More organizations are monitoring computer use to see if employees are “cyberloafing.” But this recent article suggests that browsing the web can actually boost creativity, likely by increasing knowledge acquisition... as long as job demands aren’t too high. Link: doi.org/10.1002/job....

In this study recently published in JBP, researchers found that remote workers who felt professionally isolated also reported higher levels of depletion and lower engagement. Family-supportive supervisors and schedule flexibility helped, but only when the two were aligned: doi.org/10.1007/s108...

Thoughtful editorial in LQ on how AI is transforming every stage of the research life cycle. I especially appreciated the guidance on using AI for idea generation, literature review, data analysis, and writing. And without spoiling anything, they also show AI in action: doi.org/10.1016/j.le...

What happens after we succeed or fail at work, and how does it influence what we do next? In this study, researchers found that learning from successes *or* failures predicted proactive job crafting, such as seeking new challenges. 1/n

Interesting series of studies showing introverts are perceived as less warm and competent at work—even by other introverts! doi.org/10.1007/s415... Introverts shouldn’t be expected to act like extraverts, so how do we address the ways workplaces may unintentionally penalize them?

I don’t want to give up on BlueSky, but I’m having a hard time finding content related to organizational research, especially workplace stress and well-being. Many researchers whose work I follow aren’t active here (yet?), so lists haven’t helped. Am I missing something? Any tips?

We know work doesn’t just affect the person in the job—it can shape how their partner feels, too. But in a recent study, sharing *positive* work events also lowered partners’ self-esteem, perhaps by inviting social comparisons. doi.org/10.1007/s415... How does this compare to your experiences?

I just wrapped up teaching an online asynchronous course on organizational behavior. It’s been a couple of summers since I last taught it, and I was struck by how much AI tools have advanced, and how widely they are being used. 1/x

As more workplaces integrate AI, it’s important to understand its impact on stress. In this study, researchers trained an LLM to analyze social media posts and found that feeling controlled by AI increased stress, but working *with* AI buffered these effects: doi.org/10.1002/job....

Does telework reduce work-family conflict? A new meta-analysis finds it slightly lowers work interfering with family but not the other way around. Men seemed to benefit, but women didn’t—likely because they used the flexibility to juggle more non-work responsibilities. doi.org/10.1007/s415...

Loved this LQ piece on “zombie leadership”: debunked ideas about leadership that simply refuse to die: doi.org/10.1016/j.le... The authors take on myths like “leadership is always good” or “we know a leader when we see one” and offer more evidence-based ways of thinking. Worth a read!

The person you knew in grad school who was never broke, never unsupported, and never rejected is now an academic authority on grit

Grateful for the chance to weigh in for this Charlotte Observer piece about workplace burnout—a challenge that’s more about how work is structured and supported than it is about personal resilience. Read more here: www.charlotteobserver.com/charlottefiv...

Now that it’s official, I’m excited to share that I’ve accepted a tenure-track position as an Assistant Professor of Psychological Sciences at UNC Charlotte. I’m grateful for all the support along the way, and I look forward to being part of our I-O and OS programs--can’t wait to get started!

dominance analysis (for better or for worse) is used to determine predictor importance in linear regression here is a colorized/annotated example found in Azen & Budescu (2003) psycnet.apa.org/record/2003-...

When we take part in unproductive meetings, the effect isn't just the immediate impact of wasted time. The effect can go on for hours. It's called a "meeting hangover": a period of diminished focus, motivation or productivity following a bad meeting. hbr.org/2025/02/the-.... V brentreed.bsky.social

Excited to share our new article in HBR exploring the hidden toll of meeting hangovers—how bad meetings can leave employees disengaged and less productive… sometimes for hours after the meeting ends! We also share evidence-based strategies for prevention and recovery: hbr.org/2025/02/the-...

How well does academic performance (GPA, class rank, instructor evaluations) predict job performance? Contrary to some recent headlines, it’s actually pretty good! Here are a few highlights from a recent meta-analysis 🧵, available here: doi.org/10.1037/apl0...

Gossip at work is harmful... or is it? In this study, researchers found that quality matters. Truthful, interesting gossip boosted mood and made people more willing to help the sender. But too much gossip? That had the opposite effect. Link: onlinelibrary.wiley.com/doi/10.1111/...

‘Twas the night before Christmas, when all through the house, Not a creature was stirring—just my keyboard and mouse; A response to reviewers being written with care, In hopes an acceptance soon would be there.

Is there anything more… enlightening… than diving down the rabbit hole to track down the original version of a scale?

Excited to learn that the first study from my dissertation has been accepted for presentation at #SIOP25, and with helpful feedback from reviewers! Can’t wait to reconnect with everyone in Denver!

“Gen Z doesn’t want to work hard.” “Boomers are set in their ways.” We’ve all heard these stereotypes, but do they hold up? More evidence that generational differences are a myth: link.springer.com/article/10.1... Plus, this excerpt... 👀

After-hours work can erode health and balance in hybrid workers. Our brand new study links long hours, late nights and quick returns to burnout, pain and work-home conflict in a sample of Norwegian workers (n=1465) followed four-waves. #workfamily#hybrid Read more: www.sjweh.fi/download.php...

Few weeks go by without me thinking of this Highhouse article on our “stubborn reliance” on intuition in hiring: doi.org/10.1111/j.17... It’s a powerful reminder of the gap between what works (structure, standardization) and what we often rely on—subjective feelings of “fit.”

A bit late to the party, but I finally read this interesting article about how occupations tend to attract people with certain personality traits. I’ll share a few thoughts below 🧵, but here’s a link to the full study: doi.org/10.1037/apl0...

Starting to wrap up a twice-daily diary study across four time zones, and now I see why many folks stick to one or two. Lesson learned the hard way!

Can you tell I’m working on my dissertation?

This was a tough decision, but mine is: Barker, J. R. (1993). Tightening the iron cage: Concertive control in self-managing teams. Administrative Science Quarterly, 38(3), 408–437. As one of the first papers we read in my PhD program, it was a memorable introduction to organizational science.

We’re looking for a new stats textbook to use in our I-O master’s program. Ideally, it would be R-based, easy to understand w/ I-O examples, cover a range of topics (eg, data viz, descriptives, t-tests/ANOVA, regression, moderation), and be open-source/inexpensive (< $50). Any suggestions?

This is a Starter Pack for Work, Industrial, and Organisational/Organizational Psychology enthusiasts new to BlueSky. I apologise to the fine people I have surely missed! #iopsych #iopsychology #workpsychology #organizationalpsychology #organisationalpsychology go.bsky.app/N58LyfX

Given the growing Bluesky community, I’d like to reintroduce myself! I’m a PhD candidate in Organizational Science at UNC Charlotte, studying how our ties to work shape well-being. While my health care background informs my work, I’m eager to explore these topics across work settings.

Here’s my first pass at an “organizational science” starter pack. Reply/follow to be added! go.bsky.app/5JfuoiB

Listening to the Science for Work podcast this morning, I heard Chase Sterling share an insightful idea: People don’t have “survey fatigue”—they have inaction fatigue. When people believe surveys will lead to meaningful change, they’ll participate. Link: podcasts.apple.com/za/podcast/m...

Excited to have recently presented our ongoing research at SMA! In our study of workers with diabetes, we identified key factors that supported or hindered them at work, including personal demands (e.g., symptoms), predictability of breaks, and social pressures related to food.

I promise I will post more frequently than every three months. Between my dissertation and the academic job market, it’s been wild lately!

Excited to share a new study! In workers with chronic pain, we explored how work interfered with the management of pain symptoms and how this in turn affected burnout. We also explored whether factors like control and supervisor support played a role. Check it out here: doi.org/10.1037/str0...

New blog post! With the first Presidential debate on the horizon, what if we selected our next President the way we hire for other important jobs? In this post, I explore how selection science can help us make better choices at the ballot box. www.brentreed.com/blog/2024/6/...

With the Presidential debate set for next week, check out this interesting new study: link.springer.com/article/10.1... Greater political diversity in an organization generally led to more dissatisfaction, *especially* during election years. What do you think will happen this year?

Had an amazing time at the MOBTS conference last week! I learned about best practices, met leading educators and scholars, and had the honor of participating in the Doctoral Institute with an incredible cohort of future leaders. Shout-out to OS alum Alex Dunn for coordinating the institute!

Honored to contribute to a recent special issue in AJHP on critical care practice by Andrea Sikora and Brian Murray. My piece focuses on shifting the burnout conversation to solutions. Normally I avoid linking to the other place, but Andrea put together an excellent thread: x.com/andreasikora...

What makes our commutes so bad? A recent study found that it wasn't the duration or unpredictability of the commute, but the quality (eg, how uncomfortable it was). And while these negatively affected worker attitudes, they didn't impact performance. Link: link.springer.com/article/10.1...

Check out this insightful meta-analysis exploring the daily effects of two categories of work stressors: challenges and hindrances. While both have a negative effect on well-being, challenges also have some positive effects on performance. Read more here: link.springer.com/article/10.1...