{ "meta": { "title": "HR Causal Evidence Map, 2025–26", "as_of": "2026-10-18", "from": "2025-01-01", "retained": 68, "unresolved": 1, "journals": 49, "retrieved_records": 9600, "assessed_candidates": 107, "research_records": 9229, "completeness": "Broad scoping inventory; completeness is not established." }, "studies": [ { "id": "S001", "doi": "10.1257/app.20220451", "title": "Voice at Work", "authors": "Jarkko Harju; Simon Jäger; Benjamin Schoefer", "journal": "American Economic Journal Applied Economics", "first_online": "2025-07-01", "online_metadata": "", "issue_metadata": "[[2025, 7, 1]]", "tier": "Workplace output", "domain": "Worker representation and voice", "design": "Difference-in-differences; statutory size threshold", "setting": "Finnish firms; 1991 board/advisory representation reform", "outcomes": "Labor productivity; voluntary/involuntary separations", "finding": "Worker representation increased labor productivity and reduced involuntary separations; voluntary separations did not change.", "identification_risk": "Parallel trends across firm-size eligibility groups and exclusion of other threshold-related changes.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://www.aeaweb.org/articles?id=10.1257/app.20220451", "date_basis": "Journal issue publication date; separate first-online date unavailable.", "direction": "Positive productivity; null voluntary exits", "status": "Included", "year": 2025, "practice_group": "Voice, inclusion & support", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1257/app.20220451", "date_label": "2025-07-01", "citation": "Jarkko Harju; Simon Jäger; Benjamin Schoefer (2025). Voice at Work American Economic Journal Applied Economics. https://doi.org/10.1257/app.20220451", "direction_code": "improved", "direction_rationale": "", "lever": "mandate", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S002", "doi": "10.1111/bjir.70020", "title": "The Impact of Staff and Manager Training on Firm Productivity: Differential and Interaction Effects", "authors": "Susan Schwarz; Jun Du; Uzoamaka Nduka; Lin Zhang", "journal": "British Journal of Industrial Relations", "first_online": "2025-11-12", "online_metadata": "[[2025, 11, 12]]", "issue_metadata": "[[2026, 3]]", "tier": "Workplace output", "domain": "Training and development", "design": "Observational panel; extended and classic Heckman selection corrections", "setting": "UK firms; five survey waves across nine years", "outcomes": "Labor productivity", "finding": "Training investment for managers and staff was positively related to productivity; joint investment showed complementary gains.", "identification_risk": "Selection-model functional form and exclusion assumptions are load-bearing; correcting modeled selection is not proof that all confounding is removed.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "19,289 firm-year observations", "depth": "Abstract and Heckman methodology verified", "source_url": "https://onlinelibrary.wiley.com/doi/10.1111/bjir.70020", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive under model assumptions", "status": "Included", "year": 2025, "practice_group": "Learning & development", "design_group": "Observational identification", "scope": "Workplace output", "paper_url": "https://doi.org/10.1111/bjir.70020", "date_label": "2025-11-12", "citation": "Susan Schwarz; Jun Du; Uzoamaka Nduka; Lin Zhang (2025). The Impact of Staff and Manager Training on Firm Productivity: Differential and Interaction Effects British Journal of Industrial Relations. https://doi.org/10.1111/bjir.70020", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S003", "doi": "10.1002/hrm.22321", "title": "Pay and Train to Sustain: A Dynamic Human Capital Resources View of the Relationship Between HRM Practices and Organizational Performance Over Time", "authors": "Andreas Georgiadis; Andreas Kornelakis", "journal": "Human Resource Management", "first_online": "2025-07-16", "online_metadata": "[[2025, 7, 16]]", "issue_metadata": "[[2025, 11]]", "tier": "Workplace output", "domain": "HR bundles", "design": "Fixed-effects instrumental variables (FEIV / 2SLS)", "setting": "English adult social care; 2014-2018", "outcomes": "Number of service users/customers; turnover; average employee tenure", "finding": "Skill- and motivation-enhancing bundles predicted customer growth primarily where initial human-capital stocks were low. Customer count is an operational outcome and sales proxy, not measured profit.", "identification_risk": "Instruments are peer establishments' local-market HR averages. Shared local demand, funding, or labor shocks threaten exclusion; fixed effects do not remove these time-varying channels.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "36,460 establishments; 220,694 observations", "depth": "Outcome definitions, instruments and selected methods verified", "source_url": "https://onlinelibrary.wiley.com/doi/10.1002/hrm.22321", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; initial-stock dependent", "status": "Included", "year": 2025, "practice_group": "HR systems", "design_group": "Observational identification", "scope": "Workplace output", "paper_url": "https://doi.org/10.1002/hrm.22321", "date_label": "2025-07-16", "citation": "Andreas Georgiadis; Andreas Kornelakis (2025). Pay and Train to Sustain: A Dynamic Human Capital Resources View of the Relationship Between HRM Practices and Organizational Performance Over Time Human Resource Management. https://doi.org/10.1002/hrm.22321", "direction_code": "improved", "direction_rationale": "Coded improved: growth was larger where initial human-capital stocks were low, but no subgroup reported a decline.", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S004", "doi": "10.1111/jems.12640", "title": "Incentivizing Team Leaders: A Firm‐Level Experiment on Subjective Performance Evaluation of Leadership Skills", "authors": "Thomas Gall; Xiaocheng Hu; Michael Vlassopoulos", "journal": "Journal of Economics and Management Strategy", "first_online": "2025-04-23", "online_metadata": "[[2025, 4, 23]]", "issue_metadata": "[[2026, 2]]", "tier": "Workplace output", "domain": "Leadership incentives", "design": "Firm-level field experiment", "setting": "Manufacturing firm", "outcomes": "Coworker productivity; leader productivity; profitability", "finding": "Subjective evaluations and bonuses for team leaders increased other team members' productivity; leaders' own productivity did not change. The intervention was profitable.", "identification_risk": "Field experiment allocation and cluster details not fully audited.", "effect": 0.07, "effect_unit": "Relative coworker productivity", "effect_note": "Approximately 7% as reported in abstract.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://onlinelibrary.wiley.com/doi/10.1111/jems.12640", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Other experiment / allocation unverified", "scope": "Workplace output", "paper_url": "https://doi.org/10.1111/jems.12640", "date_label": "2025-04-23", "citation": "Thomas Gall; Xiaocheng Hu; Michael Vlassopoulos (2025). Incentivizing Team Leaders: A Firm‐Level Experiment on Subjective Performance Evaluation of Leadership Skills Journal of Economics and Management Strategy. https://doi.org/10.1111/jems.12640", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S005", "doi": "10.1177/01492063251331007", "title": "Effort Redirection Across Multiple Career Tracks: Salary-Cut Policy and State-Owned Enterprises in China", "authors": "BingKun Zhang; Kevin Zheng Zhou; En Xie", "journal": "Journal of Management", "first_online": "2025-05-10", "online_metadata": "[[2025, 5, 10]]", "issue_metadata": "[[2026, 5]]", "tier": "Workplace output", "domain": "Executive compensation", "design": "Difference-in-differences around executive salary-cut policy", "setting": "Chinese central state-owned enterprises", "outcomes": "Operational efficiency; job creation", "finding": "Executive salary cuts redirected activity away from internal operational efficiency toward politically rewarded job creation.", "identification_risk": "Parallel trends and absence of simultaneous SOE reforms or differential political shocks; the mediation claim needs stronger assumptions than the policy comparison.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract and first-online date verified", "source_url": "https://journals.sagepub.com/doi/10.1177/01492063251331007", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Efficiency-job creation trade-off", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1177/01492063251331007", "date_label": "2025-05-10", "citation": "BingKun Zhang; Kevin Zheng Zhou; En Xie (2025). Effort Redirection Across Multiple Career Tracks: Salary-Cut Policy and State-Owned Enterprises in China Journal of Management. https://doi.org/10.1177/01492063251331007", "direction_code": "worsened", "direction_rationale": "Coded worsened: operational efficiency, the business-performance outcome, fell. The rise in politically rewarded job creation is not a business-performance gain.", "lever": "mandate", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S006", "doi": "10.1177/01492063251381324", "title": "Inventor Rewards, Specialization, and Innovation Performance", "authors": "Wenlong He; Dan Prud’homme; Nianchen Han; Kenneth G. Huang", "journal": "Journal of Management", "first_online": "2025-12-10", "online_metadata": "[[2025, 12, 10]]", "issue_metadata": "[[2026, 11]]", "tier": "Workplace output", "domain": "Inventor incentives", "design": "Difference-in-differences around mandated inventor rewards", "setting": "Chinese state-owned enterprises; matched inventor/patent data", "outcomes": "Patent quantity and inventiveness", "finding": "Generalists produced more but less-inventive patents; specialists produced fewer but more-inventive patents. Mixed teams changed responses.", "identification_risk": "Policy parallel trends, other contemporaneous SOE changes and patent-quality measurement.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://journals.sagepub.com/doi/10.1177/01492063251381324", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Mixed quantity-quality trade-off", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1177/01492063251381324", "date_label": "2025-12-10", "citation": "Wenlong He; Dan Prud’homme; Nianchen Han; Kenneth G. Huang (2025). Inventor Rewards, Specialization, and Innovation Performance Journal of Management. https://doi.org/10.1177/01492063251381324", "direction_code": "mixed", "direction_rationale": "", "lever": "mandate", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S007", "doi": "10.1002/job.2888", "title": "Designing Teams for the Future: How a “Permeable Organizational Design” Intervention Enables Environmental Prognostication to Promote Turning Points in Team Trajectories", "authors": "Catherine G. Collins; Cristina Gibson", "journal": "Journal of Organizational Behavior", "first_online": "2025-06-22", "online_metadata": "[[2025, 6, 22]]", "issue_metadata": "[[2025, 11]]", "tier": "Workplace output", "domain": "Team and organization design", "design": "Quasi-experiment; pooled interrupted time series with controls", "setting": "Sales teams; three years of quarterly data", "outcomes": "Quarterly branch/team gross profit", "finding": "A specialist knowledge hub shifted treated teams toward improving gross-profit trajectories while comparison teams remained flat.", "identification_risk": "Treatment-selection differences, team-specific trends, concurrent organizational changes and serial dependence.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "57 sales teams; mechanism subsample 33 teams", "depth": "Publisher abstract and intervention description verified", "source_url": "https://onlinelibrary.wiley.com/doi/10.1002/job.2888", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive", "status": "Included", "year": 2025, "practice_group": "Work & team design", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1002/job.2888", "date_label": "2025-06-22", "citation": "Catherine G. Collins; Cristina Gibson (2025). Designing Teams for the Future: How a “Permeable Organizational Design” Intervention Enables Environmental Prognostication to Promote Turning Points in Team Trajectories Journal of Organizational Behavior. https://doi.org/10.1002/job.2888", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S008", "doi": "10.1287/mnsc.2022.03849", "title": "Human-Centered Artificial Intelligence: A Field Experiment", "authors": "Sebastian Krakowski; Darek Haftor; Johannes Luger; Natallia Pashkevich; Sebastian Raisch", "journal": "Management Science", "first_online": "2025-06-09", "online_metadata": "", "issue_metadata": "[[2026, 1]]", "tier": "Workplace output", "domain": "Work design, training and AI integration", "design": "Field experiment; tailored and untailored interaction conditions", "setting": "Multinational pharmaceutical company; sales experts", "outcomes": "Sales performance", "finding": "Aligning AI work procedures, decision rights, training and incentives with cognitive preferences improved sales. Untailored implementation harmed performance.", "identification_risk": "Bundled design cannot isolate the contribution of each HR component; subgroup and mediation assumptions.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract and intervention components verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2022.03849", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive tailored; negative untailored", "status": "Included", "year": 2025, "practice_group": "AI & technology", "design_group": "Other experiment / allocation unverified", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/mnsc.2022.03849", "date_label": "2025-06-09", "citation": "Sebastian Krakowski; Darek Haftor; Johannes Luger; Natallia Pashkevich; Sebastian Raisch (2025). Human-Centered Artificial Intelligence: A Field Experiment Management Science. https://doi.org/10.1287/mnsc.2022.03849", "direction_code": "mixed", "direction_rationale": "", "lever": "technology", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S009", "doi": "10.1287/mnsc.2022.04085", "title": "No Gifts Returned: Surprise Bonuses Reduce Productivity in a Natural Field Experiment", "authors": "Francesco Bogliacino; Gianluca Grimalda; David Pipke", "journal": "Management Science", "first_online": "2025-10-10", "online_metadata": "", "issue_metadata": "[[2026, 7]]", "tier": "Workplace output", "domain": "Discretionary bonuses", "design": "Natural field experiment plus follow-up experiment", "setting": "Short data-entry work in pairs", "outcomes": "Postbonus output/effort", "finding": "Unexpected bonuses reduced output in both experiments; results are inconsistent with a simple positive gift-exchange prediction.", "identification_risk": "Temporary data-entry employment limits generalization to established employees and ongoing incentive contracts.", "effect": -0.151, "effect_unit": "Relative output/effort, first experiment", "effect_note": "First experiment -15.1%; follow-up -8.4%.", "sample": "Not extracted", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2022.04085", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Negative", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Other experiment / allocation unverified", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/mnsc.2022.04085", "date_label": "2025-10-10", "citation": "Francesco Bogliacino; Gianluca Grimalda; David Pipke (2025). No Gifts Returned: Surprise Bonuses Reduce Productivity in a Natural Field Experiment Management Science. https://doi.org/10.1287/mnsc.2022.04085", "direction_code": "worsened", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S010", "doi": "10.1287/mnsc.2023.01381", "title": "Performance Ranks, Conformity, and Cooperation: Evidence from a Sweater Factory", "authors": "Anik Ashraf", "journal": "Management Science", "first_online": "2025-08-11", "online_metadata": "", "issue_metadata": "[[2026, 4]]", "tier": "Workplace output", "domain": "Performance ranking", "design": "Factory field experiment; private/public rank treatments", "setting": "Sweater factory", "outcomes": "Worker productivity; cooperation", "finding": "Public ranks reduced productivity; private ranks had no average effect. Social conformity concerns help explain the decline.", "identification_risk": "One production setting; randomization details and spillovers require full methods audit.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2023.01381", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Negative public; null private", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Other experiment / allocation unverified", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/mnsc.2023.01381", "date_label": "2025-08-11", "citation": "Anik Ashraf (2025). Performance Ranks, Conformity, and Cooperation: Evidence from a Sweater Factory Management Science. https://doi.org/10.1287/mnsc.2023.01381", "direction_code": "worsened", "direction_rationale": "Coded worsened: public ranks lowered productivity; private ranks had no average effect. No arm improved output.", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S011", "doi": "10.1287/mnsc.2022.02199", "title": "Promotion Decisions and the Adoption of Explicit Potential Assessment", "authors": "Isabella Grabner; Judith Künneke; Frank Moers", "journal": "Management Science", "first_online": "2025-03-10", "online_metadata": "", "issue_metadata": "[[2025, 11]]", "tier": "Workplace output", "domain": "Promotion and potential assessment", "design": "Natural system change; difference-in-differences analyses", "setting": "Professional-services firm", "outcomes": "Performance following promotion", "finding": "Adding explicit potential ratings lowered average performance among promoted employees; weak rating differentiation contributed to poorer recommendations.", "identification_risk": "No concurrent promotion/policy changes; promoted/nonpromoted comparability and endogenous promotion composition.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Abstract and difference-in-differences analysis checked", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2022.02199", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Negative", "status": "Included", "year": 2025, "practice_group": "Staffing & careers", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/mnsc.2022.02199", "date_label": "2025-03-10", "citation": "Isabella Grabner; Judith Künneke; Frank Moers (2025). Promotion Decisions and the Adoption of Explicit Potential Assessment Management Science. https://doi.org/10.1287/mnsc.2022.02199", "direction_code": "worsened", "direction_rationale": "", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S012", "doi": "10.1287/mnsc.2024.07524", "title": "Should Human Capital Development Programs be Mandatory or Voluntary? Evidence from a Field Experiment on Mentorship", "authors": "Jason Sandvik; Richard Saouma; Nathan Seegert; Christopher Stanton", "journal": "Management Science", "first_online": "2025-09-15", "online_metadata": "", "issue_metadata": "[[2026, 6]]", "tier": "Workplace output", "domain": "Training and mentoring", "design": "Two-level randomized field experiment", "setting": "US inbound sales organization; new-hire cohorts", "outcomes": "Daily sales productivity; retention", "finding": "Mandatory mentoring increased productivity; a voluntary version did not. Lower-productivity workers were less likely to volunteer despite larger benefits.", "identification_risk": "One sales organization; distinguish offer/assignment effects from effects among participants.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Abstract and randomization section verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2024.07524", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive mandatory; null voluntary", "status": "Included", "year": 2025, "practice_group": "Learning & development", "design_group": "Randomized experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/mnsc.2024.07524", "date_label": "2025-09-15", "citation": "Jason Sandvik; Richard Saouma; Nathan Seegert; Christopher Stanton (2025). Should Human Capital Development Programs be Mandatory or Voluntary? Evidence from a Field Experiment on Mentorship Management Science. https://doi.org/10.1287/mnsc.2024.07524", "direction_code": "improved", "direction_rationale": "Coded improved: the mandatory arm raised productivity; the voluntary arm showed no detected improvement. No arm worsened it.", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S013", "doi": "10.1287/mnsc.2022.02395", "title": "The Performance Effects of Giving Front-Line Employees Direct Access to Performance Data and Thereby Limiting the Supervisor’s Feedback-Intermediation Role: Evidence from a Field Experiment", "authors": "Ethan Bernstein; Shelley Xin Li", "journal": "Management Science", "first_online": "2025-05-15", "online_metadata": "", "issue_metadata": "[[2026, 2]]", "tier": "Workplace output", "domain": "Performance feedback and transparency", "design": "Field experiment with treatment/control and preperiod", "setting": "Service organization; daily time-use analytics", "outcomes": "Nonproductive, productive/billable and support time", "finding": "Direct employee access to performance data reduced nonproductive time by 11%, but the released time did not primarily flow to revenue-generating activity.", "identification_risk": "Time-allocation measures are not revenue. Supervisor support and motivation moderate effects.", "effect": -0.11, "effect_unit": "Relative nonproductive time", "effect_note": "11% decrease relative to preintervention mean, versus control.", "sample": "Not extracted", "depth": "Abstract and selected design sections verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2022.02395", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Improved time allocation; output gain unclear", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Other experiment / allocation unverified", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/mnsc.2022.02395", "date_label": "2025-05-15", "citation": "Ethan Bernstein; Shelley Xin Li (2025). The Performance Effects of Giving Front-Line Employees Direct Access to Performance Data and Thereby Limiting the Supervisor’s Feedback-Intermediation Role: Evidence from a Field Experiment Management Science. https://doi.org/10.1287/mnsc.2022.02395", "direction_code": "improved", "direction_rationale": "Coded improved on the measured outcome (less nonproductive time). The paper does not show that revenue rose.", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S014", "doi": "10.1162/rest_a_01587", "title": "The Selection Effects of Part-Time Work: Experimental Evidence from a Large-Scale Recruitment Drive", "authors": "Hyuncheol Bryant Kim; Hyunseob Kim; John Y. Zhu", "journal": "Review of Economics and Statistics", "first_online": "2025-04-21", "online_metadata": "[[2025, 4, 21]]", "issue_metadata": "", "tier": "Workplace output", "domain": "Working hours and recruitment", "design": "Randomized job-offer field experiment", "setting": "Large Ethiopian data-entry recruitment drive", "outcomes": "Applicant qualifications and productivity", "finding": "Part-time offers attracted less-qualified and lower-productivity applicants with stronger preferences for shorter hours.", "identification_risk": "Selection effect of the offered contract, not effect of cutting current employees' hours.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract", "source_url": "https://doi.org/10.1162/rest_a_01587", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Negative selection on measured productivity", "status": "Included", "year": 2025, "practice_group": "Staffing & careers", "design_group": "Randomized experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1162/rest_a_01587", "date_label": "2025-04-21", "citation": "Hyuncheol Bryant Kim; Hyunseob Kim; John Y. Zhu (2025). The Selection Effects of Part-Time Work: Experimental Evidence from a Large-Scale Recruitment Drive Review of Economics and Statistics. https://doi.org/10.1162/rest_a_01587", "direction_code": "worsened", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S015", "doi": "10.1007/s11187-025-01117-z", "title": "The impact of on-the-job training subsidies on firm-level outcomes: evidence from Flemish SMEs", "authors": "Jozef Konings; Aaron Putseys", "journal": "Small Business Economics", "first_online": "2025-10-20", "online_metadata": "[[2025, 10, 20]]", "issue_metadata": "[[2026, 3]]", "tier": "Workplace output", "domain": "Training subsidies", "design": "Stacked difference-in-differences; later-treated controls", "setting": "Flemish SMEs; administrative records, 2008-2021", "outcomes": "Training; employment; wage bill; value added", "finding": "Subsidized training generated growth mainly among smaller firms; large firms showed weaker or absent additionality.", "identification_risk": "Timing of subsidy take-up must be conditionally exogenous; restricting to surviving firms can select the sample.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "172,039 firms in overall data; analysis sample varies", "depth": "Abstract, sample and stacked-DiD methods verified", "source_url": "https://link.springer.com/article/10.1007/s11187-025-01117-z", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; concentrated in smaller firms", "status": "Included", "year": 2025, "practice_group": "Learning & development", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1007/s11187-025-01117-z", "date_label": "2025-10-20", "citation": "Jozef Konings; Aaron Putseys (2025). The impact of on-the-job training subsidies on firm-level outcomes: evidence from Flemish SMEs Small Business Economics. https://doi.org/10.1007/s11187-025-01117-z", "direction_code": "improved", "direction_rationale": "", "lever": "mandate", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S016", "doi": "10.1002/smj.3707", "title": "Pay transparency and productivity", "authors": "Cédric Gutierrez; Tomasz Obloj; Todd Zenger", "journal": "Strategic Management Journal", "first_online": "2025-03-25", "online_metadata": "[[2025, 3, 25]]", "issue_metadata": "[[2025, 8]]", "tier": "Workplace output", "domain": "Pay transparency", "design": "Staggered transparency shocks; panel quasi-experiment", "setting": "Approximately 20,000 US academics", "outcomes": "Research output", "finding": "Average productivity did not decline. Employees revealed as inequitably overpaid increased effort; underpaid employees weakly reduced effort, with heterogeneity by security and promotion incentives.", "identification_risk": "Parallel trends and absence of differential university/state changes; academic output is not corporate profit.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Approximately 20,000 academics", "depth": "Publisher abstract and selected methods", "source_url": "https://sms.onlinelibrary.wiley.com/doi/10.1002/smj.3707", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Mixed; no average decline", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1002/smj.3707", "date_label": "2025-03-25", "citation": "Cédric Gutierrez; Tomasz Obloj; Todd Zenger (2025). Pay transparency and productivity Strategic Management Journal. https://doi.org/10.1002/smj.3707", "direction_code": "mixed", "direction_rationale": "Coded mixed: no average decline, but overpaid employees raised effort while underpaid employees weakly reduced it.", "lever": "mandate", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S017", "doi": "10.1111/bjir.70053", "title": "Gender Pay Disclosure and Firm Performance: Quasi‐Experimental Evidence From the United Kingdom", "authors": "Hildebrando Pahula; Charles Ambilichu", "journal": "British Journal of Industrial Relations", "first_online": "2026-04-28", "online_metadata": "[[2026, 4, 28]]", "issue_metadata": "[[2026, 9]]", "tier": "Workplace output", "domain": "Gender pay disclosure", "design": "Difference-in-differences around UK 250-employee reporting threshold", "setting": "UK firms; 2005-2023", "outcomes": "Sales growth", "finding": "Reports higher sales growth after mandatory gender pay disclosure, with heterogeneity by female leadership and industry workforce composition.", "identification_risk": "Firm-size groups may have different trends. The abstract describes a 0.016 percentage-point effect; coefficient-to-percentage conversion needs checking before use.", "effect": null, "effect_unit": "", "effect_note": "Abstract units may be misleading: 0.016 percentage points is stated. Do not reinterpret as 1.6 percentage points without table/scale verification.", "sample": "Not extracted", "depth": "Publisher abstract and limitation section checked", "source_url": "https://onlinelibrary.wiley.com/doi/10.1111/bjir.70053", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive reported", "status": "Included", "year": 2026, "practice_group": "Pay & performance management", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1111/bjir.70053", "date_label": "2026-04-28", "citation": "Hildebrando Pahula; Charles Ambilichu (2026). Gender Pay Disclosure and Firm Performance: Quasi‐Experimental Evidence From the United Kingdom British Journal of Industrial Relations. https://doi.org/10.1111/bjir.70053", "direction_code": "improved", "direction_rationale": "", "lever": "mandate", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S018", "doi": "10.3982/ecta18759", "title": "Promoting Women to Managerial Roles in the Bangladeshi Garment Sector", "authors": "Rocco Macchiavello; Andreas Menzel; Atonu Rabbani; Christopher Woodruff", "journal": "Econometrica", "first_online": null, "online_metadata": "[[2026]]", "issue_metadata": "", "tier": "Workplace output", "domain": "Promotion and gender inclusion", "design": "Randomized candidate-to-line assignment in field experiment", "setting": "24 Bangladeshi garment factories", "outcomes": "Production-line supervisory performance; subsequent appointments", "finding": "Female candidates initially performed worse amid negative bias; retained female supervisors subsequently performed similarly to men. Factories permanently increased female appointments.", "identification_risk": "Later retained-candidate comparisons are selected; randomized initial effects and post-trial retention results answer different questions.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "24 factories", "depth": "Publisher abstract and randomization description verified", "source_url": "https://onlinelibrary.wiley.com/doi/10.3982/ECTA18759", "date_basis": "2026 publisher record; exact first-online day not extracted.", "direction": "Initial performance cost; longer-run integration", "status": "Included", "year": 2026, "practice_group": "Staffing & careers", "design_group": "Randomized experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.3982/ecta18759", "date_label": "2026 · exact online date unverified", "citation": "Rocco Macchiavello; Andreas Menzel; Atonu Rabbani; Christopher Woodruff (2026). Promoting Women to Managerial Roles in the Bangladeshi Garment Sector Econometrica. https://doi.org/10.3982/ecta18759", "direction_code": "worsened", "direction_rationale": "Coded worsened: female supervisors initially performed worse amid bias; retained supervisors later performed similarly. No performance gain was reported.", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S019", "doi": "10.1002/hrm.70079", "title": "Timing Matters: How Pay‐For‐Performance Payment Timing Motivates Lower‐Performing Employees in Pay‐For‐Performance Systems", "authors": "Xiaoyue Wu; Wei He; Jingzhou Pan", "journal": "Human Resource Management", "first_online": "2026-05-21", "online_metadata": "[[2026, 5, 21]]", "issue_metadata": "[[2026, 9]]", "tier": "Workplace output", "domain": "Pay timing and incentives", "design": "Field experiment", "setting": "Real-estate sales firm", "outcomes": "Subsequent sales-worker performance", "finding": "Immediate rather than delayed performance-pay disbursement improved subsequent performance among lower-performing employees; effects attenuated over time.", "identification_risk": "Allocation details, baseline subgroup definition and repeated-outcome inference need full-text audit.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://onlinelibrary.wiley.com/doi/10.1002/hrm.70079", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; subgroup and time dependent", "status": "Included", "year": 2026, "practice_group": "Pay & performance management", "design_group": "Other experiment / allocation unverified", "scope": "Workplace output", "paper_url": "https://doi.org/10.1002/hrm.70079", "date_label": "2026-05-21", "citation": "Xiaoyue Wu; Wei He; Jingzhou Pan (2026). Timing Matters: How Pay‐For‐Performance Payment Timing Motivates Lower‐Performing Employees in Pay‐For‐Performance Systems Human Resource Management. https://doi.org/10.1002/hrm.70079", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S020", "doi": "10.1016/j.jebo.2025.107412", "title": "Measuring the output reduction due to incentive ratcheting in the field", "authors": "Raicho Bojilov; Francisco Brahm; Joaquin Poblete", "journal": "Journal of Economic Behavior and Organization", "first_online": null, "online_metadata": "", "issue_metadata": "[[2026, 2]]", "tier": "Workplace output", "domain": "Incentive targets and ratcheting", "design": "Quasi-experimental salesforce restructuring; panel before/after exposure comparisons", "setting": "Large Chilean beverage producer/distributor", "outcomes": "Sales output", "finding": "Lower incentive ratcheting increased sales; the output response was nonlinear, with largest losses when moving from little/no ratcheting to some ratcheting.", "identification_risk": "Reorganization must not differentially change other determinants of sales; the 19% estimate uses a one-standard-deviation ratcheting reduction, not removal of all targets.", "effect": 0.19, "effect_unit": "Relative sales per one-SD reduction in ratcheting", "effect_note": "Reported average response to one-SD lower ratcheting; not a general incentive-pay elasticity.", "sample": "Not extracted", "depth": "Published abstract and author-manuscript design checked", "source_url": "https://www.sciencedirect.com/science/article/abs/pii/S0167268125005244", "date_basis": "2026 journal issue; March 2025 author manuscript. Exact journal first-online day not extracted.", "direction": "Less ratcheting increased sales", "status": "Included", "year": 2026, "practice_group": "Pay & performance management", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1016/j.jebo.2025.107412", "date_label": "2026 · exact online date unverified", "citation": "Raicho Bojilov; Francisco Brahm; Joaquin Poblete (2026). Measuring the output reduction due to incentive ratcheting in the field Journal of Economic Behavior and Organization. https://doi.org/10.1016/j.jebo.2025.107412", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S021", "doi": "10.1111/jems.70039", "title": "The Productivity Effect of High Involvement Management: Causal Evidence From Germany", "authors": "Johannes Lehmann", "journal": "Journal of Economics and Management Strategy", "first_online": "2026-07-02", "online_metadata": "[[2026, 7, 2]]", "issue_metadata": "", "tier": "Workplace output", "domain": "High-involvement management", "design": "FE/lagged-outcome bracketing; selection on observables; post-lasso sensitivity", "setting": "German IAB Establishment Panel; 2004-2018", "outcomes": "Establishment productivity", "finding": "Knowledge, power, information and rewards were associated with productivity gains under the maintained identification models. No positive synergies between pillars were detected.", "identification_risk": "Bracketing is conditional on model assumptions; neither fixed effects nor many controls guarantee removal of time-varying confounding.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "51,919 establishment-year observations", "depth": "Identification assumptions and sensitivity methods verified", "source_url": "https://onlinelibrary.wiley.com/doi/10.1111/jems.70039", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; no detected synergy", "status": "Included", "year": 2026, "practice_group": "HR systems", "design_group": "Observational identification", "scope": "Workplace output", "paper_url": "https://doi.org/10.1111/jems.70039", "date_label": "2026-07-02", "citation": "Johannes Lehmann (2026). The Productivity Effect of High Involvement Management: Causal Evidence From Germany Journal of Economics and Management Strategy. https://doi.org/10.1111/jems.70039", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S022", "doi": "10.1287/mnsc.2024.08287", "title": "Collaboration, Workplace Practice Adoption, and Performance: Evidence from a Field Experiment", "authors": "Francisco Brahm; Jeanne Lafortune; Catherine Magelssen; Jose Tessada", "journal": "Management Science", "first_online": "2026-04-30", "online_metadata": "[[2026, 4, 30]]", "issue_metadata": "", "tier": "Workplace output", "domain": "Safety and worker-manager collaboration", "design": "Large field encouragement experiment", "setting": "Chilean SMEs; workplace safety", "outcomes": "Accident frequency/severity; safety training; headcount", "finding": "Encouraging collaboration increased safety training and reduced accidents without increasing staffing.", "identification_risk": "Encouragement identifies the offered collaboration intervention; heterogeneous implementation and spillovers matter.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "12,761 firms in experiment", "depth": "Publisher abstract and selected design verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2024.08287", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive safety", "status": "Included", "year": 2026, "practice_group": "Voice, inclusion & support", "design_group": "Other experiment / allocation unverified", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/mnsc.2024.08287", "date_label": "2026-04-30", "citation": "Francisco Brahm; Jeanne Lafortune; Catherine Magelssen; Jose Tessada (2026). Collaboration, Workplace Practice Adoption, and Performance: Evidence from a Field Experiment Management Science. https://doi.org/10.1287/mnsc.2024.08287", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S023", "doi": "10.1287/mnsc.2020.03837", "title": "The Trade-Offs of Letting Local Managers Make Hiring Decisions", "authors": "Hugh Xiaolong Wu; Shannon X. Liu", "journal": "Management Science", "first_online": "2026-04-01", "online_metadata": "[[2026, 4, 1]]", "issue_metadata": "", "tier": "Workplace output", "domain": "Staffing and selection", "design": "Field experiment", "setting": "111 retail stores in China; 12 months", "outcomes": "Individual productivity; store sales", "finding": "Delegating hiring to local managers raised mean productivity and store sales, but increased dispersion and produced losses in some stores.", "identification_risk": "Allocation protocol and store-level inference require full-text audit; one chain.", "effect": null, "effect_unit": "Relative store sales", "effect_note": "Reported estimate range: 7-8%.", "sample": "111 stores", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2020.03837", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive on average; heterogeneous", "status": "Included", "year": 2026, "practice_group": "Staffing & careers", "design_group": "Other experiment / allocation unverified", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/mnsc.2020.03837", "date_label": "2026-04-01", "citation": "Hugh Xiaolong Wu; Shannon X. Liu (2026). The Trade-Offs of Letting Local Managers Make Hiring Decisions Management Science. https://doi.org/10.1287/mnsc.2020.03837", "direction_code": "mixed", "direction_rationale": "Coded mixed: mean productivity and sales rose, but some stores lost.", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S024", "doi": "10.1287/orsc.2024.19399", "title": "Roadmap or Compass? The Value of Prior Collaborative Experience in an Unfamiliar Task Environment", "authors": "Julien Clement; Sarath Balachandran", "journal": "Organization Science", "first_online": "2026-01-08", "online_metadata": "", "issue_metadata": "[[2026, 5]]", "tier": "Workplace output", "domain": "Team composition and prior collaboration", "design": "Random team assignment plus exogenous task-environment changes", "setting": "Professional esports players in temporary teams", "outcomes": "Team performance", "finding": "Prior tightly coupled collaboration helped in familiar environments but hurt in unfamiliar ones; loosely coupled experience was more useful under change.", "identification_risk": "Professional esports differs from ordinary firm work; verify assignment mechanism and dependence structure.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/orsc.2024.19399", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Context-dependent", "status": "Included", "year": 2026, "practice_group": "Work & team design", "design_group": "Randomized experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/orsc.2024.19399", "date_label": "2026-01-08", "citation": "Julien Clement; Sarath Balachandran (2026). Roadmap or Compass? The Value of Prior Collaborative Experience in an Unfamiliar Task Environment Organization Science. https://doi.org/10.1287/orsc.2024.19399", "direction_code": "mixed", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S025", "doi": "10.1287/orsc.2024.19036", "title": "Supervisory Support Shift: The Impact of Disability Inclusion on Coworker Productivity", "authors": "Yanhua Bird; Qi Li; Xiaoyu Zhou", "journal": "Organization Science", "first_online": "2026-02-25", "online_metadata": "", "issue_metadata": "[[2026, 5]]", "tier": "Workplace output", "domain": "Inclusion and supervisory support", "design": "Natural experiment; random assignment of new recruits to teams", "setting": "Teleservice company", "outcomes": "Nondiscretionary coworker productivity bonuses", "finding": "Managers shifted support toward recruits with visible disabilities, reducing nondisabled coworkers' measured productivity.", "identification_risk": "Context-specific managerial behavior; this is not an estimate of the overall financial return to disability inclusion.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "40,334 employee-month records", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/orsc.2024.19036", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Negative coworker spillover in setting", "status": "Included", "year": 2026, "practice_group": "Voice, inclusion & support", "design_group": "Randomized experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/orsc.2024.19036", "date_label": "2026-02-25", "citation": "Yanhua Bird; Qi Li; Xiaoyu Zhou (2026). Supervisory Support Shift: The Impact of Disability Inclusion on Coworker Productivity Organization Science. https://doi.org/10.1287/orsc.2024.19036", "direction_code": "worsened", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S026", "doi": "10.1287/orsc.2025.21133", "title": "The Paradox of Inventors’ Job Security", "authors": "David Wehrheim; Eduardo Melero; Neus Palomeras", "journal": "Organization Science", "first_online": "2026-10-13", "online_metadata": "[[2026, 10, 13]]", "issue_metadata": "", "tier": "Workplace output", "domain": "Job security", "design": "Staggered-law difference-in-differences", "setting": "US corporate inventors; wrongful-discharge laws, 1980-1999", "outcomes": "Innovation novelty; internal technological reliance; private patent value", "finding": "Employment protection shifted inventions toward internal technologies and lower novelty while increasing private value to employers.", "identification_risk": "Modern staggered-DiD robustness, legal-policy confounding and external validity of historical reforms.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://pubsonline.informs.org/doi/10.1287/orsc.2025.21133", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Mixed novelty-value trade-off", "status": "Included", "year": 2026, "practice_group": "Staffing & careers", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1287/orsc.2025.21133", "date_label": "2026-10-13", "citation": "David Wehrheim; Eduardo Melero; Neus Palomeras (2026). The Paradox of Inventors’ Job Security Organization Science. https://doi.org/10.1287/orsc.2025.21133", "direction_code": "mixed", "direction_rationale": "", "lever": "mandate", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S027", "doi": "10.1093/qje/qjag017", "title": "Making the Invisible Hand Visible: Managers and the Allocation of Workers to Jobs", "authors": "Virginia Minni", "journal": "Quarterly Journal of Economics", "first_online": "2026-03-23", "online_metadata": "[[2026, 3, 23]]", "issue_metadata": "[[2026, 7, 11]]", "tier": "Workplace output", "domain": "Manager quality and internal mobility", "design": "Manager-rotation quasi-experiment; worker/manager panel", "setting": "Multinational; 100 countries; 11 years", "outcomes": "Worker productivity; transfers; promotions", "finding": "Exposure to faster-promoted managers improved allocation to jobs and produced persistent productivity gains.", "identification_risk": "Rotation assignment must be plausibly exogenous; manager-promotion speed is a proxy for managerial quality.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "200,000 workers; 30,000 managers", "depth": "Publisher abstract and identification discussion verified", "source_url": "https://academic.oup.com/qje/article/141/3/1871/8537773", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive", "status": "Included", "year": 2026, "practice_group": "Staffing & careers", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1093/qje/qjag017", "date_label": "2026-03-23", "citation": "Virginia Minni (2026). Making the Invisible Hand Visible: Managers and the Allocation of Workers to Jobs Quarterly Journal of Economics. https://doi.org/10.1093/qje/qjag017", "direction_code": "improved", "direction_rationale": "", "lever": "attribute", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S028", "doi": "10.1093/qje/qjag022", "title": "The Effects of Mandatory Profit-Sharing on Workers and Firms: Evidence from France", "authors": "Elio Nimier-David; David Sraer; David Thesmar", "journal": "Quarterly Journal of Economics", "first_online": "2026-04-24", "online_metadata": "[[2026, 4, 24]]", "issue_metadata": "[[2026, 7, 11]]", "tier": "Workplace output", "domain": "Profit-sharing", "design": "Difference-in-differences; 1990 eligibility threshold reform", "setting": "French firms", "outcomes": "Productivity; investment; labor share; profit share", "finding": "Mandatory profit-sharing redistributed excess profits toward lower-skilled workers, with small to nonexistent productivity or investment effects.", "identification_risk": "Parallel trends around the threshold reform; policy-induced sharing does not identify every voluntary plan.", "effect": -0.014, "effect_unit": "Change in profit share (fraction; -1.4 percentage points)", "effect_note": "Labor share +1.8 pp; profit share -1.4 pp; productivity and investment effects small to nonexistent.", "sample": "Not extracted", "depth": "Publisher abstract verified", "source_url": "https://academic.oup.com/qje/article-abstract/141/3/2205/8662148", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Null productivity; redistribution", "status": "Included", "year": 2026, "practice_group": "Pay & performance management", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1093/qje/qjag022", "date_label": "2026-04-24", "citation": "Elio Nimier-David; David Sraer; David Thesmar (2026). The Effects of Mandatory Profit-Sharing on Workers and Firms: Evidence from France Quarterly Journal of Economics. https://doi.org/10.1093/qje/qjag022", "direction_code": "no_effect", "direction_rationale": "Coded no effect: productivity and investment effects were small to nonexistent; the main effect was redistribution.", "lever": "mandate", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S029", "doi": "10.1093/qje/qjag027", "title": "The Power of Proximity to Coworkers", "authors": "Natalia Emanuel; Emma Harrington; Amanda Pallais", "journal": "Quarterly Journal of Economics", "first_online": "2026-05-12", "online_metadata": "[[2026, 5, 12]]", "issue_metadata": "[[2026, 7, 11]]", "tier": "Workplace output", "domain": "Work location and peer learning", "design": "Two difference-in-differences designs; closure and return shocks", "setting": "Fortune 500 software engineers; 2019-2024", "outcomes": "Coding feedback; code quality; coding output", "finding": "Proximity increased coding feedback and quality, especially for younger/less-tenured workers, while experienced engineers produced less code.", "identification_risk": "Co-located/distributed teams need comparable counterfactual trends; pandemic and return mandates can change more than proximity.", "effect": 0.183, "effect_unit": "Relative coding feedback", "effect_note": "18.3% more feedback; not an 18.3% productivity increase.", "sample": "Not extracted", "depth": "Publisher-deposited abstract verified", "source_url": "https://academic.oup.com/qje/article/141/3/1825/8676722", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Learning gains; experienced-worker output trade-off", "status": "Included", "year": 2026, "practice_group": "Work & team design", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1093/qje/qjag027", "date_label": "2026-05-12", "citation": "Natalia Emanuel; Emma Harrington; Amanda Pallais (2026). The Power of Proximity to Coworkers Quarterly Journal of Economics. https://doi.org/10.1093/qje/qjag027", "direction_code": "mixed", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S030", "doi": "10.1007/s11187-026-01261-0", "title": "The female manager effect: evidence on firm strategy and performance from a Matching Difference-in-Differences design", "authors": "Mehtabul Azam", "journal": "Small Business Economics", "first_online": "2026-08-06", "online_metadata": "[[2026, 8, 6]]", "issue_metadata": "[[2026, 10]]", "tier": "Workplace output", "domain": "Manager selection and succession", "design": "Matching difference-in-differences; falsification/sensitivity tests", "setting": "Indian firms; World Bank Enterprise Surveys, 2014 and 2022", "outcomes": "Labor productivity; sales; profit margins; employment", "finding": "Female-manager transitions were associated with higher productivity and sales, but no significant profit-margin or employment effect.", "identification_risk": "Only two survey waves; matched firms still require parallel counterfactual trends and no endogenous succession shocks.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract and plain-language summary verified", "source_url": "https://link.springer.com/article/10.1007/s11187-026-01261-0", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive sales/productivity; null profits", "status": "Included", "year": 2026, "practice_group": "Staffing & careers", "design_group": "Quasi-experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1007/s11187-026-01261-0", "date_label": "2026-08-06", "citation": "Mehtabul Azam (2026). The female manager effect: evidence on firm strategy and performance from a Matching Difference-in-Differences design Small Business Economics. https://doi.org/10.1007/s11187-026-01261-0", "direction_code": "improved", "direction_rationale": "Coded improved: productivity and sales rose; profit margins showed no significant change.", "lever": "attribute", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S031", "doi": "10.1002/smj.70081", "title": "Social comparison and the value of performance trajectory information: A field experiment in the workplace", "authors": "Hugh Xiaolong Wu; Yucheng Liang", "journal": "Strategic Management Journal", "first_online": "2026-03-25", "online_metadata": "[[2026, 3, 25]]", "issue_metadata": "[[2026, 7]]", "tier": "Workplace output", "domain": "Feedback and social comparison", "design": "Randomized controlled field trial", "setting": "Multinational spa chain in China; 28 weeks", "outcomes": "New-worker attrition; store revenue", "finding": "Showing senior coworkers' performance trajectories reduced new-worker attrition by 11-12%; store revenue rose 15% in stores with more new workers. Current-peer performance information had no detectable effect.", "identification_risk": "Revenue result is conditional on store workforce composition, not a universal chain-wide effect.", "effect": 0.15, "effect_unit": "Relative revenue in stores with more new workers", "effect_note": "Subgroup/store-composition result; attrition reduction reported as 11-12%.", "sample": "More than 7,000 workers", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://sms.onlinelibrary.wiley.com/doi/10.1002/smj.70081", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; conditional", "status": "Included", "year": 2026, "practice_group": "Pay & performance management", "design_group": "Randomized experiment", "scope": "Workplace output", "paper_url": "https://doi.org/10.1002/smj.70081", "date_label": "2026-03-25", "citation": "Hugh Xiaolong Wu; Yucheng Liang (2026). Social comparison and the value of performance trajectory information: A field experiment in the workplace Strategic Management Journal. https://doi.org/10.1002/smj.70081", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S032", "doi": "10.1093/ej/ueaf063", "title": "Sotto Voce: The Impacts of Technology to Enhance Worker Voice", "authors": "Achyuta Adhvaryu; Smit Gade; Teresa Molina; Anant Nyshadham", "journal": "Economic Journal", "first_online": "2025-10-30", "online_metadata": "[[2025, 10, 30]]", "issue_metadata": "[[2026, 2, 5]]", "tier": "Employment outcome", "domain": "Worker voice", "design": "Randomized controlled field trial", "setting": "Indian garment workers; anonymous mobile HR channel", "outcomes": "Turnover; absenteeism; channel use", "finding": "Turnover was 10% lower and absenteeism 5% lower despite only 5% reporting use of the channel.", "identification_risk": "These are employment outcomes, not directly measured profit; estimate the local cost of avoided departures and absence.", "effect": -0.1, "effect_unit": "Relative turnover", "effect_note": "Turnover -10%; absence -5%; channel usage 5%.", "sample": "Not extracted", "depth": "Published abstract and author manuscript verified", "source_url": "https://doi.org/10.1093/ej/ueaf063", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive retention/attendance", "status": "Included", "year": 2025, "practice_group": "Voice, inclusion & support", "design_group": "Randomized experiment", "scope": "Employment outcome", "paper_url": "https://doi.org/10.1093/ej/ueaf063", "date_label": "2025-10-30", "citation": "Achyuta Adhvaryu; Smit Gade; Teresa Molina; Anant Nyshadham (2025). Sotto Voce: The Impacts of Technology to Enhance Worker Voice Economic Journal. https://doi.org/10.1093/ej/ueaf063", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S033", "doi": "10.1111/1748-8583.70012", "title": "Reducing Job Demands Through a Participatory Work Redesign Intervention: A Quasi‐Experimental Study in Aged Care", "authors": "Jane X. Y. Chong; Daniela M. Andrei; Madison C. Kho; Lucinda J. Iles; Sharon K. Parker; Hayley I. Moore", "journal": "Human Resource Management Journal", "first_online": "2025-09-16", "online_metadata": "[[2025, 9, 16]]", "issue_metadata": "[[2026, 1]]", "tier": "Employment outcome", "domain": "Participatory work redesign", "design": "Quasi-experiment; matched facilities with before/after outcomes", "setting": "Australian aged care; two intervention and two comparison facilities", "outcomes": "Time pressure; emotional demands; unpaid leave; turnover", "finding": "Demand reductions favored treated facilities; some evidence suggested less unpaid leave, but turnover and well-being effects were unclear.", "identification_risk": "Only four facilities; concurrent nationwide staffing/funding change; limited cluster-level precision.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Four facilities", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://onlinelibrary.wiley.com/doi/10.1111/1748-8583.70012", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Improved demands; uncertain employment effects", "status": "Included", "year": 2025, "practice_group": "Work & team design", "design_group": "Quasi-experiment", "scope": "Employment outcome", "paper_url": "https://doi.org/10.1111/1748-8583.70012", "date_label": "2025-09-16", "citation": "Jane X. Y. Chong; Daniela M. Andrei; Madison C. Kho; Lucinda J. Iles; Sharon K. Parker; Hayley I. Moore (2025). Reducing Job Demands Through a Participatory Work Redesign Intervention: A Quasi‐Experimental Study in Aged Care Human Resource Management Journal. https://doi.org/10.1111/1748-8583.70012", "direction_code": "unclear", "direction_rationale": "Coded unclear: job demands fell, but the employment outcomes (turnover, leave) were described as unclear.", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S034", "doi": "10.1287/mnsc.2023.01204", "title": "Cut to the Curve: Underrecognition and Talent Loss from Forced Ranking in a Multinational Firm", "authors": "Brittany M. Bond", "journal": "Management Science", "first_online": "2025-08-22", "online_metadata": "", "issue_metadata": "[[2026, 4]]", "tier": "Employment outcome", "domain": "Performance recognition", "design": "Recognition-cutoff quasi-natural comparison; Cox proportional hazards", "setting": "Multinational firm; forced recognition curve", "outcomes": "Voluntary exits among high performers", "finding": "Downgrading a top-performer nominee was associated with at least 34% higher voluntary-exit hazard. This is a hazard ratio, not a 34% increase in cumulative exit probability.", "identification_risk": "Not verified as RDD. Downgraded versus recognized employees may differ in unmeasured ways; causal comparison requires full model/assignment audit.", "effect": 0.34, "effect_unit": "Relative voluntary-exit hazard (at least)", "effect_note": "Unadjusted HR 1.337 (p<0.10); adjusted specifications differ. Do not interpret as a risk ratio or percentage-point effect.", "sample": "Not extracted", "depth": "Identification argument and Cox models verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2023.01204", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Negative retention", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Quasi-experiment", "scope": "Employment outcome", "paper_url": "https://doi.org/10.1287/mnsc.2023.01204", "date_label": "2025-08-22", "citation": "Brittany M. Bond (2025). Cut to the Curve: Underrecognition and Talent Loss from Forced Ranking in a Multinational Firm Management Science. https://doi.org/10.1287/mnsc.2023.01204", "direction_code": "worsened", "direction_rationale": "", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" }, { "id": "S035", "doi": "10.1287/mnsc.2024.05301", "title": "Flexible Pay and Labor Supply: Evidence from Uber’s Instant Pay", "authors": "Keith Chen; Katherine Feinerman; Kareem Haggag", "journal": "Management Science", "first_online": "2025-09-19", "online_metadata": "", "issue_metadata": "[[2026, 6]]", "tier": "Employment outcome", "domain": "Pay timing", "design": "Nationwide randomized controlled trial", "setting": "Uber drivers", "outcomes": "Driver work time/labor supply", "finding": "On-demand pay increased time supplied, particularly farther from the usual weekly payday.", "identification_risk": "More hours supplied does not by itself establish higher hourly productivity, profit, or worker welfare.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2024.05301", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Higher labor supply", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Randomized experiment", "scope": "Employment outcome", "paper_url": "https://doi.org/10.1287/mnsc.2024.05301", "date_label": "2025-09-19", "citation": "Keith Chen; Katherine Feinerman; Kareem Haggag (2025). Flexible Pay and Labor Supply: Evidence from Uber’s Instant Pay Management Science. https://doi.org/10.1287/mnsc.2024.05301", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S036", "doi": "10.1287/mnsc.2024.04908", "title": "Vaccines at Work: Experimental Evidence from a Firm Campaign", "authors": "Manuel Hoffmann; Roberto Mosquera; Adrian Chadi", "journal": "Management Science", "first_online": "2025-09-16", "online_metadata": "", "issue_metadata": "[[2026, 6]]", "tier": "Employment outcome", "domain": "Workplace health", "design": "Randomized encouragement; on-site influenza vaccination", "setting": "Ecuadorian bank", "outcomes": "Vaccination take-up; sickness absence", "finding": "Encouragement increased vaccination participation but did not reduce sickness absence; economic benefit to the firm was not supported.", "identification_risk": "Encouragement effects and vaccination effects differ; influenza season/context and exclusion assumptions for IV interpretation.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2024.04908", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Null absence benefit", "status": "Included", "year": 2025, "practice_group": "Voice, inclusion & support", "design_group": "Randomized experiment", "scope": "Employment outcome", "paper_url": "https://doi.org/10.1287/mnsc.2024.04908", "date_label": "2025-09-16", "citation": "Manuel Hoffmann; Roberto Mosquera; Adrian Chadi (2025). Vaccines at Work: Experimental Evidence from a Firm Campaign Management Science. https://doi.org/10.1287/mnsc.2024.04908", "direction_code": "no_effect", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S037", "doi": "10.1162/rest.a.1622", "title": "Conscientiousness in the Workplace: Evidence from a Field Experiment in West Africa", "authors": "Mathias Allemand; Martina Kirchberger; Sveta Milusheva; Carol Newman; Brent W. Roberts; Vincent Thorne", "journal": "Review of Economics and Statistics", "first_online": "2025-10-29", "online_metadata": "[[2025, 10, 29]]", "issue_metadata": "", "tier": "Employment outcome", "domain": "Conscientiousness training", "design": "Randomized field experiment", "setting": "Low-skilled workers in Senegal", "outcomes": "Retention; earnings; conscientious behavior", "finding": "Behavioral conscientiousness training improved retention and earnings.", "identification_risk": "Worker employment outcomes do not directly establish firm profit or output effects; training is not equivalent to changing a stable trait.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher metadata and author research summary", "source_url": "https://www.voxdev.org/topic/labour-markets/can-workers-be-trained-be-more-conscientious-and-does-it-pay", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive employment outcomes", "status": "Included", "year": 2025, "practice_group": "Learning & development", "design_group": "Randomized experiment", "scope": "Employment outcome", "paper_url": "https://doi.org/10.1162/rest.a.1622", "date_label": "2025-10-29", "citation": "Mathias Allemand; Martina Kirchberger; Sveta Milusheva; Carol Newman; Brent W. Roberts; Vincent Thorne (2025). Conscientiousness in the Workplace: Evidence from a Field Experiment in West Africa Review of Economics and Statistics. https://doi.org/10.1162/rest.a.1622", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S038", "doi": "10.1287/orsc.2024.19407", "title": "Filtering the labor pool: How digitalization redistributes hiring costs", "authors": "Moshe Barach", "journal": "Organization Science", "first_online": "2026-08-19", "online_metadata": "[[2026, 8, 19]]", "issue_metadata": "", "tier": "Employment outcome", "domain": "Recruitment technology", "design": "Randomized platform field experiment", "setting": "Large online labor market", "outcomes": "Interviews; applicant composition; offer rejection; contracted wages", "finding": "Filters reduced interviews but excluded both low- and high-quality applicants. Worse offer-stage outcomes were suggestive among active filter users.", "identification_risk": "Active-use subgroup is selected; distinguish randomized access effects from nonrandom user comparisons. Quality is algorithm-proxied.", "effect": -0.034, "effect_unit": "Relative number of applicants interviewed", "effect_note": "Randomized access: 3.4% fewer interviews; user-subgroup offer effects are suggestive.", "sample": "Not extracted", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/orsc.2024.19407", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Stage-dependent hiring trade-off", "status": "Included", "year": 2026, "practice_group": "Staffing & careers", "design_group": "Randomized experiment", "scope": "Employment outcome", "paper_url": "https://doi.org/10.1287/orsc.2024.19407", "date_label": "2026-08-19", "citation": "Moshe Barach (2026). Filtering the labor pool: How digitalization redistributes hiring costs Organization Science. https://doi.org/10.1287/orsc.2024.19407", "direction_code": "mixed", "direction_rationale": "", "lever": "technology", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S039", "doi": "10.1093/qje/qjag040", "title": "Clause and Effect: Theory and Field Experimental Evidence on Noncompete Clauses", "authors": "Bo Cowgill; Brandon Freiberg; Evan Starr", "journal": "Quarterly Journal of Economics", "first_online": "2026-08-07", "online_metadata": "[[2026, 8, 7]]", "issue_metadata": "[[2026, 10, 12]]", "tier": "Employment outcome", "domain": "Noncompete contracts", "design": "Field experiment; randomized wages and noncompete clauses", "setting": "Two finance firms; short-term freelance recruiters", "outcomes": "Mobility; earnings; confidential-information leakage", "finding": "Removing noncompetes increased mobility and total earnings; no evidence of secret leakage, including rejection of small effects.", "identification_risk": "Short-term recruiter contracts and two firms limit transfer; mobility/earnings are not productivity.", "effect": null, "effect_unit": "", "effect_note": "Mobility +36-52%; worker earnings +12-17%; leakage null.", "sample": "Approximately 14,000 job offers", "depth": "Publisher-deposited abstract and institutional record", "source_url": "https://academic.oup.com/qje/article/141/4/3161/8756424", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "More mobility/earnings; null leakage", "status": "Included", "year": 2026, "practice_group": "Staffing & careers", "design_group": "Randomized experiment", "scope": "Employment outcome", "paper_url": "https://doi.org/10.1093/qje/qjag040", "date_label": "2026-08-07", "citation": "Bo Cowgill; Brandon Freiberg; Evan Starr (2026). Clause and Effect: Theory and Field Experimental Evidence on Noncompete Clauses Quarterly Journal of Economics. https://doi.org/10.1093/qje/qjag040", "direction_code": "mixed", "direction_rationale": "Coded mixed: removing noncompetes increased worker mobility (a retention cost to the firm) with no detected leakage of secrets.", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S040", "doi": "10.1162/rest.a.1866", "title": "Return to Office and the Tenure Distribution", "authors": "David Van Dijcke; Florian Gunsilius; Austin Wright", "journal": "Review of Economics and Statistics", "first_online": "2026-09-08", "online_metadata": "[[2026, 9, 8]]", "issue_metadata": "", "tier": "Employment outcome", "domain": "Return-to-office", "design": "Distributional synthetic controls", "setting": "Microsoft, SpaceX and Apple; resume histories", "outcomes": "Employee tenure and seniority distribution", "finding": "Return mandates were followed by reductions in tenure and seniority, consistent with senior employees leaving.", "identification_risk": "Counterfactual donor fit and contemporaneous firm changes; this study does not measure productivity or innovation losses directly.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract", "source_url": "https://doi.org/10.1162/rest.a.1866", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Loss of seniority/tenure", "status": "Included", "year": 2026, "practice_group": "Work & team design", "design_group": "Quasi-experiment", "scope": "Employment outcome", "paper_url": "https://doi.org/10.1162/rest.a.1866", "date_label": "2026-09-08", "citation": "David Van Dijcke; Florian Gunsilius; Austin Wright (2026). Return to Office and the Tenure Distribution Review of Economics and Statistics. https://doi.org/10.1162/rest.a.1866", "direction_code": "worsened", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S041", "doi": "10.1037/apl0001328", "title": "Bridging the social class capital gap: A psychological intervention in the newcomer adjustment context.", "authors": "Grace J. H. Lim; Marko Pitesa", "journal": "Journal of Applied Psychology", "first_online": "2025-11-13", "online_metadata": "[[2026, 4]]", "issue_metadata": "", "tier": "Rated/proximal performance", "domain": "Newcomer socialization", "design": "Two preregistered field experiments plus development study", "setting": "Newcomers from different social-class backgrounds", "outcomes": "Job performance; engagement; integration; turnover intentions", "finding": "A capital-building intervention improved job performance for lower-social-class newcomers through engagement/integration; turnover intentions did not improve.", "identification_risk": "Subgroup and mediation inference; performance-rating source and objective criterion require full-text audit.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "APA abstract via PubMed/Europe PMC", "source_url": "https://pubmed.ncbi.nlm.nih.gov/41231570/", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive subgroup performance; null intention effect", "status": "Included", "year": 2025, "practice_group": "Staffing & careers", "design_group": "Other experiment / allocation unverified", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1037/apl0001328", "date_label": "2025-11-13", "citation": "Grace J. H. Lim; Marko Pitesa (2025). Bridging the social class capital gap: A psychological intervention in the newcomer adjustment context. Journal of Applied Psychology. https://doi.org/10.1037/apl0001328", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "stated" }, { "id": "S042", "doi": "10.1037/apl0001312", "title": "Off to a hard start: How job rotation reshapes newcomers’ learning and adjustment process.", "authors": "Wei Wu; Wu Liu; Wen Wu; Yuhuan Xia", "journal": "Journal of Applied Psychology", "first_online": "2025-08-07", "online_metadata": "[[2026, 2]]", "issue_metadata": "", "tier": "Rated/proximal performance", "domain": "Job rotation and onboarding", "design": "Field quasi-experiment; 12 repeated waves", "setting": "New nurses", "outcomes": "Task mastery; social integration", "finding": "Rotation created an initial mastery gain, transition setback and renewed gain. Social integration declined; cognitive challenge in the first episode helped later mastery.", "identification_risk": "Mastery/social integration are learning outcomes, not patient quality, productivity or profit.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "255 new nurses", "depth": "APA abstract via PubMed/Europe PMC", "source_url": "https://pubmed.ncbi.nlm.nih.gov/40773318/", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Learning-social integration trade-off", "status": "Included", "year": 2025, "practice_group": "Staffing & careers", "design_group": "Quasi-experiment", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1037/apl0001312", "date_label": "2025-08-07", "citation": "Wei Wu; Wu Liu; Wen Wu; Yuhuan Xia (2025). Off to a hard start: How job rotation reshapes newcomers’ learning and adjustment process. Journal of Applied Psychology. https://doi.org/10.1037/apl0001312", "direction_code": "mixed", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S043", "doi": "10.1037/apl0001277", "title": "The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.", "authors": "Jingqiu Chen; Dana R. Vashdi; Qingyue Fan; Peter A. Bamberger; Gilad Chen", "journal": "Journal of Applied Psychology", "first_online": "2025-03-27", "online_metadata": "[[2025, 10]]", "issue_metadata": "", "tier": "Rated/proximal performance", "domain": "Team development", "design": "Multiwave workplace field experiment", "setting": "Manufacturing company; six months", "outcomes": "Team performance; learning climate; transactive memory", "finding": "Design-thinking team development produced greater performance improvement than after-action reviews.", "identification_risk": "Performance measurement, allocation and number of randomized teams need full-text audit; relative comparison lacks a no-intervention contrast.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "APA abstract via PubMed/Europe PMC", "source_url": "https://pubmed.ncbi.nlm.nih.gov/40146591/", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive versus active comparator", "status": "Included", "year": 2025, "practice_group": "Learning & development", "design_group": "Other experiment / allocation unverified", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1037/apl0001277", "date_label": "2025-03-27", "citation": "Jingqiu Chen; Dana R. Vashdi; Qingyue Fan; Peter A. Bamberger; Gilad Chen (2025). The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective. Journal of Applied Psychology. https://doi.org/10.1037/apl0001277", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S044", "doi": "10.1177/01492063241310153", "title": "The Relationship Between Organizational Authenticity Perceptions and Employees’ Work Performance: Evidence From a Field Experiment", "authors": "Liat Eldor", "journal": "Journal of Management", "first_online": "2025-02-10", "online_metadata": "[[2025, 2, 10]]", "issue_metadata": "[[2026, 4]]", "tier": "Rated/proximal performance", "domain": "Culture and authenticity", "design": "Randomized field experiment", "setting": "Large global consulting company", "outcomes": "Employee work performance; organizational trust", "finding": "An intervention increasing perceived organizational authenticity improved work performance; trust was a proposed mediator.", "identification_risk": "Performance measurement and mediator identification require full-text review; randomized treatment does not automatically identify mediation.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract and first-online date verified", "source_url": "https://journals.sagepub.com/doi/10.1177/01492063241310153", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive", "status": "Included", "year": 2025, "practice_group": "Voice, inclusion & support", "design_group": "Randomized experiment", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1177/01492063241310153", "date_label": "2025-02-10", "citation": "Liat Eldor (2025). The Relationship Between Organizational Authenticity Perceptions and Employees’ Work Performance: Evidence From a Field Experiment Journal of Management. https://doi.org/10.1177/01492063241310153", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S045", "doi": "10.1111/joop.70020", "title": "Cognitive reappraisal emotion regulation interventions in the workplace and their impact on job performance: An ecological momentary intervention approach", "authors": "Ze Zhu; John A. Aitken; JeongJin Kim; Julia I. Baines; Seth A. Kaplan; Reeshad S. Dalal; Jordan Hassani", "journal": "Journal of Occupational and Organizational Psychology", "first_online": "2025-04-04", "online_metadata": "[[2025, 4, 4]]", "issue_metadata": "[[2025, 6]]", "tier": "Rated/proximal performance", "domain": "Emotion-regulation training", "design": "Randomized controlled trial; daily microinterventions", "setting": "Employees; three workweeks plus one-month follow-up", "outcomes": "Self-reported job performance; counterproductive behavior; affect", "finding": "Reappraisal activities improved reported performance and reduced counterproductive behavior; situational reappraisal outperformed emotion reappraisal.", "identification_risk": "Unblinded self-reported outcomes and mediation; no objective output or profit endpoint.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "176 employees (88 intervention; 88 control)", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://onlinelibrary.wiley.com/doi/10.1111/joop.70020", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive self-reported performance", "status": "Included", "year": 2025, "practice_group": "Learning & development", "design_group": "Randomized experiment", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1111/joop.70020", "date_label": "2025-04-04", "citation": "Ze Zhu; John A. Aitken; JeongJin Kim; Julia I. Baines; Seth A. Kaplan; Reeshad S. Dalal; Jordan Hassani (2025). Cognitive reappraisal emotion regulation interventions in the workplace and their impact on job performance: An ecological momentary intervention approach Journal of Occupational and Organizational Psychology. https://doi.org/10.1111/joop.70020", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S046", "doi": "10.1002/job.2884", "title": "Customer‐Oriented Boundary Spanning, Functional Diversity, and Customer Adoption", "authors": "André Wagner; Daan van Knippenberg; Lauren D'Innocenzo", "journal": "Journal of Organizational Behavior", "first_online": "2025-04-02", "online_metadata": "[[2025, 4, 2]]", "issue_metadata": "[[2025, 7]]", "tier": "Rated/proximal performance", "domain": "Team boundary spanning", "design": "Field experiment; customer-oriented intervention", "setting": "Product/service development teams", "outcomes": "Customer adoption of deliverables; information elaboration", "finding": "Customer-focused boundary spanning improved adoption through proposed shared-objective and information-elaboration mechanisms; functional diversity moderated the pathway.", "identification_risk": "Verify workplace/customer context, measurement and total treatment effect before treating this as realized sales; mediation not automatically identified.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "144 teams", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://onlinelibrary.wiley.com/doi/10.1002/job.2884", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; moderated", "status": "Included", "year": 2025, "practice_group": "Work & team design", "design_group": "Other experiment / allocation unverified", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1002/job.2884", "date_label": "2025-04-02", "citation": "André Wagner; Daan van Knippenberg; Lauren D'Innocenzo (2025). Customer‐Oriented Boundary Spanning, Functional Diversity, and Customer Adoption Journal of Organizational Behavior. https://doi.org/10.1002/job.2884", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S047", "doi": "10.1111/peps.12685", "title": "Harnessing the Potential of Workday Design: The Sequencing of Task Difficulty and Its Implications for Workday Well‐Being and Performance", "authors": "Chen Zhang; Zhaodong (Alan) Qiu; Helen H. Zhao; Mengxi Yang; Wansi Chen; Yuan Ma", "journal": "Personnel Psychology", "first_online": "2025-05-11", "online_metadata": "[[2025, 5, 11]]", "issue_metadata": "[[2025, 12]]", "tier": "Rated/proximal performance", "domain": "Workday design", "design": "Field experiment plus experience-sampling replication", "setting": "Two organizations", "outcomes": "Extra-role performance; fatigue; relaxation", "finding": "Scheduling difficult tasks earlier improved fatigue/relaxation and daily extra-role performance, with pacing-style moderation.", "identification_risk": "No verified firm financial endpoint; field-experimental and correlational evidence should be separated.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "166 employees in experiment; 226 in second study", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://onlinelibrary.wiley.com/doi/10.1111/peps.12685", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; moderated", "status": "Included", "year": 2025, "practice_group": "Work & team design", "design_group": "Other experiment / allocation unverified", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1111/peps.12685", "date_label": "2025-05-11", "citation": "Chen Zhang; Zhaodong (Alan) Qiu; Helen H. Zhao; Mengxi Yang; Wansi Chen; Yuan Ma (2025). Harnessing the Potential of Workday Design: The Sequencing of Task Difficulty and Its Implications for Workday Well‐Being and Performance Personnel Psychology. https://doi.org/10.1111/peps.12685", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S048", "doi": "10.1037/apl0001361", "title": "The effects of food insecurity on work outcomes.", "authors": "Jason H. Moy; Ussama Ahmad Khan; Wei Jee Ong; Christopher M. Barnes", "journal": "Journal of Applied Psychology", "first_online": "2026-02-19", "online_metadata": "[[2026, 10]]", "issue_metadata": "", "tier": "Rated/proximal performance", "domain": "Food benefits and employee support", "design": "Field experiment plus recall experiment and within-person diary study", "setting": "Food-insecure employees; field intervention providing food", "outcomes": "Task performance; work engagement; organizational citizenship behavior", "finding": "The field experiment found that providing food to food-insecure employees improved work outcomes. Anxiety was a proposed pathway.", "identification_risk": "Allocation protocol and performance measurement are not fully audited; no direct sales, profit or intervention ROI estimate extracted.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "APA abstract via PubMed/Europe PMC", "source_url": "https://pubmed.ncbi.nlm.nih.gov/41712361/", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive work outcomes", "status": "Included", "year": 2026, "practice_group": "Voice, inclusion & support", "design_group": "Other experiment / allocation unverified", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1037/apl0001361", "date_label": "2026-02-19", "citation": "Jason H. Moy; Ussama Ahmad Khan; Wei Jee Ong; Christopher M. Barnes (2026). The effects of food insecurity on work outcomes. Journal of Applied Psychology. https://doi.org/10.1037/apl0001361", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S049", "doi": "10.1007/s10869-026-10155-7", "title": "Stimulating gender-diverse teams’ creativity through team diversity training: A field experiment", "authors": "Christoph Reinert; Claudia Buengeler; Bart Voorn; Astrid C. Homan", "journal": "Journal of Business and Psychology", "first_online": "2026-10-03", "online_metadata": "[[2026, 10, 3]]", "issue_metadata": "", "tier": "Rated/proximal performance", "domain": "Team diversity training", "design": "Randomized field experiment; two training variants versus no training", "setting": "Intact organizational teams", "outcomes": "Team creativity; information elaboration; team identification", "finding": "Partial support: combined identification/elaboration training showed a conditional creativity pathway in highly gender-diverse teams; active-training contrast was not significant.", "identification_risk": "Do not conclude one training component is causally superior from a nonsignificant active-arm contrast; mediation is exploratory/conditional.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "446 people in 57 teams", "depth": "Publisher-deposited abstract", "source_url": "https://link.springer.com/article/10.1007/s10869-026-10155-7", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Partial/conditional; active-arm contrast null", "status": "Included", "year": 2026, "practice_group": "Voice, inclusion & support", "design_group": "Randomized experiment", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1007/s10869-026-10155-7", "date_label": "2026-10-03", "citation": "Christoph Reinert; Claudia Buengeler; Bart Voorn; Astrid C. Homan (2026). Stimulating gender-diverse teams’ creativity through team diversity training: A field experiment Journal of Business and Psychology. https://doi.org/10.1007/s10869-026-10155-7", "direction_code": "no_effect", "direction_rationale": "Coded no effect: the active-training contrast was not significant; only a conditional indirect pathway was supported.", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S050", "doi": "10.1111/joop.70138", "title": "Employee health and performance promotion through the off‐job crafting intervention: A randomized crossover trial", "authors": "Miika Kujanpää; Claus W. Frølund; Etty R. Nilsen; Anja H. Olafsen", "journal": "Journal of Occupational and Organizational Psychology", "first_online": "2026-06-29", "online_metadata": "[[2026, 6, 29]]", "issue_metadata": "[[2026, 9]]", "tier": "Rated/proximal performance", "domain": "Recovery and off-job crafting", "design": "Randomized crossover trial", "setting": "Knowledge workers in three organizations", "outcomes": "Reported performance; recovery; stress", "finding": "Recovery and stress improved, but performance did not change significantly.", "identification_risk": "Short intervention and self-reported outcomes; crossover carryover assumptions.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "136 workers", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://onlinelibrary.wiley.com/doi/10.1111/joop.70138", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Null performance; better recovery", "status": "Included", "year": 2026, "practice_group": "Work & team design", "design_group": "Randomized experiment", "scope": "Rated/proximal performance", "paper_url": "https://doi.org/10.1111/joop.70138", "date_label": "2026-06-29", "citation": "Miika Kujanpää; Claus W. Frølund; Etty R. Nilsen; Anja H. Olafsen (2026). Employee health and performance promotion through the off‐job crafting intervention: A randomized crossover trial Journal of Occupational and Organizational Psychology. https://doi.org/10.1111/joop.70138", "direction_code": "no_effect", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S051", "doi": "10.1257/aer.20231247", "title": "Mission Motivation and Public Sector Performance: Experimental Evidence from Pakistan", "authors": "Muhammad Yasir Khan", "journal": "American Economic Review", "first_online": "2025-07-01", "online_metadata": "", "issue_metadata": "[[2025, 7, 1]]", "tier": "Adjacent: public service", "domain": "Mission motivation training", "design": "Randomized field experiment", "setting": "Community health workers in Pakistan", "outcomes": "Household visits; task performance; child health", "finding": "Mission-focused training improved multiple work activities and child health outcomes.", "identification_risk": "Public-service production is relevant organizational evidence, not private-firm profitability.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://www.aeaweb.org/articles?id=10.1257/aer.20231247", "date_basis": "Issue publication date; separate first-online date unavailable.", "direction": "Positive public-service output", "status": "Included", "year": 2025, "practice_group": "Voice, inclusion & support", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1257/aer.20231247", "date_label": "2025-07-01", "citation": "Muhammad Yasir Khan (2025). Mission Motivation and Public Sector Performance: Experimental Evidence from Pakistan American Economic Review. https://doi.org/10.1257/aer.20231247", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S052", "doi": "10.1257/aeri.20240581", "title": "Long-Term and Lasting Impacts of Personal Initiative Training on Entrepreneurial Success", "authors": "Francisco Campos; Michael Frese; Leonardo Iacovone; Hillary C. Johnson; David McKenzie; Mona Mensmann", "journal": "American Economic Review Insights", "first_online": null, "online_metadata": "", "issue_metadata": "[[2025, 12, 1]]", "tier": "Adjacent: entrepreneur training", "domain": "Personal initiative training", "design": "Long-term follow-up of randomized business-training trial", "setting": "Entrepreneurs in Togo", "outcomes": "Business profits and entrepreneurial performance", "finding": "Long-term follow-up evaluates persistence of personal-initiative training benefits; precise estimate not extracted here.", "identification_risk": "Owner training rather than workforce HR; long-term attrition, business survival and multiple follow-up outcomes.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher record; full follow-up results not audited", "source_url": "https://www.aeaweb.org/articles?id=10.1257/aeri.20240581", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Long-term positive effects reported", "status": "Included", "year": 2025, "practice_group": "Learning & development", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1257/aeri.20240581", "date_label": "2025 · exact online date unverified", "citation": "Francisco Campos; Michael Frese; Leonardo Iacovone; Hillary C. Johnson; David McKenzie; Mona Mensmann (2025). Long-Term and Lasting Impacts of Personal Initiative Training on Entrepreneurial Success American Economic Review Insights. https://doi.org/10.1257/aeri.20240581", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S053", "doi": "10.1257/aeri.20230594", "title": "Promotions and Productivity: The Role of Meritocracy and Pay Progression in the Public Sector", "authors": "Erika Deserranno; Philipp Kastrau; Gianmarco León-Ciliotta", "journal": "American Economic Review Insights", "first_online": null, "online_metadata": "", "issue_metadata": "[[2025, 3, 1]]", "tier": "Adjacent: public service", "domain": "Meritocratic promotion and pay progression", "design": "Field experiment; exogenous promotion/pay information", "setting": "Sierra Leone Ministry of Health", "outcomes": "Health-worker performance", "finding": "Tests how meritocratic promotion and perceived pay progression affect performance; exact treatment estimates were not extracted.", "identification_risk": "Public-sector setting; full treatment contrasts and outcome definitions need extraction.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract and author study description", "source_url": "https://www.aeaweb.org/articles?id=10.1257/aeri.20230594", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Treatment-specific; no pooled estimate extracted", "status": "Included", "year": 2025, "practice_group": "Staffing & careers", "design_group": "Other experiment / allocation unverified", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1257/aeri.20230594", "date_label": "2025 · exact online date unverified", "citation": "Erika Deserranno; Philipp Kastrau; Gianmarco León-Ciliotta (2025). Promotions and Productivity: The Role of Meritocracy and Pay Progression in the Public Sector American Economic Review Insights. https://doi.org/10.1257/aeri.20230594", "direction_code": "unclear", "direction_rationale": "Coded unclear: the abstract does not report the direction of the main treatment effects.", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S054", "doi": "10.1017/eec.2025.2", "title": "Do social comparisons motivate workers? A field experiment on relative earnings, labor supply and the inhibitory effect of pay inequality", "authors": "Emiliano Huet-Vaughn", "journal": "Experimental Economics", "first_online": "2025-04-10", "online_metadata": "[[2025, 4, 10]]", "issue_metadata": "[[2025, 1]]", "tier": "Adjacent: lab/task", "domain": "Relative earnings disclosure", "design": "Field experiment; cross-randomized disclosure and piece rates", "setting": "Short piece-rate labor tasks", "outcomes": "Labor effort and labor-supply elasticity", "finding": "Relative-earnings information increased effort when piece rates were equal; unequal piece rates eliminated the gain.", "identification_risk": "Short task setting and compensation context; first publisher date may predate Cambridge migration.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://doi.org/10.1017/eec.2025.2", "date_basis": "Cambridge platform date can be migration date; original publication history unresolved.", "direction": "Positive under equal piece rates; null with inequality", "status": "Date unresolved", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1017/eec.2025.2", "date_label": "2025-04-10", "citation": "Emiliano Huet-Vaughn (2025). Do social comparisons motivate workers? A field experiment on relative earnings, labor supply and the inhibitory effect of pay inequality Experimental Economics. https://doi.org/10.1017/eec.2025.2", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S055", "doi": "10.1037/apl0001296", "title": "How and for whom using generative AI affects creativity: A field experiment.", "authors": "Shuhua Sun; Zhuyi Angelina Li; Maw-Der Foo; Jing Zhou; Jackson G. Lu", "journal": "Journal of Applied Psychology", "first_online": "2025-06-16", "online_metadata": "[[2025, 12]]", "issue_metadata": "", "tier": "Adjacent: AI/work design", "domain": "AI and creativity", "design": "Randomized workplace field experiment", "setting": "Technology consulting firm", "outcomes": "Supervisor- and external-rated creativity", "finding": "LLM access improved rated creativity, especially among workers using stronger metacognitive strategies.", "identification_risk": "Rated creativity is not innovation revenue; moderator and mediation claims need stronger assumptions than randomized access.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "APA abstract via PubMed/Europe PMC", "source_url": "https://doi.org/10.1037/apl0001296", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; moderated", "status": "Included", "year": 2025, "practice_group": "AI & technology", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1037/apl0001296", "date_label": "2025-06-16", "citation": "Shuhua Sun; Zhuyi Angelina Li; Maw-Der Foo; Jing Zhou; Jackson G. Lu (2025). How and for whom using generative AI affects creativity: A field experiment. Journal of Applied Psychology. https://doi.org/10.1037/apl0001296", "direction_code": "improved", "direction_rationale": "", "lever": "technology", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S056", "doi": "10.1086/735511", "title": "The Allocation of Incentives in Multilayered Organizations: Evidence from a Community Health Program in Sierra Leone", "authors": "Erika Deserranno; A. Stefano Caria; Philipp Kastrau; Gianmarco León-Ciliotta", "journal": "Journal of Political Economy", "first_online": null, "online_metadata": "", "issue_metadata": "[[2025, 8, 1]]", "tier": "Adjacent: public service", "domain": "Incentive allocation across hierarchy", "design": "Field experiment with reduced-form and structural analyses", "setting": "Community-health hierarchy in Sierra Leone", "outcomes": "Health-worker and supervisor performance", "finding": "The placement of incentives across organizational layers matters; effort complementarities and contractual frictions shape outcomes.", "identification_risk": "Separate experimental treatment comparisons from structural-model policy extrapolations; no private-business endpoint.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://www.journals.uchicago.edu/doi/10.1086/735511", "date_basis": "2025 issue; exact first-online date not extracted.", "direction": "Allocation-dependent", "status": "Included", "year": 2025, "practice_group": "Pay & performance management", "design_group": "Other experiment / allocation unverified", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1086/735511", "date_label": "2025 · exact online date unverified", "citation": "Erika Deserranno; A. Stefano Caria; Philipp Kastrau; Gianmarco León-Ciliotta (2025). The Allocation of Incentives in Multilayered Organizations: Evidence from a Community Health Program in Sierra Leone Journal of Political Economy. https://doi.org/10.1086/735511", "direction_code": "unclear", "direction_rationale": "Coded unclear: results depend on where incentives are placed; no single direction is reported.", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S057", "doi": "10.1016/j.leaqua.2025.101869", "title": "The value of leadership: Evidence from a large-scale field experiment", "authors": "Florian Englmaier; Stefan Grimm; Dominik Grothe; David Schindler; Simeon Schudy", "journal": "Leadership Quarterly", "first_online": null, "online_metadata": "", "issue_metadata": "[[2025, 5]]", "tier": "Adjacent: lab/task", "domain": "Leadership and coordination", "design": "Randomized leadership encouragement in field task", "setting": "Complex nonroutine team task / escape-room setting", "outcomes": "Task performance; solution originality", "finding": "Encouraging teams to appoint a motivating or coordinating leader improved team performance without reducing originality.", "identification_risk": "Commercial task environment, but not an experiment on ordinary employee production or firm financial outcomes.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "281 teams; 1,273 participants", "depth": "Publisher abstract and institutional record; task setting checked", "source_url": "https://www.sciencedirect.com/science/article/pii/S1048984325000086", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive task performance", "status": "Included", "year": 2025, "practice_group": "Work & team design", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1016/j.leaqua.2025.101869", "date_label": "2025 · exact online date unverified", "citation": "Florian Englmaier; Stefan Grimm; Dominik Grothe; David Schindler; Simeon Schudy (2025). The value of leadership: Evidence from a large-scale field experiment Leadership Quarterly. https://doi.org/10.1016/j.leaqua.2025.101869", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S058", "doi": "10.1287/mnsc.2022.03844", "title": "The Power of Disagreement: A Field Experiment to Investigate Human–Algorithm Collaboration in Loan Evaluations", "authors": "Hongchang Wang; Yingjie Zhang; Tian Lu", "journal": "Management Science", "first_online": "2025-07-04", "online_metadata": "", "issue_metadata": "[[2026, 1]]", "tier": "Adjacent: AI/work design", "domain": "Human-algorithm collaboration", "design": "Field experiment varying information and algorithm rationale", "setting": "Loan evaluators", "outcomes": "Loan-evaluation decision quality", "finding": "Human-algorithm combinations outperformed either alone under studied conditions; benefits depended on effective disagreement.", "identification_risk": "Decision-quality criterion and experimental evaluations are not realized portfolio returns.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2022.03844", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; design dependent", "status": "Included", "year": 2025, "practice_group": "AI & technology", "design_group": "Other experiment / allocation unverified", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1287/mnsc.2022.03844", "date_label": "2025-07-04", "citation": "Hongchang Wang; Yingjie Zhang; Tian Lu (2025). The Power of Disagreement: A Field Experiment to Investigate Human–Algorithm Collaboration in Loan Evaluations Management Science. https://doi.org/10.1287/mnsc.2022.03844", "direction_code": "improved", "direction_rationale": "", "lever": "technology", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S059", "doi": "10.1287/orsc.2023.17590", "title": "Does a Theory-of-Value Add Value? Evidence from a Randomized Control Trial with Tanzanian Entrepreneurs", "authors": "Rajshree Agarwal; Francesca Bacco; Arnaldo Camuffo; Andrea Coali; Alfonso Gambardella; Haji Msangi; Steven Sonka; Anna Temu; Betty Waized; Audra Wormald", "journal": "Organization Science", "first_online": "2025-03-14", "online_metadata": "", "issue_metadata": "[[2025, 3]]", "tier": "Adjacent: entrepreneur training", "domain": "Theory-based decision training", "design": "Randomized comparison of two training approaches", "setting": "Tanzanian agribusiness entrepreneurs", "outcomes": "Business economic performance", "finding": "Theory-and-evidence training outperformed evidence-only training during follow-up.", "identification_risk": "Relative comparison of training approaches, not training versus no training; owner rather than employee intervention.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://pubsonline.informs.org/doi/10.1287/orsc.2023.17590", "date_basis": "Publisher first-online date verified.", "direction": "Positive active-arm contrast", "status": "Included", "year": 2025, "practice_group": "Learning & development", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1287/orsc.2023.17590", "date_label": "2025-03-14", "citation": "Rajshree Agarwal; Francesca Bacco; Arnaldo Camuffo; Andrea Coali; Alfonso Gambardella; Haji Msangi; Steven Sonka; Anna Temu; Betty Waized; Audra Wormald (2025). Does a Theory-of-Value Add Value? Evidence from a Randomized Control Trial with Tanzanian Entrepreneurs Organization Science. https://doi.org/10.1287/orsc.2023.17590", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S060", "doi": "10.1093/qje/qjae044", "title": "Generative AI at Work", "authors": "Erik Brynjolfsson; Danielle Li; Lindsey Raymond", "journal": "Quarterly Journal of Economics", "first_online": "2025-02-04", "online_metadata": "[[2025, 2, 4]]", "issue_metadata": "[[2025, 4, 8]]", "tier": "Adjacent: AI/work design", "domain": "AI assistance", "design": "Staggered deployment difference-in-differences", "setting": "Customer-support workers at a large company", "outcomes": "Issues resolved per hour; quality; learning", "finding": "AI assistance increased issues resolved per hour by about 15%, with larger gains for less-experienced/lower-skilled workers.", "identification_risk": "Rollout trends and selection; intervention is work technology, not an isolated HR practice.", "effect": 0.15, "effect_unit": "Relative issues resolved per hour", "effect_note": "15% average reported effect, not firm profit.", "sample": "5,172 agents", "depth": "Publisher abstract and study context verified", "source_url": "https://academic.oup.com/qje/article/140/2/889/7990658", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; heterogeneous", "status": "Included", "year": 2025, "practice_group": "AI & technology", "design_group": "Quasi-experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1093/qje/qjae044", "date_label": "2025-02-04", "citation": "Erik Brynjolfsson; Danielle Li; Lindsey Raymond (2025). Generative AI at Work Quarterly Journal of Economics. https://doi.org/10.1093/qje/qjae044", "direction_code": "improved", "direction_rationale": "", "lever": "technology", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S061", "doi": "10.1037/apl0001359", "title": "For good and for bad: The distinctive effects of successors’ leadership behavior on collective engagement and organizational performance.", "authors": "Katherine J. Klein; Shoshana Schwartz; J. R. Keller; David A. Harrison; Jeffrey R. Vittengl; N. Andrew Cohen", "journal": "Journal of Applied Psychology", "first_online": "2026-03-05", "online_metadata": "[[2026, 9]]", "issue_metadata": "", "tier": "Adjacent: public service", "domain": "Leadership succession and coaching", "design": "Longitudinal quasi-experiment", "setting": "US elementary schools", "outcomes": "Collective engagement; organizational performance", "finding": "Successor coaching improved outcomes when perceived need for change was high but backfired when low; vision communication did not change performance.", "identification_risk": "Succession/coaching selection and school-level confounding; school performance is not business profit.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "113 schools", "depth": "APA abstract via PubMed/Europe PMC", "source_url": "https://doi.org/10.1037/apl0001359", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Context-dependent; vision communication null", "status": "Included", "year": 2026, "practice_group": "Work & team design", "design_group": "Quasi-experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1037/apl0001359", "date_label": "2026-03-05", "citation": "Katherine J. Klein; Shoshana Schwartz; J. R. Keller; David A. Harrison; Jeffrey R. Vittengl; N. Andrew Cohen (2026). For good and for bad: The distinctive effects of successors’ leadership behavior on collective engagement and organizational performance. Journal of Applied Psychology. https://doi.org/10.1037/apl0001359", "direction_code": "mixed", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S062", "doi": "10.1111/jems.70028", "title": "Incentive and Signaling Effects of Bonus Payments: An Experiment in a Company", "authors": "Marvin Deversi; Lisa Spantig", "journal": "Journal of Economics and Management Strategy", "first_online": "2026-03-23", "online_metadata": "[[2026, 3, 23]]", "issue_metadata": "", "tier": "Adjacent: lab/task", "domain": "Bonus signals", "design": "Artefactual field experiment with employees and managers", "setting": "Stylized company-role game", "outcomes": "Game effort and incentive responses", "finding": "Examines incentive and signaling channels of bonus payments; realized business-output effects not established.", "identification_risk": "Real employees playing a stylized game do not make the outcome a firm-level performance measure.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://onlinelibrary.wiley.com/doi/10.1111/jems.70028", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Mechanism evidence", "status": "Included", "year": 2026, "practice_group": "Pay & performance management", "design_group": "Other experiment / allocation unverified", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1111/jems.70028", "date_label": "2026-03-23", "citation": "Marvin Deversi; Lisa Spantig (2026). Incentive and Signaling Effects of Bonus Payments: An Experiment in a Company Journal of Economics and Management Strategy. https://doi.org/10.1111/jems.70028", "direction_code": "unclear", "direction_rationale": "Coded unclear: mechanism evidence from a stylized game; no business-output effect.", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S063", "doi": "10.1086/740219", "title": "Training, Communications Patterns, and Spillovers inside Organizations", "authors": "Miguel Espinosa; Christopher Stanton", "journal": "Journal of Political Economy", "first_online": "2026-05-27", "online_metadata": "", "issue_metadata": "[[2026, 7, 1]]", "tier": "Adjacent: public service", "domain": "Training and hierarchical spillovers", "design": "Randomized training plus structural hierarchy model", "setting": "Government agency", "outcomes": "Frontline output; managerial assistance/time allocation", "finding": "Training raised frontline output and reduced demands on managers. Model-based managerial spillovers accounted for about 45% of total benefits.", "identification_risk": "The 45% decomposition is structural/model-based, not a separately randomized managerial effect.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract and publication history verified", "source_url": "https://www.journals.uchicago.edu/doi/10.1086/740219", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive; model-based spillovers", "status": "Included", "year": 2026, "practice_group": "Learning & development", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1086/740219", "date_label": "2026-05-27", "citation": "Miguel Espinosa; Christopher Stanton (2026). Training, Communications Patterns, and Spillovers inside Organizations Journal of Political Economy. https://doi.org/10.1086/740219", "direction_code": "improved", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S064", "doi": "10.1093/jeea/jvag008", "title": "Leveraging Social Comparisons: The Role of Peer Assignment Policies for Productivity and Stress", "authors": "Julien Senn; Jan Schmitz; Christian Zehnder", "journal": "Journal of the European Economic Association", "first_online": "2026-02-24", "online_metadata": "[[2026, 2, 24]]", "issue_metadata": "[[2026, 8, 5]]", "tier": "Adjacent: lab/task", "domain": "Peer-comparison assignment", "design": "Large real-effort experiment", "setting": "Controlled labor tasks with peer matching", "outcomes": "Output/productivity; stress", "finding": "Self-chosen peers motivated performance as effectively as targeted matching; targeted assignment raised stress more.", "identification_risk": "Labor-task setting; stress and productivity comparisons do not directly identify firm profit.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract and metadata", "source_url": "https://academic.oup.com/jeea/advance-article/doi/10.1093/jeea/jvag008", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive output; stress trade-off", "status": "Included", "year": 2026, "practice_group": "Pay & performance management", "design_group": "Other experiment / allocation unverified", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1093/jeea/jvag008", "date_label": "2026-02-24", "citation": "Julien Senn; Jan Schmitz; Christian Zehnder (2026). Leveraging Social Comparisons: The Role of Peer Assignment Policies for Productivity and Stress Journal of the European Economic Association. https://doi.org/10.1093/jeea/jvag008", "direction_code": "improved", "direction_rationale": "Coded improved: self-chosen and targeted peers both motivated performance; the trade-off concerns stress, not output.", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S065", "doi": "10.1287/mnsc.2021.00840", "title": "Peer Evaluation and Team Performance: An Experiment on Complex Problem Solving", "authors": "John Morgan; Henrik Orzen; Dana Sisak", "journal": "Management Science", "first_online": "2026-05-07", "online_metadata": "[[2026, 5, 7]]", "issue_metadata": "", "tier": "Adjacent: lab/task", "domain": "Peer evaluation and team pay", "design": "Two laboratory experiments", "setting": "Three-person complex-problem-solving groups; in person and online", "outcomes": "Answer quality; work time; communication", "finding": "Pay-determining peer evaluations did not significantly improve team performance, despite more motivation, work and communication.", "identification_risk": "Laboratory task and short-run incentives limit transfer to workplace teams.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher-deposited abstract", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2021.00840", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Null performance", "status": "Included", "year": 2026, "practice_group": "Pay & performance management", "design_group": "Other experiment / allocation unverified", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1287/mnsc.2021.00840", "date_label": "2026-05-07", "citation": "John Morgan; Henrik Orzen; Dana Sisak (2026). Peer Evaluation and Team Performance: An Experiment on Complex Problem Solving Management Science. https://doi.org/10.1287/mnsc.2021.00840", "direction_code": "no_effect", "direction_rationale": "", "lever": "employer", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S066", "doi": "10.1287/mnsc.2025.00535", "title": "The Effects of Generative AI on High-Skilled Work: Evidence from Three Field Experiments with Software Developers", "authors": "Kevin Zheyuan Cui; Mert Demirer; Sonia Jaffe; Leon Musolff; Sida Peng; Tobias Salz", "journal": "Management Science", "first_online": "2026-02-27", "online_metadata": "[[2026, 2, 27]]", "issue_metadata": "", "tier": "Adjacent: AI/work design", "domain": "AI coding assistance", "design": "Three randomized controlled field trials", "setting": "Microsoft, Accenture and an unnamed Fortune 100 company", "outcomes": "Completed software-development tasks", "finding": "Combined analysis reported higher task completion with AI; effects were noisy and differed across experiments, with larger gains among less-experienced developers.", "identification_risk": "Check pooled estimand and treatment uptake before translating to access-policy ROI; completed tasks are not code quality or profits.", "effect": 0.2608, "effect_unit": "Reported pooled relative completed-task effect", "effect_note": "26.08%; reported SE 10.3 percentage points; estimand should be checked in full text.", "sample": "4,867 developers", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2025.00535", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive pooled; noisy individual trials", "status": "Included", "year": 2026, "practice_group": "AI & technology", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1287/mnsc.2025.00535", "date_label": "2026-02-27", "citation": "Kevin Zheyuan Cui; Mert Demirer; Sonia Jaffe; Leon Musolff; Sida Peng; Tobias Salz (2026). The Effects of Generative AI on High-Skilled Work: Evidence from Three Field Experiments with Software Developers Management Science. https://doi.org/10.1287/mnsc.2025.00535", "direction_code": "improved", "direction_rationale": "", "lever": "technology", "depth_level": "abstract", "prereg": "not_checked" }, { "id": "S067", "doi": "10.1287/orsc.2025.21838", "title": "Navigating the Jagged Technological Frontier: Field Experimental Evidence of the Effects of Artificial Intelligence on Knowledge Worker Productivity and Quality", "authors": "Fabrizio Dell’Acqua; Edward McFowland; Ethan Mollick; Hila Lifshitz; Katherine C. Kellogg; Saran Rajendran; Lisa Krayer; François Candelon; Karim R. Lakhani", "journal": "Organization Science", "first_online": "2026-03-11", "online_metadata": "", "issue_metadata": "[[2026, 3]]", "tier": "Adjacent: AI/work design", "domain": "AI and professional work", "design": "Preregistered randomized lab-in-field experiment", "setting": "Consultants; business problem tasks", "outcomes": "Task productivity and quality; correctness", "finding": "AI improved performance on tasks within its capabilities but could worsen correctness outside that frontier.", "identification_risk": "Professional experimental tasks are not realized firm revenue; task and model dependence.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract/experiment description; effect sizes not extracted", "source_url": "https://pubsonline.informs.org/doi/10.1287/orsc.2025.21838", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Task-dependent", "status": "Included", "year": 2026, "practice_group": "AI & technology", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1287/orsc.2025.21838", "date_label": "2026-03-11", "citation": "Fabrizio Dell’Acqua; Edward McFowland; Ethan Mollick; Hila Lifshitz; Katherine C. Kellogg; Saran Rajendran; Lisa Krayer; François Candelon; Karim R. Lakhani (2026). Navigating the Jagged Technological Frontier: Field Experimental Evidence of the Effects of Artificial Intelligence on Knowledge Worker Productivity and Quality Organization Science. https://doi.org/10.1287/orsc.2025.21838", "direction_code": "mixed", "direction_rationale": "", "lever": "technology", "depth_level": "abstract", "prereg": "stated" }, { "id": "S068", "doi": "10.1287/orsc.2025.20702", "title": "The Cybernetic Teammate: A Field Experiment on Generative AI and Teamwork", "authors": "Fabrizio Dell’Acqua; Charles Ayoubi; Hila Lifshitz; Raffaella Sadun; Ethan Mollick; Lilach Mollick; Yi Han; Jeff Goldman; Hari Nair; Stew Taub; Karim R. Lakhani", "journal": "Organization Science", "first_online": "2026-06-12", "online_metadata": "", "issue_metadata": "[[2026, 7]]", "tier": "Adjacent: AI/work design", "domain": "AI and team design", "design": "Preregistered randomized field experiment; AI by individual/team factorial", "setting": "Procter & Gamble professionals; product-innovation challenges", "outcomes": "Innovation-solution quality; functional integration", "finding": "Individuals using AI matched teams without AI on evaluated performance; AI improved cross-functional balance and idea quality.", "identification_risk": "One innovation exercise; evaluated ideas are not realized product sales or long-term team effectiveness.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "791 professionals", "depth": "Publisher abstract verified", "source_url": "https://pubsonline.informs.org/doi/10.1287/orsc.2025.20702", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Positive on professional tasks", "status": "Included", "year": 2026, "practice_group": "AI & technology", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1287/orsc.2025.20702", "date_label": "2026-06-12", "citation": "Fabrizio Dell’Acqua; Charles Ayoubi; Hila Lifshitz; Raffaella Sadun; Ethan Mollick; Lilach Mollick; Yi Han; Jeff Goldman; Hari Nair; Stew Taub; Karim R. Lakhani (2026). The Cybernetic Teammate: A Field Experiment on Generative AI and Teamwork Organization Science. https://doi.org/10.1287/orsc.2025.20702", "direction_code": "improved", "direction_rationale": "", "lever": "technology", "depth_level": "abstract", "prereg": "stated" }, { "id": "S069", "doi": "10.1093/qje/qjag004", "title": "How Do You Identify a Good Manager?", "authors": "Ben Weidmann; Joseph Vecci; Farah Said; Sonia Bhalotra; Achyuta Adhvaryu; Anant Nyshadham; Jorge Tamayo; David Deming", "journal": "Quarterly Journal of Economics", "first_online": "2026-01-21", "online_metadata": "[[2026, 1, 21]]", "issue_metadata": "[[2026, 4, 10]]", "tier": "Adjacent: lab/task", "domain": "Manager selection", "design": "Randomized manager/team assignments and selection-rule experiment", "setting": "Controlled team-production experiment", "outcomes": "Experimental team output", "finding": "Manager contributions mattered substantially; self-selected managers performed worse than randomly selected managers.", "identification_risk": "Controlled task effects do not establish the return to a manager-selection policy in an operating firm.", "effect": null, "effect_unit": "", "effect_note": "No single comparable estimate extracted.", "sample": "Not extracted", "depth": "Publisher abstract and experimental design discussion", "source_url": "https://academic.oup.com/qje/article/141/2/1581/8435315", "date_basis": "Publisher-deposited first-online date; day absent where unavailable.", "direction": "Manager-selection dependent", "status": "Included", "year": 2026, "practice_group": "Staffing & careers", "design_group": "Randomized experiment", "scope": "Adjacent evidence", "paper_url": "https://doi.org/10.1093/qje/qjag004", "date_label": "2026-01-21", "citation": "Ben Weidmann; Joseph Vecci; Farah Said; Sonia Bhalotra; Achyuta Adhvaryu; Anant Nyshadham; Jorge Tamayo; David Deming (2026). How Do You Identify a Good Manager? Quarterly Journal of Economics. https://doi.org/10.1093/qje/qjag004", "direction_code": "worsened", "direction_rationale": "Coded worsened for the practice of letting managers self-select: they performed worse than randomly selected managers.", "lever": "employer", "depth_level": "methods", "prereg": "not_checked" } ], "screening": [ { "doi": "10.1037/apl0001241", "title": "Do human resource systems indeed have “system” effects? The dual internal fit model of a high-performance work system.", "journal": "Journal of Applied Psychology", "online": "2024-10-07", "reason": "First online 2024-10-07; 2025 issue is outside first-online window.", "source_url": "https://doi.org/10.1037/apl0001241" }, { "doi": "10.1037/apl0001245", "title": "Experimental examination of the incentive and sorting effects of pay-for-performance on creative performance.", "journal": "Journal of Applied Psychology", "online": "2024-10-31", "reason": "First online 2024-10-31; also laboratory creative-task evidence.", "source_url": "https://doi.org/10.1037/apl0001245" }, { "doi": "10.1037/apl0001220", "title": "Enhancing team crafting through proactive motivation: An intervention study.", "journal": "Journal of Applied Psychology", "online": "2024-09-26", "reason": "First online 2024-09-26, despite 2025 issue assignment.", "source_url": "https://doi.org/10.1037/apl0001220" }, { "doi": "10.1287/mnsc.2022.02084", "title": "The Effects of Real-Time Feedback on Effort and Performance: Evidence from a Natural Quasi-Experiment", "journal": "Management Science", "online": "2024-08-09", "reason": "First online 2024-08-09; otherwise relevant refereeing feedback quasi-experiment.", "source_url": "https://doi.org/10.1287/mnsc.2022.02084" }, { "doi": "10.1287/mnsc.2023.01340", "title": "Do Physicians Improve More from Positive or Negative Feedback?", "journal": "Management Science", "online": "2024-09-02", "reason": "First online 2024-09-02; otherwise relevant physician-feedback quasi-experiment.", "source_url": "https://doi.org/10.1287/mnsc.2023.01340" }, { "doi": "10.1287/mnsc.2023.01661", "title": "Kinks as Goals: Accelerating Commissions and the Performance of Sales Teams", "journal": "Management Science", "online": "2024-09-17", "reason": "First online 2024-09-17; no new 2025 publication.", "source_url": "https://doi.org/10.1287/mnsc.2023.01661" }, { "doi": "10.1287/mnsc.2022.02072", "title": "Rank-and-File Employee Stock Options and Workplace Safety", "journal": "Management Science", "online": null, "reason": "First online 2024 (publisher); 2025 issue does not meet first-online rule.", "source_url": "https://pubsonline.informs.org/doi/10.1287/mnsc.2022.02072" }, { "doi": "10.1287/orsc.2023.17952", "title": "Improving Virtual Team Collaboration Paradox Management: A Field Experiment", "journal": "Organization Science", "online": "2024-06-25", "reason": "First online 2024-06-25; 2025 issue assignment.", "source_url": "https://doi.org/10.1287/orsc.2023.17952" }, { "doi": "10.1287/orsc.2022.16729", "title": "Coordination in Dynamic Teams: Investigating a Learning–Productivity Trade-Off", "journal": "Organization Science", "online": null, "reason": "First online 2024; 2025 issue assignment; team-launch causal evidence is outside primary date window.", "source_url": "https://doi.org/10.1287/orsc.2022.16729" }, { "doi": "10.1162/rest_a_01428", "title": "Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment", "journal": "Review of Economics and Statistics", "online": "2024-02-09", "reason": "First online 2024-02-09; later platform metadata shows 2026 and should not be treated as first publication.", "source_url": "https://direct.mit.edu/rest/article/doi/10.1162/rest_a_01428/119491/Is-Hybrid-Work-the-Best-of-Both-Worlds-Evidence" }, { "doi": "10.1037/apl0001266", "title": "Are unions friends or foes of high-performance work systems?", "journal": "Journal of Applied Psychology", "online": null, "reason": "Longitudinal HPWS/union associations; accessible evidence does not establish an exogenous HR intervention or adequately verified causal identification.", "source_url": "https://doi.org/10.1037/apl0001266" }, { "doi": "10.1037/apl0001274", "title": "After shocks: The effects of internal sourcing on voluntary turnover.", "journal": "Journal of Applied Psychology", "online": null, "reason": "Longitudinal internal/external hiring comparison around COVID shock plus mechanism experiment. Causal identification of the sourcing effect remains unresolved.", "source_url": "https://doi.org/10.1037/apl0001274", "disposition": "Full methods needed" }, { "doi": "10.1037/apl0001371", "title": "The perils of peer bubbles: How early newcomer communication network composition shapes organizational integration and early turnover.", "journal": "Journal of Applied Psychology", "online": null, "reason": "Newcomer communication predicts turnover; no qualifying causal assignment/design verified.", "source_url": "https://doi.org/10.1037/apl0001371" }, { "doi": "10.1037/apl0001395", "title": "Offering paid sick and family leave is not enough: Leave supportive supervisor behavior training improves policy use, health, and work outcomes.", "journal": "Journal of Applied Psychology", "online": "2026-07-20", "reason": "Randomized supervisor training, but reported outcomes are leave use, satisfaction, commitment and health, not objective business performance.", "source_url": "https://doi.org/10.1037/apl0001395" }, { "doi": "10.1002/hrm.22316", "title": "Employer Responsiveness to Online Reviews: A Signal of Caring About Employees", "journal": "Human Resource Management", "online": null, "reason": "Difference-in-differences is present, but the endpoint is online-review content/quality rather than business performance.", "source_url": "https://doi.org/10.1002/hrm.22316" }, { "doi": "10.1002/hrm.70053", "title": "Human vs. Machine: A Pygmalion Perspective on Anthropomorphism and the Effectiveness of\n AI\n Feedback for Individual Learning", "journal": "Human Resource Management", "online": null, "reason": "Field/scenario experiments concern individual learning outcomes; no verified workplace-output or financial endpoint.", "source_url": "https://doi.org/10.1002/hrm.70053" }, { "doi": "10.1002/hrm.70057", "title": "Work Design and Compensation Strategies in a Post‐\n COVID\n World: Evidence From Online Job Postings", "journal": "Human Resource Management", "online": null, "reason": "Direction of causal question is pandemic to work design/pay, not HR intervention to business performance.", "source_url": "https://doi.org/10.1002/hrm.70057" }, { "doi": "10.1002/smj.70004", "title": "Hiring entrepreneurs for innovation", "journal": "Strategic Management Journal", "online": null, "reason": "Robust observational hiring-innovation association; causal identification beyond production-function controls not established from checked text.", "source_url": "https://doi.org/10.1002/smj.70004", "disposition": "Full identification audit needed" }, { "doi": "10.1002/smj.70005", "title": "Core or periphery: Examining where to allocate heterogeneous inventors and the impact on firms' innovation", "journal": "Strategic Management Journal", "online": null, "reason": "NK simulation, not an empirical estimate of an HR intervention.", "source_url": "https://doi.org/10.1002/smj.70005" }, { "doi": "10.1002/smj.70020", "title": "Are less hierarchical firms organized around stronger cultures? Evidence from big data", "journal": "Strategic Management Journal", "online": null, "reason": "Explicitly correlational hierarchy-culture analysis; does not identify effects on business performance.", "source_url": "https://doi.org/10.1002/smj.70020" }, { "doi": "10.1287/mnsc.2024.07017", "title": "How Do Different Remote Work Arrangements Impact Employee Job Satisfaction and Retention?", "journal": "Management Science", "online": null, "reason": "Adjusted associations between remote work and satisfaction/quit intentions; no qualifying intervention identification.", "source_url": "https://doi.org/10.1287/mnsc.2024.07017" }, { "doi": "10.1287/mnsc.2025.01366", "title": "Managerial Intervention, Employee Motivation, and Collaboration", "journal": "Management Science", "online": null, "reason": "Principal-agent theory; no empirical intervention evaluation.", "source_url": "https://doi.org/10.1287/mnsc.2025.01366" }, { "doi": "10.1093/restud/rdaf040", "title": "Hiring as Exploration", "journal": "Review of Economic Studies", "online": null, "reason": "Algorithmic counterfactual evaluation of candidate interview/hiring quality; does not establish a realized causal business-performance effect.", "source_url": "https://doi.org/10.1093/restud/rdaf040" }, { "doi": "10.1287/mnsc.2024.08448", "title": "The Impact of Relative Performance Information on Employees’ Persistence in Voluntary Training", "journal": "Management Science", "online": "2026-08-11", "reason": "Workplace experiment on training persistence/completion; does not measure downstream job performance.", "source_url": "https://doi.org/10.1287/mnsc.2024.08448" }, { "doi": "10.1287/orsc.2025.20602", "title": "With a Little Help from My (Girl) Friends: Field Evidence on Gender Homophily and Women’s Training Outcomes in Remote Environments", "journal": "Organization Science", "online": null, "reason": "Randomized training peer composition affects certification/completion; no verified business-performance endpoint.", "source_url": "https://doi.org/10.1287/orsc.2025.20602" }, { "doi": "10.1287/orsc.2024.19786", "title": "Space and Structure: The Interplay Between Proximity, Unit Boundaries, and Supervision in Shaping Workplace Interactions", "journal": "Organization Science", "online": null, "reason": "Desk-assignment quasi-experiment measures interactions rather than output, quality, sales or profit.", "source_url": "https://doi.org/10.1287/orsc.2024.19786" }, { "doi": "10.1111/joms.13277", "title": "How Hybrid Work Shapes Communication Ties: The Role of Concern about Relationship Loss and Organizational Identification", "journal": "Journal of Management Studies", "online": null, "reason": "Quasi-experiment on communication ties/OCBs; no verified business-output outcome.", "source_url": "https://doi.org/10.1111/joms.13277" }, { "doi": "10.1287/orsc.2023.18043", "title": "Feel Free to Chat About Your Kids? Exploring the Effects of Workplace Parenting Conversations", "journal": "Organization Science", "online": null, "reason": "Field experiment identifies conversation mechanisms; accessible evidence does not establish downstream business performance.", "source_url": "https://doi.org/10.1287/orsc.2023.18043" }, { "doi": "10.1287/orsc.2023.18204", "title": "Complementarity in Future Selves: How Networks of Future-Oriented Cognitive Representations Influence Individuals’ Ability to Proactively and Adaptively Manage Their Career", "journal": "Organization Science", "online": null, "reason": "Experiments concern proactive career behavior, not business performance.", "source_url": "https://doi.org/10.1287/orsc.2023.18204" }, { "doi": "10.1016/j.labeco.2026.102890", "title": "Incentives and latent shirking", "journal": "Labour Economics", "online": null, "reason": "Theoretical incentives/shirking model, not a qualifying empirical evaluation.", "source_url": "https://doi.org/10.1016/j.labeco.2026.102890" }, { "doi": "10.1016/j.jebo.2025.107294", "title": "Performance pay and job quits", "journal": "Journal of Economic Behavior and Organization", "online": null, "reason": "Longitudinal adjusted pay/quit association; causal inference technique beyond controls not verified.", "source_url": "https://doi.org/10.1016/j.jebo.2025.107294" }, { "doi": "10.1016/j.jebo.2026.107723", "title": "Does happiness spread within organizations? Evidence from a field experiment in Norway", "journal": "Journal of Economic Behavior and Organization", "online": null, "reason": "Randomized peer exposure, but endpoint is happiness; no verified business performance outcome.", "source_url": "https://doi.org/10.1016/j.jebo.2026.107723" }, { "doi": "10.1016/j.jebo.2026.107473", "title": "Corporate culture and company performance in emerging markets: evidence from China", "journal": "Journal of Economic Behavior and Organization", "online": null, "reason": "Corporate-culture/performance association; causal strategy needs full-text audit.", "source_url": "https://doi.org/10.1016/j.jebo.2026.107473", "disposition": "Full methods needed" }, { "doi": "10.1016/j.jebo.2026.107726", "title": "Shared parental leave, male board directors, and firm performance: A corporate governance perspective", "journal": "Journal of Economic Behavior and Organization", "online": null, "reason": "Potential parental-leave/firm-performance quasi-experiment; need full identification and date audit.", "source_url": "https://doi.org/10.1016/j.jebo.2026.107726", "disposition": "Full methods/date needed" }, { "doi": "10.1016/j.jebo.2026.107634", "title": "Making organization’s cost salient: A natural field experiment", "journal": "Journal of Economic Behavior and Organization", "online": null, "reason": "Natural field experiment on employee stationery spending; organizational cost outcome but not clearly an HR practice.", "source_url": "https://doi.org/10.1016/j.jebo.2026.107634", "disposition": "Scope-borderline" }, { "doi": "10.1007/s11187-026-01207-6", "title": "Training and innovation in microbusinesses", "journal": "Small Business Economics", "online": null, "reason": "Training/innovation candidate; causal estimator not yet verified.", "source_url": "https://doi.org/10.1007/s11187-026-01207-6", "disposition": "Full methods needed" }, { "doi": "10.1287/mnsc.2022.03264", "title": "Forced Ranking Systems and Gender Gaps in Job Tenure", "journal": "Management Science", "online": null, "reason": "Archival policy-change evidence plus laboratory experiments and survey suggest forced ranking increases gender differences in tenure; field causal estimator not fully audited. First online 2026-02-04.", "source_url": "https://doi.org/10.1287/mnsc.2022.03264", "disposition": "Mixed-design; field methods needed" }, { "doi": "10.1111/peps.70008", "title": "Working on an Empty Stomach: How Food Insecurity Impacts Job Performance Through Rumination", "journal": "Personnel Psychology", "online": null, "reason": "Multiwave/multisource observational food-insecurity studies; no verified causal identification of an HR intervention.", "source_url": "https://doi.org/10.1111/peps.70008", "disposition": "No verified causal identification" } ], "journals": [ { "journal": "Journal of Applied Psychology", "field": "IO", "issn": "0021-9010", "retrieved": 251, "url": "https://api.crossref.org/journals/0021-9010/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Personnel Psychology", "field": "IO", "issn": "0031-5826", "retrieved": 73, "url": "https://api.crossref.org/journals/0031-5826/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Organizational Behavior", "field": "IO", "issn": "0894-3796", "retrieved": 184, "url": "https://api.crossref.org/journals/0894-3796/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Occupational and Organizational Psychology", "field": "IO", "issn": "0963-1798", "retrieved": 164, "url": "https://api.crossref.org/journals/0963-1798/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "European Journal of Work and Organizational Psychology", "field": "IO", "issn": "1359-432X", "retrieved": 100, "url": "https://api.crossref.org/journals/1359-432X/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Vocational Behavior", "field": "IO", "issn": "0001-8791", "retrieved": 118, "url": "https://api.crossref.org/journals/0001-8791/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Work & Stress", "field": "IO", "issn": "0267-8373", "retrieved": 42, "url": "https://api.crossref.org/journals/0267-8373/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Occupational Health Psychology", "field": "IO", "issn": "1076-8998", "retrieved": 85, "url": "https://api.crossref.org/journals/1076-8998/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Human Resource Management", "field": "HR", "issn": "0090-4848", "retrieved": 159, "url": "https://api.crossref.org/journals/0090-4848/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Human Resource Management Journal", "field": "HR", "issn": "0954-5395", "retrieved": 96, "url": "https://api.crossref.org/journals/0954-5395/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "International Journal of Human Resource Management", "field": "HR", "issn": "0958-5192", "retrieved": 192, "url": "https://api.crossref.org/journals/0958-5192/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Management", "field": "Management", "issn": "0149-2063", "retrieved": 167, "url": "https://api.crossref.org/journals/0149-2063/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Management Studies", "field": "Management", "issn": "0022-2380", "retrieved": 288, "url": "https://api.crossref.org/journals/0022-2380/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Academy of Management Journal", "field": "Management", "issn": "0001-4273", "retrieved": 140, "url": "https://api.crossref.org/journals/0001-4273/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Administrative Science Quarterly", "field": "Management", "issn": "0001-8392", "retrieved": 104, "url": "https://api.crossref.org/journals/0001-8392/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Organization Science", "field": "Management", "issn": "1047-7039", "retrieved": 236, "url": "https://api.crossref.org/journals/1047-7039/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Strategic Management Journal", "field": "Management", "issn": "0143-2095", "retrieved": 202, "url": "https://api.crossref.org/journals/0143-2095/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Management Science", "field": "Management", "issn": "0025-1909", "retrieved": 1208, "url": "https://api.crossref.org/journals/0025-1909/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Organizational Behavior and Human Decision Processes", "field": "Management", "issn": "0749-5978", "retrieved": 63, "url": "https://api.crossref.org/journals/0749-5978/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Human Relations", "field": "Management", "issn": "0018-7267", "retrieved": 108, "url": "https://api.crossref.org/journals/0018-7267/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Leadership Quarterly", "field": "Management", "issn": "1048-9843", "retrieved": 69, "url": "https://api.crossref.org/journals/1048-9843/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Organization Studies", "field": "Management", "issn": "0170-8406", "retrieved": 200, "url": "https://api.crossref.org/journals/0170-8406/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "American Economic Review", "field": "Economics", "issn": "0002-8282", "retrieved": 247, "url": "https://api.crossref.org/journals/0002-8282/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Quarterly Journal of Economics", "field": "Economics", "issn": "0033-5533", "retrieved": 106, "url": "https://api.crossref.org/journals/0033-5533/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Political Economy", "field": "Economics", "issn": "0022-3808", "retrieved": 257, "url": "https://api.crossref.org/journals/0022-3808/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Econometrica", "field": "Economics", "issn": "0012-9682", "retrieved": 170, "url": "https://api.crossref.org/journals/0012-9682/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Review of Economic Studies", "field": "Economics", "issn": "0034-6527", "retrieved": 219, "url": "https://api.crossref.org/journals/0034-6527/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "American Economic Journal Applied Economics", "field": "Economics", "issn": "1945-7782", "retrieved": 97, "url": "https://api.crossref.org/journals/1945-7782/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "American Economic Journal Microeconomics", "field": "Economics", "issn": "1945-7669", "retrieved": 92, "url": "https://api.crossref.org/journals/1945-7669/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "American Economic Journal Economic Policy", "field": "Economics", "issn": "1945-7731", "retrieved": 111, "url": "https://api.crossref.org/journals/1945-7731/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "American Economic Review Insights", "field": "Economics", "issn": "2640-205X", "retrieved": 63, "url": "https://api.crossref.org/journals/2640-205X/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Labor Economics", "field": "Economics", "issn": "0734-306X", "retrieved": 140, "url": "https://api.crossref.org/journals/0734-306X/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "ILR Review", "field": "Economics", "issn": "0019-7939", "retrieved": 110, "url": "https://api.crossref.org/journals/0019-7939/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "British Journal of Industrial Relations", "field": "Economics", "issn": "0007-1080", "retrieved": 107, "url": "https://api.crossref.org/journals/0007-1080/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Industrial Relations", "field": "Economics", "issn": "0019-8676", "retrieved": 64, "url": "https://api.crossref.org/journals/0019-8676/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Labour Economics", "field": "Economics", "issn": "0927-5371", "retrieved": 230, "url": "https://api.crossref.org/journals/0927-5371/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Public Economics", "field": "Economics", "issn": "0047-2727", "retrieved": 360, "url": "https://api.crossref.org/journals/0047-2727/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of the European Economic Association", "field": "Economics", "issn": "1542-4766", "retrieved": 136, "url": "https://api.crossref.org/journals/1542-4766/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Economic Journal", "field": "Economics", "issn": "0013-0133", "retrieved": 273, "url": "https://api.crossref.org/journals/0013-0133/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Review of Economics and Statistics", "field": "Economics", "issn": "0034-6535", "retrieved": 451, "url": "https://api.crossref.org/journals/0034-6535/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Development Economics", "field": "Economics", "issn": "0304-3878", "retrieved": 428, "url": "https://api.crossref.org/journals/0304-3878/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Law and Economics", "field": "Economics", "issn": "0022-2186", "retrieved": 56, "url": "https://api.crossref.org/journals/0022-2186/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Economics and Management Strategy", "field": "Economics", "issn": "1058-6407", "retrieved": 69, "url": "https://api.crossref.org/journals/1058-6407/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Experimental Economics", "field": "Economics", "issn": "1386-4157", "retrieved": 71, "url": "https://api.crossref.org/journals/1386-4157/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Human Resources", "field": "Economics", "issn": "0022-166X", "retrieved": 109, "url": "https://api.crossref.org/journals/0022-166X/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Economic Behavior and Organization", "field": "Economics", "issn": "0167-2681", "retrieved": 772, "url": "https://api.crossref.org/journals/0167-2681/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Applied Psychology", "field": "IO", "issn": "0269-994X", "retrieved": 162, "url": "https://api.crossref.org/journals/0269-994X/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Journal of Business and Psychology", "field": "IO", "issn": "0889-3268", "retrieved": 156, "url": "https://api.crossref.org/journals/0889-3268/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" }, { "journal": "Small Business Economics", "field": "Economics", "issn": "0921-898X", "retrieved": 295, "url": "https://api.crossref.org/journals/0921-898X/works?filter=from-pub-date%3A2025-01-01%2Cuntil-pub-date%3A2026-10-18%2Ctype%3Ajournal-article&rows=1000&cursor=%2A" } ] }