Advice from artificial intelligence: a review and practical implications.

Despite considerable behavioral and organizational research on advice from human advisors, and despite the increasing study of artificial intelligence (AI) in organizational research, workplace-related applications, and popular discourse, an interdisciplinary review of advice from AI (vs. human) advisors has yet to be undertaken. We argue that the increasing adoption of AI to augment human decision-making would benefit from a framework that can characterize such interactions.

An empirical taxonomy of leadership situations: Development, validation, and implications for the science and practice of leadership.

The situation plays an important role in leadership, yet there exists no comprehensive, well-accepted, and empirically validated framework for modeling leadership situations. This research used situation ratings and narratives from 1,159 leaders to empirically develop a taxonomy of leadership situations. Natural language processing techniques were used to generate psychological situation characteristics that were then rated by leaders.

Individual Differences in Judgment and Decision-Making: Novel Predictors of Counterproductive Work Behavior.

The current paper proposed individual differences in judgment and decision-making (JDM)-namely, the skill associated with recognizing social norms, decision-making styles, and risk-benefit perceptions-as a novel set of predictors of counterproductive work behavior (CWB). We hypothesized that the skill associated with recognizing social norms, rational decision-making style, and perceived riskiness of unethical behavior would be related negatively to CWB, whereas the avoidant decision-making style, spontaneous decision-making style, and perceived benefits of unethical behavior would be related positively to CWB. Moreover, we hypothesized that JDM-focused individual differences would exhibit incremental validity above and beyond the traditional individual difference predictors of CWB (personality, trait affect, and cognitive ability).

Relationship Between Perceived Supervisor Support and Workplace Bullying in School Nurses in Virginia.

Workplace bullying among school nurses is a significant problem with supervisors either contributing to or preventing such behavior. This study aimed to determine if support from nursing and school supervisors is associated with workplace bullying among Virginia school nurses. In this analysis of a cross-sectional survey, responses from 159 school nurses with two supervisors to the Survey of Perceived Supervisor Support and Short-Negative Acts Questionnaire were examined.

Organizational science and cybersecurity: abundant opportunities for research at the interface.

Cybersecurity is an ever-present problem for organizations, but organizational science has barely begun to enter the arena of cybersecurity research. As a result, the "human factor" in cybersecurity research is much less studied than its technological counterpart. The current manuscript serves as an introduction and invitation to cybersecurity research by organizational scientists.

Individual and Organizational Characteristics Associated With Workplace Bullying of School Nurses in Virginia.

The prevalence and contributing factors of workplace bullying (WPB) are unknown among school nurses (SNs) in kindergarten to 12th grade programs. The aim of this cross-sectional study was to examine individual and organizational characteristics of WPB in a sample of SNs in Virginia. Based on the Short-Negative Acts Questionnaire, 40% of nurses did not experience bullying behavior, 34.

Situational strength interactions: Are variance patterns consistent with the theory?

Mischel's (1973, 1977) theory of situational strength has been used widely within the organizational sciences to help explain why contextual factors moderate predictor-criterion relationships. Situational strength interactions represent a particular type known as a restricted variance (RV) interaction (Cortina, Köhler, & Nielsen, 2015). The theory proposes that the strength of a given situation constrains or compresses the variance of the dependent variable, weakening its prediction from other variables.

Situational Strength Cues from Social Sources at Work: Relative Importance and Mediated Effects.

Situational strength is considered one of the most important situational forces at work because it can attenuate the personality-performance relationship. Although organizational scholars have studied the consequences of situational strength, they have paid little attention to its antecedents. To address this gap, the current study focused on situational strength cues from different social sources as antecedents of overall situational strength at work.

A Randomized Trial to Evaluate the Efficacy of a Web-Based HIV Behavioral Intervention for High-Risk African American Women.

The aim of this study was to develop and test a cost-effective, scalable HIV behavioral intervention for African American women. Eighty-three African American women were recruited from a community health center and randomly assigned to either the web-based Safe Sistah program or to a delayed HIV education control condition. The primary outcome was self-reported condom use.

Sleepiness at work: a review and framework of how the physiology of sleepiness impacts the workplace.

Sleepiness, the biological drive to sleep, is an important construct for the organizational sciences. This physiological phenomenon has received very little attention in the organizational science literature in spite of the fact that it influences a wide variety of workplace behaviors. In this article, we develop a framework through which sleepiness can be fruitfully studied.

Affect spin and the emotion regulation process at work.

Regulating emotions is one of the most depleting activities that customer service employees are asked to do, but not all employees get burned out by the end of an emotionally laborious day. In the current study, affect spin-the trait variability of an individual's affective states-was hypothesized to increase strain and fatigue associated with emotion regulation, yet weaken the relation between recent strain and immediate fatigue. The authors examined these hypotheses in an experience sampling study of restaurant servers.

Who helps and harms whom? Relational antecedents of interpersonal helping and harming in organizations.

Antecedents of interpersonally directed forms of citizenship and counterproductive behaviors (i.e., interpersonal helping and harming, respectively) have been studied most often under the broad categories of individual differences and job attitudes.

A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior.

Job performance is increasingly being seen to encompass constructs such as organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). To clarify the OCB-CWB relationship, a meta-analysis was conducted. Results indicate a modest negative relationship (p = -0.