While many external factors can influence workplace acceptance of artificial intelligence (AI), one’s personal sense of control over job success and advancement may also play a salient role. This study sought to explore the relationship between work locus of control (WLC) and attitudes toward and motivation to use AI in a sample of 82 faculty, clinical instructors, and staff in a college of health and behavioral sciences. Multivariate multiple regression analyses suggest external work locus of control is predictive of negative or fearful attitudes toward AI. While WLC was not predictive of positive or enthusiastic views of AI, results suggest that participants with higher internal WLC may be more likely to find AI enjoyable or interesting. Results from this study provide valuable insights into psychological factors that may influence employee openness to AI technology.
Despite substantial investments in digital technologies and artificial intelligence (AI), productivity gains across industrialized economies remain limited. This paper conceptualizes this phenomenon as a structural adaptation gap, reflecting the misalignment between technological capabilities and organizational realities. It proposes the individualized and adaptive digital workplace as a central application of a hybrid Human-Centered Artificial Intelligence (HCAI) platform. The paper argues that productivity in the AI era depends not merely on technological adoption but on the systematic integration of human judgment, symbolic governance, and subsymbolic scalability. Hybrid HCAI is conceptualized as a socio-technical architecture that delivers adaptive, role-based, and context-sensitive digital workplaces, facilitating responsible decision-making in complex organizational environments. The study also identifies key sources of economic value, including reduced information, communication, and coordination costs; clearer accountability; enhanced collective decision-making; and improved organizational learning. It positions the digital workplace as a foundational productivity architecture rather than merely a user interface. Finally, it examines the strategic, competitive, macroeconomic, and geopolitical implications of this emerging paradigm.
For decades, the accounting profession has dealt with retention issues and research has heavily focused on negative antecedents of turnover intentions. Utilizing the conservation of resources theory, this study examines the effects of a positive psychological factor—hope—on turnover intentions and stress appraisals within public accounting firms. A quantitative design study was employed to gather evidence from public accountants. The results from the study provide support that public accountants’ hopefulness does impact their turnover intentions and how they appraise stress. The findings suggest that accounting professionals should foster positivity within their firms to reduce turnover and alleviate stress.
This phenomenological study explored how African American male police officers interpreted and assigned meaning to experiences of racial microaggressions within organizational contexts. Using interpretative phenomenological analysis (IPA), participants described emotional, cognitive, and identity-related responses to recurring micro aggressive encounters. Findings revealed that microaggressions functioned as chronic workplace stressors that undermined psychological safety, organizational trust, and perceived fairness, while contributing to emotional exhaustion and disengagement. Six superordinate themes emerged, including questioning professional legitimacy, organizational gatekeeping, and coping through withdrawal. Using critical race theory (CRT), intersectionality, and Sue et al.’s (2007) taxonomy frameworks, the study highlights how subtle forms of discrimination influence employee well-being, retention, and leadership development within law enforcement agencies. Implications emphasize the need for organizational-level interventions, including culturally responsive leadership training, equitable promotion practices, and policies that address workplace discrimination to improve organizational effectiveness and employee outcomes.
This study examines the relationship between social media narratives and public attitudes toward human genetic enhancement, analyzing over 10,000 posts across six platforms (Twitter/X, YouTube, Reddit, Facebook, Instagram, and online forums) from 2019 to 2024 using sentiment scoring and thematic categorization. Findings reveal significant shifts in sentiment over time, peaking in 2021, and a sentiment extremity effect in which emotionally charged narratives about ethical dilemmas and dystopian outcomes dominate engagement, overshadowing balanced scientific commentary. Twitter/X shows the highest positive sentiment, driven by innovation hype, while Facebook reflects critical skepticism. The study identifies super-spreaders, influential accounts whose framing steers the bioethical conversation, and finds a divergence between polarized social media narratives and the cautious optimism typical of traditional media and opinion surveys. Although therapeutic applications enjoy broad societal support, online discourse remains predominantly fear-laden, suggesting digital platforms amplify the anxieties of vocal minorities. This research highlights the non-neutral role of digital platforms and influencers in shaping biotechnology narratives, and calls for governance that reconciles volatile online sentiment with public discourse.
