A large-scale field experiment on participatory decision-making in China.

Can local democratic decision-making in authoritarian environments increase or pacify civic engagement and government accountability? Here we conducted an intervention reaching over 20 million people in China. Communities were randomly assigned such that citizens in treatment communities were invited to deliberate and make collective decisions on how local community budgets were allocated through both in-person and online communication channels (participatory budgeting). We find that participatory decision-making in community budgeting increased a wide range of civic-engagement behaviours outside of the budgeting domain 6 months after the start of the intervention.

The reputational and ethical consequences of deceptive chatbot use.

The use of chatbots is becoming widespread as they offer significant economic opportunities. At the same time, however, customers seem to prefer interacting with human operators when making inquiries and as a result are not as cooperative with chatbots when their use is known. This specific situation creates an incentive for organizations to use chatbots without disclosing this to customers.

No person is an island: Unpacking the work and after-work consequences of interacting with artificial intelligence.

The artificial intelligence (AI) revolution has arrived, as AI systems are increasingly being integrated across organizational functions into the work lives of employees. This coupling of employees and machines fundamentally alters the work-related interactions to which employees are accustomed, as employees find themselves increasingly interacting with, and relying on, AI systems instead of human coworkers. This increased coupling of employees and AI portends a shift toward more of an "asocial system," wherein people may feel socially disconnected at work.

Examining the effects of turnover intentions on organizational citizenship behaviors and deviance behaviors: A psychological contract approach.

Although turnover intentions are considered the most proximal antecedent of organizational exit, there is often temporal separation between thinking about leaving and actual exit. Using field data from 2 diverse samples of working adults, we explore a causal model of the effects of turnover intentions on employee behavior while they remain with the organization, focusing specifically on organizational citizenship behaviors (OCBs) and deviance behaviors (DBs). Utilizing expectancy theory as an explanatory framework, we argue that turnover intentions result in high levels of transactional contract orientation and low levels of relational contract orientation, which in turn lead to a decrease in the incidence of OCBs and an increase in the incidence of DBs.

Building a self-regulatory model of sleep deprivation and deception: the role of caffeine and social influence.

Employees are getting less sleep, which has been shown to deplete self-regulatory resources and increase unethical behavior (Barnes, Schaubroeck, Huth, & Ghumman, 2011; Christian & Ellis, 2011). In this study, we extend the original mediated model by examining the role of 2 moderators in the relationship between sleep deprivation, depletion, and deceptive behavior. First, we derive psychological arguments from the psychopharmacology literature to hypothesize that caffeine moderates the relationship between sleep deprivation and depletion by replenishing self-regulatory resources.

Examining the asymmetrical effects of goal faultlines in groups: a categorization-elaboration approach.

The purpose of this study was to use the categorization-elaboration model (CEM) to examine the asymmetrical effects of goal faultlines in groups, which are present when hypothetical dividing lines are created on the basis of different performance goals, splitting the group into subgroups. On the basis of the CEM, we expected groups with goal faultlines to exhibit higher levels of creative task performance than (a) groups with specific, difficult goals and (b) groups with do-your-best goals. We expected the benefits of goal faultlines to be due to increases in reflective reframing, which occurs when group members build on each other's ideas by shifting to alternate frames.

Surveying for "artifacts": the susceptibility of the OCB-performance evaluation relationship to common rater, item, and measurement context effects.

Despite the increased attention paid to biases attributable to common method variance (CMV) over the past 50 years, researchers have only recently begun to systematically examine the effect of specific sources of CMV in previously published empirical studies. Our study contributes to this research by examining the extent to which common rater, item, and measurement context characteristics bias the relationships between organizational citizenship behaviors and performance evaluations using a mixed-effects analytic technique. Results from 173 correlations reported in 81 empirical studies (N = 31,146) indicate that even after controlling for study-level factors, common rater and anchor point number similarity substantially biased the focal correlations.