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The recent surge of interest in algorithmic decision-making among scholars across disciplines is associated with its potential to resolve the challenges common to administrative decision-making in the public sector, such as greater fairness and equal treatment of each individual, among others. However, algorithmic decision-making combined with human judgment may introduce new complexities with unclear consequences. This article offers evidence that contributes to the ongoing discussion about algorithmic decision-making and governance, contextualizing it within a public employment service. In particular, we discuss the use of a decision support system that employs an algorithm to assess individual risk of becoming long-term unemployed and that informs counselors to assign interventions accordingly. We study the human interaction with algorithms in this context using the lenses of human detachment from and attachment to decision-making. Employing a mixed-method research approach, we show the complexity of enacting the potentials of the data-driven decision-making in the context of a public agency. publishersversion published

Social thermoregulation theory posits that modern human relationships are pleisiomorphically organized around body temperature regulation. In two studies (N = 1755) designed to test the principles from this theory, we used supervised machine learning to identify social and non-social factors that relate to core body temperature. This data-driven analysis found that complex social integration (CSI), defined as the number of high-contact roles one engages in, is a critical predictor of core body temperature. We further used a cross-validation approach to show that colder climates relate to higher levels of CSI, which in turn relates to higher CBT (when climates get colder). These results suggest that despite modern affordances for regulating body temperature, people still rely on social warmth to buffer their bodies against the cold. info:eu-repo/semantics/publishedVersion

This study aims to evaluate a number of procedures that have been proposed to enhance cross–cultural comparability of personality and value data. A priori procedures (anchoring vignettes and direct measures of response styles (i.e. acquiescence, extremity, midpoint responding, and social desirability), a posteriori procedures focusing on data transformations prior to analysis (ipsatization and item parcelling), and two data modelling procedures (treating data as continuous vs as ordered categories) were compared using data collected from university students in 16 countries. We found that (i) anchoring vignettes showed lack of invariance, so they were not bias–free; (ii) anchoring vignettes showed higher internal consistencies than raw scores where all other correction procedures, notably ipsatization, showed lower internal consistencies; (iii) in measurement invariance testing, no procedure yielded scalar invariance; anchoring vignettes and item parcelling slightly improved comparability, response style correction did not affect it, and ipsatization resulted in lower comparability; (iv) treating Likert–scale data as categorical resulted in higher levels of comparability; (v) factor scores of scales extracted from different procedures showed similar correlational patterning; and (vi) response style correction was the only procedure that suggested improvement in external validity of country–level conscientiousness. We conclude that, although no procedure resolves all comparability issues, anchoring vignettes, parcelling, and treating data as ordered categories seem promising to alleviate incomparability. We advise caution in uncritically applying any of these procedures. Copyright © 2017 European Association of Personality Psychology

This thesis examines whether gender impacts venture capitalists' decision-making. Based on a literature review, this study poses the hypothesis female founders receive less venture capital funding than male founders. Further, it is hypothesized there is an interaction effect between founder and investor gender on the funding such that founder-investor gender congruence will lead to more funding than founder-investor gender incongruence. The analysis does not show a significant relationship between gender and venture capital decision-making. Still, insignifi cant mean comparisons can be made to aid later considerations. This contributes to the literature on the existing gender gap in venture capital funding.

There are various studies on volunteering motivations. However, little research has been done concerning how motivation underlying volunteering is expressed through the communication and interaction of individuals with their volunteering organisations on social media. The conceptual framework is based on the Self-Determination Theory, in which other-oriented and self-oriented motives are distinguished. The study reveals that self-oriented motives act as the major drivers of volunteers for being actively engaged on social media with their non-profits. Derived from this, non-profits should promote altruistic practices on social media to draw attention to current environmental- and social issues, connect people locally and globally, encourage volunteerism, build relationships, and receive additional resources.

The present researchstudiedthe relationship between induced self-compassion and the possible increase of rational decision-making as well as the potentialresilience towards confirmation bias and the framing effect. The results of the study could not demonstrate a significant difference between the participants induced with self-compassion (n=88) and any increase of rational decision-making or less prevalence of either confirmation bias or the framing effect. However, a difference between female and males could be identified between the participants induced with self-esteem (control group, n = 98),where the participants identifying as male demonstrated more rational decision-making. Possible explanations of these findings are discussed, and future research suggested.

The Covid-19 pandemic has led researchers to consider that what used to be considered phobia of a certain disease may actually be an adjustment disorder related to a specific psychosocial stressor, which is being referred to as Covid Stress Syndrome (Taylor, 2021).This study aims to explore the impact of a brief mindfulness intervention on Covid-19 related stress, using the recently developed Covid Stress Scales (CSS; Taylor et al., 2020).Based on a literature review, it is hypothesized that state mindfulness reducesCovid-19 related stress. The results of this study (N = 91) showed significant differences between the experimental group and the control group. However, contrary to the initial hypothesis, participants in the mindfulness group reported higher levels of covid stress than participants in the mind-wandering group

This research investigates the effect of organizational support factors on employee participation in well-being programs within organizations. Based on existing literature, this thesis hypothesizes a positive relation between organizational support factors (variety of programs, perceived organizational and supervisor support)and employee participation in well-being initiatives offered by organizations. The conducted study(N = 241) demonstrates that variety of programs, perceived organizational support and perceived supervisor support are significantly positive related to employee participation. Variety of programs shows the strongest effect, followed by perceived organizational support, while perceived supervisor support shows the weakest effect on participation.

The following paper analyses the role of nature for the restoration of attention and well being of university students. Draw ing on theories of Attention Restoration, Cognition and Well being an integration of blue spaces asa HR intervention was proposed. Apre/post two group design was employed, in which the condition group was ledin their class break to a mindfulness walk along side the ocean, where as the control group walk edinan urban setting. A significant in crease of positive affect and de crease of a rousal was found.However, a significant in crease of cognitive performance was not found.

The present research examines the relation between leader trait mindfulness and employee sat-is faction with the leader. Based on reviewing existing literature the author hypothesizes a pos-itive relation between leader trait mindfulness and employee satisfaction with the leader medi-ated by supervisor compassion. A study of dyadic leader-employee data(N=40)shows that leader trait mindfulness is not significantly related to employee satisfaction and no mediation mechanism through compassion was confirmed.Nonetheless, a positive relationship between compassion received and employee satisfaction could be supported. Hence, the findings of the study were only partially consistent with the introduced Hypotheses.

This paper provides an analysis ofhow technostress influences the technological acceptanceof machine feedback systems and tools.To testthe relationship, data was collected witha survey, in which the participants were introducedto a workplace scenario which utilizes an Artificial Intelligence-enabled machine feedback system. The results of the executed analysis (N = 286) suggestthat technostress, especially techno-complexity,has asignificantinverse relationship with technology acceptance’core construct perceived ease of use. For thesecond core construct, perceived usefulness, no relationships with technostress have been identified. From these results, this paper derives managerial implications.

This thesis examinesthe link between a brief mindfulness induction and cognitive reflection. It hypothesizesthat a brief mindfulness induction increases task engagement, assessed by self-reported task focus and time takenon tasks.It further hypothesizesthata brief mindfulness induction increasesperformance on cognitive reflection tasksand thattask engagement mediatesthatrelationship. Results show no significant link between mindfulness and task engagement and no significant mediating effects. However, findingssuggesta negative correlation between mindfulness and cognitive reflection task performance, which disconfirmsthe hypothesis. This contributes to the literature on the negative effects of mindfulness.

The present work project examines how opennessas one of the Big Five Personality Traits moderatesthe relationship between technostressors and job satisfaction. Technostress is defined as stress experienced by employees through the use of information and communication technologies (ICT).After conductinga surveya regression analysis was performed. The study suggests that openness positively moderates the relationship between techno-overload, -invasion, -complexity and -insecurity and job satisfaction, such that the corre-sponding technostressor affects job satisfaction weaker if the level of openness is high.No significant moderation could be found fortechno-uncertainty. From these results practical recommendations for managers and HR departments are derived.

This study investigates whether a mindfulness interventionhasan effect on financial decision making. Based on aliterature review, this thesis hypothesizes that state mindfulness improves the outcomes of financial decisions,measured through the performance in the Iowa Gambling Task. Further, it hypothesizes that the relationship is mediated by affect and temporal focus.The results of the experimental study (N = 78) show that participants who meditated performed significantly worse in the financial decision-making task than the control group. Accordingly,the findings are not consistent with the hypothesis and contribute to the growing literature on the negative effects of mindfulness.

This paper looks to examine the strength of people’s Brexit identities -firstly, by exploring how much influence an individual’s Brexit identity has on their political party affiliations and secondly, how impactful people’s Brexit views are in their place of work. With a sample size of 230, data was collected through a survey that was shared on linevia political forums. The findings show that in the upcoming 2019 election, Brexit identity will play a hugely important role in which political party people choose to support. Furthermore, as a result of contrasting Brexit views there will be a divide in the workplace that will negatively affect the working environment.

The work project “How do turnover intentions in resilient employees look like?” aims at bringing research attention to formerly unconsidered perspectives of resilience. While previous research found that this psychological characteristic directly lowers turnover intentions in employees, this study revealed that highly resilient individuals who perceive a career limit in the company they work for have stronger intentions to quit compared to workers with a lower level of resilience. The hypothesis that resilience moderates the relationship between job embeddedness and turnover intentions was not supported but statistical analyses indicate that both job embeddedness and job satisfaction significantly lower turnover intentions.