Concerns over the potential over-pathologization of generative AI (GenAI) use and the lack of conceptual clarity surrounding GenAI addiction call for empirical tools and theoretical refinement. This study developed and validated the PUGenAIS-9 (Problematic Use of Generative Artificial Intelligence Scale-9 items) and examined whether PUGenAIS reflects addiction-like patterns under the Internet Gaming Disorder (IGD) framework. Using samples from China and the United States (N = 1508), we conducted confirmatory factor analysis and identified a robust 31-item structure across nine IGD-based dimensions. We then derived the PUGenAIS-9 by selecting the highest-loading items from each dimension and validated its structure in an independent sample (N = 1426). Measurement invariance tests confirmed its stability across nationality and gender. Person-centered (latent profile analysis) and variable-centered (network analysis) approaches revealed a 5–10% prevalence rate, a symptom network structure similar to IGD, and predictive factors related to psychological distress and functional impairment. These findings indicate that PUGenAI shares features of the emotionally vulnerable subtype of IGD rather than the competence-based type. These results support using PUGenAIS-9 to identify problematic GenAI use and show the need to rethink digital addiction with an IDC (Infrastructure-Device-Content) model. This keeps addiction research responsive to new media while avoiding over-pathologizing.
Learning ObjectivesAfter studying this article, the participant should be able to (1) understand the incidence and trends of pediatric head and neck cancer; (2) identify the common tumors that present in the head and neck region; (3) describe the risk factors and pathogenesis associated with these malignancies, to identify children at risk; and (4) describe and understand the common presentations of these tumors to gain confidence in diagnosing these patients early in practice.SummaryPediatric head and neck malignancies are rare; however, their incidence is rising rapidly, with an incidence of 3.29 diagnoses per 100,000 person-years. These malignancies often present with nonspecific symptoms distinct from adults, making early diagnosis more challenging. Recognizing early symptoms in children is essential to improve treatment and long-term outcomes. This review discusses the incidence, pathogenesis, classification, and presentation of the common pediatric head and neck malignancies, including lymphoma, soft tissue sarcoma, thyroid carcinoma, salivary gland malignancies, bone malignancies, nasopharyngeal carcinoma, and melanoma.
Retailers struggle with late deliveries, thus motivating research to improve e-fulfillment performance. Studies have primarily investigated order processing and delivery individually but have ignored the interplay between these two e-fulfillment activities. The Theory of Swift and Even Flow (TSEF) provides a useful frame for examining the e-fulfillment process, yet it neglects important behavioral factors. We elaborate the TSEF using logic from the Queue-Length Visibility and Misperception of Feedback Dynamics perspectives to unveil how behaviors in order processing and delivery contribute to delivery performance. We analyze 11,241 orders from a major Vietnamese retailer using econometric methods informed by practitioner interviews. We find a concave relationship between order processing time (OPT) ratio (defined as the proportion of planned lead time consumed by order processing) and lateness. Late orders have OPT ratios exceeding 25% of the planned lead time, and they exhibit higher OPT variance. We also find a U-shaped relationship between OPT ratio and order delivery time (ODT); expediting deliveries mitigates delays until OPT ratios reach a threshold of 58%. Finally, we argue that workers and managers prioritize the processing of focused orders. Understanding behaviors in the e-fulfillment process offers insights that extend the TSEF, new research areas, and managerial implications.
This study provides a comparative review of existing research on happiness at work before and after the onset of the COVID-19 pandemic. A systematic search was conducted in accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) 2020 guidelines to ensure comprehensive retrieval of relevant literature. The study sourced articles from various academic databases, resulting in 27 publications from 2009 to 2019 (the decade preceding the pandemic) and 61 publications from 2020 to 2023 (after the onset of COVID-19). This was subsequently complemented by a narrative review to extract qualitative thematic insights pertaining to organizational, leadership, employee, and work-level factors. At the organizational level, research since the start of the pandemic has shifted focus toward creating a positive environment centered on human-centered ethics, organizational culture, practices, certification, and strategic approaches rooted in workplace happiness to benefit employees. Leadership styles have adapted in response to the pandemic, emphasizing human-centered and empathetic methods. At the employee level, the focus has been on individual customization, coping strategies, promoting psychological well-being, and mindfulness. At the work level, attention is given to issues such as flexible work arrangements, remote work, autonomy, job demands, and job crafting. Various theoretical frameworks exist within the literature on happiness at work; however, Fisher's Happiness at Work has gained significant prominence since the pandemic's onset, with 51% of articles focusing on this framework. Organizations must acknowledge that happiness at work is evolving alongside changes in work practices and arrangements and management must prioritize and actively support employees' well-being to foster a positive work environment. This paper offers valuable insights for engineering managers by highlighting human-centered leadership and employee well-being, which are often ignored as critical priorities in the post-pandemic era. Just as employees are integral components of an organizational system essential for its proper functioning, focusing on this system and enhancing employee happiness at work will improve productivity, quality, reduce absenteeism, and overall enhance work experience. Therefore, this review clears the way for future happiness at work research specifically focused on engineering management.
PurposeWhereas conventional views emphasize symmetry in dyadic buyer-supplier relationships, emerging research suggests that advantage asymmetry may strengthen value co-creation (VCC) in multi-actor project networks. Our study examines whether and how organizational asymmetries derived from knowledge complementarity facilitate VCC in large interorganizational projects (LIPs), where multiple organizations need to integrate heterogeneous knowledge and coordinate across interorganizational boundaries. To address this question, we develop multidimensional indicators to evaluate organizational asymmetry and identify the scenarios through which asymmetry influences VCC.Design/methodology/approachOur study adopts a value network analysis approach to identify and measure organizational asymmetry in LIPs. Empirical data were collected from a single LIP, the Shanghai West Bund Media Port project. Multi-source data were collected, including semi-structured interviews with project experts and two-wave questionnaire surveys, to construct a knowledge value flow (KVF) network comprising 95 KVFs across seven organizational kinds. The design structure matrix method, combined with Danielson's algorithm, was used to identify and analyze interorganizational KVFs and structural relationships.FindingsWe developed three indicators, value advantage, network advantage, and integrated advantage, to measure organizational advantages and used them to classify organizations in LIPs as powerful, wealthy, central, or disadvantaged. An advantage-asymmetry indicator was further constructed to assess asymmetry across the KVF network, revealing that asymmetric relationships among disadvantaged, underpowered, and powerful organizations dominate the network structure (75.68%). Building on these results, we identify three recurring advantage-asymmetry scenarios that explain how heterogeneous organizational advantages enhance VCC in LIPs: complementarity between value advantage and network advantage within organizations, complementarity across different levels of organizational advantage, and broker selection that translates asymmetry into collaborative synergy.Originality/valueOur study advances research on LIPs by developing and empirically applying a structured measurement framework for organizational asymmetry derived from knowledge complementarity. By operationalizing asymmetry through value advantage, network advantage, and integrated advantage within a KVF network, we make organizational asymmetry analytically observable and comparable in LIP settings. The case-based analysis illustrates how this framework can reveal complementary configurations and broker roles that shape VCC. Methodologically, the value network analysis approach provides a structured procedure for examining knowledge-based asymmetry in LIPs.
