OLIA Publications

Large language models present new questions for decision support.

Erik William Jeffries — Wed, 11 Dec 2024 02:34:13 +0000

Large language models present new questions for decision support. Erik William J… Tue, 12/10/2024 - 19:34

Large language models (LLMs) have proven capable of assisting with many aspects of organizational decision making, such as helping to collect information from databases and helping to brainstorm possible courses of action ahead of making a choice. We propose that broad adoption of these technologies introduces new questions in the study of decision support systems, which assist people with complex and open-ended choices in business. Where traditional study of decision support has focused on bespoke tools to solve narrow problems in specific domains, LLMs offer a general-purpose decision support technology which can be applied in many contexts. To organize the wealth of new questions which result from this shift, we turn to a classic framework from Herbert Simon, which proposes that decision making requires collecting evidence, considering alternatives, and finally making a choice. Working from Simon's framework, we describe how LLMs introduce new questions at each stage of this decision-making process. We then group new questions into three overarching themes for future research, centered on how LLMs will change individual decision making, how LLMs will change organizational decision making, and how to design new decision support technologies which make use of the new capabilities of LLMs. • We discuss how language models might change decision support systems. • We argue large language models are more versatile than prior decision support tools. • We propose that such versatility introduces new questions during decision making. • We organize new questions using a classic three-stage model of decision making. • We also propose three future directions for research in decision support.

Handler, Abram; Larsen, Kai R.; Hackathorn, Richard. Large language models present new questions for decision support. International Journal of Information Management. Dec2024, Vol. 79, pN.PAG-N.PAG.

https://www.sciencedirect.com/science/article/pii/S0268401224000598

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Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers

Erik William Jeffries — Wed, 11 Dec 2024 01:47:27 +0000

Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers Erik William J… Tue, 12/10/2024 - 18:47

Organizational gender diversity may not be as well received among male employees as among female employees, particularly in countries characterized by gender inequality. Through the lens of intergroup threat theory (intergroup threat is experienced when members of one group perceive that another group is in a position to cause them actual or symbolic harm), we conceptualize organizational gender diversity as a threat to male employees, which evokes male employees' voluntary turnover, but as a support (threat mitigation) to female employees, which reduces female employees' voluntary turnover. We also investigate whether certain types of human resource (HR) practices can moderate the gendered implication of organizational gender diversity for voluntary turnover. By analyzing data from South Korea, we found that while collective incentives negatively moderated the positive relationship between organizational gender diversity and male employees' voluntary turnover, childcare benefits strengthened the negative relationship between organizational gender diversity and female employees' voluntary turnover.

Joo, Min-Kyu; Kong, Dejun Tony; Atwater, Leanne. Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers. International Journal of Human Resource Management. Dec2024, Vol. 35 Issue 21, p3672-3714.

https://www.tandfonline.com

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The benefits of inclusive organizational behavior: Why diversity climate improves mental health and retention among women during a crisis.

Erik William Jeffries — Sun, 10 Nov 2024 20:33:32 +0000

The benefits of inclusive organizational behavior: Why diversity climate improves mental health and retention among women during a crisis. Erik William J… Sun, 11/10/2024 - 13:33

The sudden proliferation of virtual work and isolation during the COVID‐19 pandemic has resulted in mental health concerns and increased workplace exits, particularly for women. We examine how inclusive organizational behavior in the form of a positive diversity climate impacts stereotype threat, anxiety, and turnover intentions. Across two studies, we find support for the relationship between diversity climate and stereotype threat for women which relates to anxiety and turnover intentions. Capitalizing on a naturalistic experiment created by COVID‐19, we find women report significant increases in anxiety and turnover intentions after the initial stay‐at‐home orders. We explore the impact to mental health further and find that women working in an organization with a low diversity climate exhibited symptoms that increased to severe levels of anxiety (based on validated clinical cut‐offs) after the initial stay‐at‐home orders. In contrast, women working in a more positive diversity climate did not experience as drastic an increase in anxiety. We interpret these findings through the lens of the job demands–resources model; as a critical job resource, diversity climate reduces gender‐specific job demands for women (i.e., stereotype threat), providing them the ability to cope when they are faced with unforeseen job demands.

Lacerenza, Christina N.; Johnson, Stefanie K.; Lambert, Brittany; Van Wagoner, H. Phoenix. The benefits of inclusive organizational behavior: Why diversity climate improves mental health and retention among women during a crisis. Journal of Organizational Behavior (John Wiley & Sons, Inc.). Nov2024, Vol. 45 Issue 9, p1344-1363.

Read the Full Article Here.

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I'm Not Feeling It: The Role of Affective Diversity in Risk Management and Team Performance.

Erik William Jeffries — Fri, 01 Nov 2024 21:28:13 +0000

I'm Not Feeling It: The Role of Affective Diversity in Risk Management and Team Performance. Erik William J… Fri, 11/01/2024 - 15:28

Team performance is contingent on nuanced approaches to risk management—demanding both risky and cautious strategic orientations. However, research surrounding how teams navigate this balance is limited. We argue that both positive and negative affective diversity can aid team performance, through affective diversity's impact on the team's risky and cautious behaviors. Furthermore, we argue that team trait regulatory focus strengthens these relationships. Using a controlled laboratory setting with 58 teams in a complex, uncertain team task that requires both risky and cautious strategies for successful performance, results indicate that positive affective diversity relates to team performance through promoting risky behavior, while negative affective diversity relates to team performance through promoting cautious behavior. Teams high in trait prevention‐focus are more attuned to the information signals in teams with negative affective diversity, but we did not find that promotion focus impacted outcomes of positive affective diversity.

Mitchell, Rebecca L.; Awasty, Nikhil; Hahn, Rachel S.; Griffin, Daniel J.; Hollenbeck, John R. I'm Not Feeling It: The Role of Affective Diversity in Risk Management and Team Performance. Human Resource Management. Nov2024, p1.

https://onlinelibrary.wiley.com/doi/10.1002/hrm.22265?af=R

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Intraconsumer Price Discrimination with Credit Refund Policies

Erik William Jeffries — Fri, 11 Oct 2024 00:35:27 +0000

Intraconsumer Price Discrimination with Credit Refund Policies Erik William J… Thu, 10/10/2024 - 18:35

Consumers often receive a full or partial refund for product returns or service cancellations. Much of the existing literature studies cash refunds, where consumers get the money back minus a fee upon a product return or service cancellation. However, not all refunds are issued in cash. Sometimes consumers receive credit that can be used for future purchases, oftentimes with an expiration term after which the credit is forfeited. We study the optimal design of credit refund policies. Different from models that consider cash refunds, we explicitly model repeated interactions between the seller and consumers over time. We assume that consumers' valuation for the product/service varies over time and that there is an exogenous probability for product returns. Several interesting results emerge. First, a credit refund policy facilitates intraconsumer price discrimination for a single type of consumers with stochastic valuation. Second, an optimal policy often involves an intermediate credit expiration term, under which a consumer with a high product valuation always makes a purchase, whereas a consumer with a low product valuation may be induced to make a purchase as the credit approaches expiration, leading to a demand induction effect. Finally, a credit refund policy can be more profitable than a cash refund policy and can lead to a win-win outcome for both the firm and consumers under certain conditions. We also consider several extensions to check the robustness of our findings.

Liu, Yan; Zhang, Dan. Intraconsumer Price Discrimination with Credit Refund Policies. Management Science. Oct2024, Vol. 70 Issue 10, p6835-6851.

https://pubsonline.informs.org/doi/10.1287/mnsc.2020.03042

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Consumers' Opinion Orientations and Their Credit Risk: An Econometric Analysis Enhanced by Multimodal Analytics.

Erik William Jeffries — Thu, 10 Oct 2024 21:58:12 +0000

Consumers' Opinion Orientations and Their Credit Risk: An Econometric Analysis Enhanced by Multimodal Analytics. Erik William J… Thu, 10/10/2024 - 15:58

The rise of financial technology (fintech) has motivated practitioners and researchers to explore alternative data sources and enhanced credit scoring methods for better assessment of consumers' credit risk. In this study, we examine whether deep-level diversity derived from consumers' multimodal social media posts (i.e., alternative data) can enhance credit risk assessment or not. First, we propose novel lifestyle-based risk constructs (e.g., opinion risk) to capture consumers' deep-level diversity. Second, we incorporate these lifestyle-based risk constructs into econometric models to empirically evaluate the relationship between consumers' deep-level diversity and their credit risk. Using a credit scoring dataset provided by a fintech firm listed on Nasdaq, our econometric analysis reveals that consumers' opinion risk constructs extracted from their multimodal social media posts are positively associated with their credit risk. Furthermore, our results show that the proposed opinion risk constructs can significantly improve the effectiveness of predicting consumers' credit risk. Interestingly, our empirical results also show that combining the opinion risk constructs derived from images and text can significantly improve the effectiveness in credit risk prediction. This work contributes to the fintech domain by proposing novel lifestyle-based risk constructs for decision support in the credit scoring context.

Qiping Wang; Raymond Yiu Keung Lau; Wai Ting Eric Ngai; Thatcher, Jason Bennett; Wei Xu. Consumers' Opinion Orientations and Their Credit Risk: An Econometric Analysis Enhanced by Multimodal Analytics. Journal of the Association for Information Systems. 2024, Vol. 25 Issue 4, p1117-1156.

https://aisel.aisnet.org/jais/vol25/iss4/1/

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Multiple Salary Comparisons, Distributive Justice, and Employee Withdrawal.

Erik William Jeffries — Thu, 10 Oct 2024 21:43:22 +0000

Multiple Salary Comparisons, Distributive Justice, and Employee Withdrawal. Erik William J… Thu, 10/10/2024 - 15:43

Salary comparison has well-established implications for employees' attitudes and behaviors at work. Yet how employees process information about simultaneous comparisons, particularly when internal and external comparison information is incongruent, remains controversial. In this article, we draw from the model of dispositional attribution and equity theory to predict how the incongruence of internal and external salary comparisons affects perceptions of distributive justice and subsequent employee withdrawal behavior. We hypothesized that the effect of salary comparisons on perceived distributive justice follows a hierarchically restrictive schema in which a lower salary in comparison to a referent has a greater effect than a higher salary. This further affects employee withdrawal (neglect, turnover intention, and voluntary turnover). We also propose that the effects of salary comparisons are bounded by employees' zero-sum construal of success. Three studies were conducted to test our hypotheses: a quasi-experimental study and two time-lagged field studies. Consistent with our hypotheses, we observed that, when comparison information was incongruent, underpayment compared with others more strongly affected perceived distributive justice than overpayment did. The subsequent impact on perceived distributive justice was negatively related to employee withdrawal. As expected, the effect of incongruent salary comparison information was stronger for employees with lower zero-sum construal of success. The theoretical and practical implications of these findings are discussed.

Xu, Xiao-min; Cropanzano, Russell; McWha-Hermann, Ishbel; Lu, Chang-qin. Multiple Salary Comparisons, Distributive Justice, and Employee Withdrawal. Journal of Applied Psychology, Oct2024, Vol. 109 Issue 10, p1533-1554.

https://psycnet.apa.org/record/2024-73286-001

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Financial Education Effects on Financial Behavior and Well-Being: The Mediating Roles of Improved Objective and Subjective Financial Knowledge and Parallels in Physical Health.

Erik William Jeffries — Thu, 10 Oct 2024 21:30:39 +0000

Financial Education Effects on Financial Behavior and Well-Being: The Mediating Roles of Improved Objective and Subjective Financial Knowledge and Parallels in Physical Health. Erik William J… Thu, 10/10/2024 - 15:30

How does financial education lead to improved financial behavior and higher financial well-being? An influential Consumer Financial Protection Bureau model introduced in 2015 proposes that the goal of financial education is to improve financial well-being and that financial education does so by increasing financial knowledge, which improves financial behavior, which improves financial well-being. In this study, the authors test links in the Consumer Financial Protection Bureau model, examining the differential roles of objective and subjective knowledge. They also test whether an analogous model might capture effects of physical health education on physical health knowledge, behavior, and well-being. They report a quasi-experiment comparing changes in financial and physical health knowledge, behavior, and well-being at two time points in a semester for students enrolled in a personal finance class, a personal health class, or neither. This study reports the first causal estimates of flow from financial education to financial knowledge to financial behaviors to a validated measure of subjective financial well-being. Financial education caused large changes in both objective and subjective knowledge. Yet only subjective knowledge mediated the large effects of financial education on changes in downstream behaviors. The authors find weaker but similar results for physical health. The findings suggest that financial education efforts should be refocused to foster subjective knowledge and improved behavior.

Netemeyer, Richard G.; Lynch Jr., John G.; Lichtenstein, Donald R.; Dobolyi, David. Financial Education Effects on Financial Behavior and Well-Being: The Mediating Roles of Improved Objective and Subjective Financial Knowledge and Parallels in Physical Health. Journal of Public Policy & Marketing. Oct2024, Vol. 43 Issue 4, p254-275.

https://journals.sagepub.com/doi/abs/10.1177/07439156241228197

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Research: Pay-for- Performance Doesn’t Have to Stress Workers Out. (Harvard Business Review)

Erik William Jeffries — Thu, 10 Oct 2024 19:39:54 +0000

Research: Pay-for- Performance Doesn’t Have to Stress Workers Out. (Harvard Business Review) Erik William J… Thu, 10/10/2024 - 13:39

Pay-for-performance (PFP) is considered one of the strongest tools to motivate employees, yet despite its popularity, it can sometimes create stress for workers that results in decreased performance, creativity, and engagement. New research suggests that how employees view their supervisor has a role in determining whether workers view PFP as a motivating challenge, leading them to achieve new heights, or a stressful threat that impacts their work. The authors offer tips for companies and managers on how to best harness the benefits of PFP while addressing some of the ways it can lead to stress

Park, Sanghee; Kong, Dejun “Tony”; Peng, Jian. Research: Pay-for- Performance Doesn’t Have to Stress Workers Out. Harvard Business Review Digital Articles. 10/17/2024, p1-7.

https://hbr.org/2024/10/research-pay-for-performance-doesnt-have-to-stress-workers-out

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Chatbot interactions: How consumption values and disruptive situations influence customers' willingness to interact.

Erik William Jeffries — Tue, 10 Sep 2024 21:52:06 +0000

Chatbot interactions: How consumption values and disruptive situations influence customers' willingness to interact. Erik William J… Tue, 09/10/2024 - 15:52

Chatbots offer customers access to personalised services and reduce costs for organisations. While some customers initially resisted interacting with chatbots, the COVID‐19 outbreak caused them to reconsider. Motivated by this observation, we explore how disruptive situations, such as the COVID‐19 outbreak, stimulate customers' willingness to interact with chatbots. Drawing on the theory of consumption values, we employed interviews to identify emotional, epistemic, functional, and social values that potentially shape willingness to interact with chatbots. Findings point to six values and suggest that disruptive situations stimulate how the values influence WTI with chatbots. Following theoretical insights that values collectively contribute to behaviour, we set up a scenario‐based study and employed a fuzzy set qualitative comparative analysis. We show that customers who experience all values are willing to interact with chatbots, and those who experience none are not, irrespective of disruptive situations. We show that disruptive situations stimulate the willingness to interact with chatbots among customers with configurations of values that would otherwise not have been sufficient. We complement the picture of relevant values for technology interaction by highlighting the epistemic value of curiosity as an important driver of willingness to interact with chatbots. In doing so, we offer a configurational perspective that explains how disruptive situations stimulate technology interaction.

Meier, Marco; Maier, Christian; Thatcher, Jason B.; Weitzel, Tim. Chatbot interactions: How consumption values and disruptive situations influence customers' willingness to interact. Information Systems Journal. Sep2024, Vol. 34 Issue 5, p1579-1625.

https://onlinelibrary.wiley.com/doi/abs/10.1111/isj.12507

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OLIA Publications

Large language models present new questions for decision support.

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Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers

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The benefits of inclusive organizational behavior: Why diversity climate improves mental health and retention among women during a crisis.

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I'm Not Feeling It: The Role of Affective Diversity in Risk Management and Team Performance.

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Intraconsumer Price Discrimination with Credit Refund Policies

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Consumers' Opinion Orientations and Their Credit Risk: An Econometric Analysis Enhanced by Multimodal Analytics.

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Financial Education Effects on Financial Behavior and Well-Being: The Mediating Roles of Improved Objective and Subjective Financial Knowledge and Parallels in Physical Health.

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