What algorithmic evaluation fails to deliver: respectful treatment and individualized consideration.

As firms increasingly depend on artificial intelligence to evaluate people across various contexts (e.g., job interviews, performance reviews), research has explored the specific impact of algorithmic evaluations in the workplace.

The power of rank information.

People, organizations, and products are continuously ranked. The explosion of data has made it easy to rank everything, and, increasingly, outlets for information try to reduce information loads by providing rankings. In the present research, we find that rank information exerts a strong effect on decision making over and above the underlying information it summarizes.

The experience of secrecy.

The concept of secrecy calls to mind a dyadic interaction: one person hiding a secret from another during a conversation or social interaction. The current work, however, demonstrates that this aspect of secrecy is rather rare. Taking a broader view of secrecy as the intent to conceal information, which only sometimes necessitates concealment, yields a new psychology of secrecy.

Members' needs, intragroup conflict, and group performance.

Focusing on "what people want in their group" as a critical antecedent of intragroup conflict, the present study theorizes and empirically investigates the relationships among the psychological needs of group members, intragroup conflict, and group performance. It attends to the within-group average and dispersion of members' psychological needs and examines the effects stemming from group composition of needs on multiple types of conflict. The analyses based on multisource data from 145 organizational teams revealed significant relationships between the groups' composition with respect to the members' need for achievement and task conflict, need for affiliation and relationship conflict, and need for power and status conflict.