highlights the need for transparency and equitable access to employment opportunities among physicians.
A new study from the University of Tokyo finds that a one-off training session increased time spent by fathers on childcare and housework, freeing up mothers to use for their own work. The training corrected common misconceptions about paternity leave and led to significant behavioral change.
Research found that companies with more independent board members adjust CEO compensation more quickly towards optimal levels. Boards make calculated trade-offs and consider costs and benefits before changing pay structures.
A new Brookings Institution study found that ICE surges have caused significant job losses in cities where enforcement is most active. Between 51,000 and 297,000 American-born workers lost their jobs due to the surges, which also led to widespread disruptions throughout industries such as construction.
A new study found that e-commerce warehouse jobs are more intense and dangerous than traditional warehouses, with workers facing pressure to move quickly and avoid breaks. The research suggests that Amazon's focus on fast delivery contributes to lower job quality, but alternative approaches are viable.
Zhe Zhu's doctoral dissertation reveals that trusting AI can increase work engagement and build more sustainable careers. GenAI tools can reshape organisational decision-making and employee experiences of work.
New research suggests that overly aggressive whistleblower incentives can cut down internal communication, allowing problems to go unresolved. Regulators should consider a more calibrated approach to encourage reporting without discouraging internal information-sharing.
Research shows that adverts featuring people with a disability increase consumer attitudes towards brands and their products. Key findings include the benefits of disability inclusion and the importance of representing individuals with disabilities as capable advocates for a product or service.
Researchers found that firms led by privately educated CEOs experience lower stock market volatility, driven by perception rather than actual performance. This highlights a gap between how markets judge leaders and how they actually behave.
A new leader's style must align with teachers' appetite for change to improve organizational performance and school-level standardized test scores. Successors have a window of opportunity to create change, but their style must be matched with employees' existing attitudes.
A new study reveals that low-performing organisations are more likely to seek external knowledge and collaboration, while high-performing ones focus on internal searches. Low-performing schools with high cross-school collaboration achieved better academic results.
A new study from the University of Surrey shows that firms celebrated for strong financial performance may actually be inefficient when environmental impact is included. The research developed a new way to measure sustainable corporate efficiency, combining traditional financial metrics with environmental data.
The new framework, published in PNAS Nexus, offers guidance for building human-AI teams that are effective, accountable, and aligned with human values. It focuses on reasoning, memory, and attention as core processes that can be distributed across people and AI systems.
A new study by Carnegie Mellon University researchers found that real-time feedback on collaboration metrics does not improve team performance and can even make it worse. By narrowing the feedback to a single metric, teams focused too much on that signal and neglected coordination strategy, leading to decreased overall performance.
A study by Yokohama National University finds that work ability, inclusion, and human resource development are crucial elements for promoting disability inclusion in the workplace. The research suggests a framework to reduce barriers and promote continued success among disabled individuals.
Researchers developed a new scale to measure the use of evidence in decision making, capturing four sources of evidence. The Evidence-Based Management Source Utilization Scale (EBM-SUS) shows promise for increasing transparency, accountability, and effectiveness in organizational management.
A study by the University of Bath found that elite MBA graduates hold top management positions and CEOs more frequently than those with non-elite MBAs or no MBA. The benefits of an elite MBA were not evenly spread between men, women, and minorities, and varied according to economic conditions.
A mathematical model identifies universal patterns in competitive systems, revealing an optimal 'sweet spot' where excellence and opportunity coexist. The study found that high-performing systems strike a delicate balance between demand and opportunity.
A new study by IIASA researchers reveals that China's economic growth is being driven by the skills of its workforce, not just its large working-age population. Improvements in skill composition have become a key driver of economic expansion, and a more favorable age structure enhances economic returns to workforce skills.
A new study from University of Florida finds that employee perfectionism impact depends on alignment with supervisor's expectations and clarity in understanding. When employees' standards match supervisors', they experience less uncertainty, better performance, and higher job satisfaction.
Research warns AI can compromise creativity, critical thinking with overly automated learning systems; 'learning vaults' suggested to safeguard adaptive knowledge. HR teams must ensure continued access to first-hand learning and human interaction.
A new study by University of East London researchers reveals that women are being shut out of workplaces due to a hidden time gap caused by unpaid care and rigid social expectations. This 'time squeeze' leaves women with less time for networking, training, and progression, hindering their career advancement.
New research suggests that discussing politicized news with coworkers can help employees manage stress and improve well-being. However, most people only discuss these events when they expect a supportive response. The findings highlight the importance of recognizing how social and political events shape employee emotions at work.
Research by David Lebel and colleagues found that only half of the relationships between negative emotions and workplace outcomes were harmful during the COVID-19 pandemic. Instead, many showed no effect or even positive effects, highlighting the importance of empathetic leadership in moderating these outcomes.
Researchers propose a 'tip of the funnel' approach to balance diversity and efficiency in hiring. By targeting carefully selected companies with diverse talent pools, firms can access valuable knowledge while reducing integration costs.
Video meetings serve as both informative and interactive tools in leadership, but also create challenges like flexibility, social connection, participation, and equality. Managers must find a balance between technology's benefits and limitations to support employee well-being and interaction.
Research from Cornell University finds that women prefer jobs with narrower salary ranges and are less likely to negotiate for lower pay. The study suggests that pay transparency laws may inadvertently perpetuate gender gaps if not implemented carefully.
A new study by Cornell University researcher Shane Littrell finds that employees who are more susceptible to corporate BS have lower scores on analytic thinking, cognitive reflection, and fluid intelligence. This can lead to less effective workplace decision-making and lower performance.
A new study from the University of Surrey suggests that powerful companies risk legal responsibility for labor abuse, child labor, and environmental pollution linked to their global operations. Courts in the UK and abroad are treating corporate human rights responsibility as a legal duty rather than a voluntary promise.
A new study from the University of Surrey and Strathclyde University finds that customers' obsession with cheap travel is linked to low wages and harmful working environments for service staff. The research highlights evidence of widespread harassment of service workers, particularly among airlines and hospitality companies.
A new accounting technique can help close the gender pay gap by determining pay raises in terms of dollars rather than percentages. Research finds that this approach significantly reduces pay gaps, even when employees are doing different jobs.
The 2026 College Hiring Outlook report from Drexel's LeBow College of Business revealed that internships and co-op experiences are integral to hiring practices. Employers surveyed across industries reported a cautious openness toward AI in career development, while prioritizing authenticity and demonstrable skills.
Leadership behavior is the foundation of an authentic green workplace culture, with employees responding to leaders' environmental priorities and trusting their intentions. Trust is the mechanism that turns leadership intent into action, leading to higher levels of voluntary green behavior.
A Washington State University study found that NBA teams with pay disparities among core players had lower winning percentages due to reduced coordinated effort. The researchers suggest managers ensure top performers are paid fairly in relation to each other and emphasize teamwork.
A new study found that nearly one in five adults with tinnitus have had to reduce their working hours or leave employment due to the condition. The research also revealed that targeted interventions, such as cognitive behavioural therapy, can improve work productivity and overall wellbeing.
A large Swedish study reveals that rapid growth in startups increases the likelihood of biased hiring decisions, disproportionately affecting women. Founders with HR knowledge and experience counteract these challenges, shrinking gender gaps.
A landmark study by FAU and CSU found that offering six to 10 paid days off significantly lowers resignations, especially for men. Providing 11 or more days reduces quitting rates substantially for both men and women, highlighting the importance of meaningful time away from work.
The new white paper outlines practical leadership strategies to strengthen trust between organizations and employees. The authors highlight the importance of improving systems, investing in skill development, and involving employees in decision-making processes.
A new study reveals that around one-third of all newly written software functions in the United States are already being created with AI support, with productivity gains mainly driven by experienced developers. The study found wide regional gaps, with the US leading at 29% AI-assisted code, while China and Russia lag behind.
A comprehensive review of 233 studies identifies the connection between workplace conditions and loneliness, highlighting the importance of job quality, stress management, and social support. Chronic loneliness harms emotional and cognitive well-being, while interventions such as mindfulness and volunteering can provide relief.
Research highlights arthritis' toll on the workforce, with nearly 10 million Americans aged 18-64 experiencing limitations. Overall health and socioeconomic factors are significant contributors to work-related challenges.
A study by researchers from the University of East Anglia found that leisure crafting interventions can improve work outcomes, including creativity and meaning, in working adults. Participants who engaged in hobbies reported feeling more fulfilled and creative at work, with a stronger impact on older employees.
Researchers found that narrative-only feedback was perceived as the fairest and provides clearer understanding of how to improve future performance. Purely numerical feedback without context can make employees feel negatively evaluated and is considered unfair.
A new research review identifies key barriers faced by military-affiliated workers in the civilian workforce. Employers can improve employee performance by offering targeted support to help bridge the gap between military and civilian life.
A study found that the enactment of stringent anti-union laws increases the attractiveness of becoming self-employed for blue-collar workers, who are more likely to start small, unincorporated businesses out of necessity. The weakening of unions tends to mean longer hours, less security, and fewer benefits on the job.
A new study by Flinders University researcher Ashokkumar Manoharan finds that despite widespread acceptance of DEI regulations, applicants may still encounter barriers to securing roles due to automated processes on job sites. The research highlights the importance of transparency and adequate resources in meaningful DEI initiatives.
A new study of professional Santas found that diverse individuals can succeed in the role despite lacking typical attributes. Atypical Santas have found ways to surmount the odds and become successful in their chosen profession.