Interdisciplinary Models and Frameworks for the Study of Artificial Social Intelligence

This symposium provides a complementary set of papers exploring frameworks and models for developing artificial social intelligence (ASI) for teams. ASI consists of components of social cognition that support teamwork and more general interpersonal interactions. Although AI is rapidly evolving and fielded in a variety of operational settings, the implementation of such systems is vastly outpacing our ability to understand how to design and develop technologies appropriately. This symposium is meant to help redress this gap. Consisting of scholars representing the cognitive, computational, and organizational sciences, the papers discuss how they integrate theory and methods to inform development of agents capable of complex collaborative processes. Collectively, these papers synthesize perspectives across disciplines in support of an interdisciplinary research approach for ASL The goal is to contribute to research and development in the area of Human- AI- Robot Teaming effectiveness.

Študija primera na Fakulteti za organizacijske vede Univerze v Mariboru: primerjava klasičnega in spletnega dogodka

The paper analyzes the classic and online implementation of a case study event at the Faculty of Organizational Sciences, University of Maribor. At the faculty, the case study is used as a research-educational method, in which participants (pupils or students), the faculty and the company or organization. The case study has many benefits for participants, faculty, and the company. The case study event at the faculty is divided into two parts: the first part is intended to educate participants for the needs of the event and the second part is intended to compete between the registered teams. The paper presents the steps of the process of organizing a case study event. Both classic and online event have their advantages, disadvantages, opportunities and disadvantages. The paper thoroughly presents the educational method of case study.

40th International Conference on Organizational Science Development: Values, Competencies and Changes in Organizations

The four decades of the International Scientific Conference on the Development of Organizational Sciences are a period that brought together the academic and professional public, students, esteemed guests. The time and space are fundamental components of human life. The time of the epidemic introduces uncertainty among the people. That is why the individual of today together with the whole society, can set the building blocks for the social interweaving of society, as we are used to. We are an organization of people. Relationships between employees in organizations are the starting point for guidelines for the development of organizational sciences. This year’s conference is entitled “Values, Competencies and Changes in Organizations”. We’ll focus on the individual and the organization, which with common values co-create the integration and progress of the society. An individual who’ll cope with changes in the organizational view and the wider society with the proper competence frame. Precisely because of the many changes that have befallen us as a society, the international conference calls for the exchange of views, opinions and, above all, scientific views on the development of organizations in the future. They will definitely be people. There will also be information and processes. All that binds and connects us for decades and will unite us in the common fight against today’s epidemiological situation. The challenge is not as great as our ideas and views for the organization and society of tomorrow.

From #MeToo to #TimesUp: Identifying Next Steps in Sexual Harassment Research in the Organizational Sciences

Organizational scholarship on workplace sexual harassment has been dormant in recent decades. Yet, the #MeToo and #TimesUp movements—which have shed critical light on experiences of sexual harassment in organizations—suggests that renewed scholarly attention on this topic is both crucial and warranted. In the current commentary, we provide recommendations for ways that scholars can revitalize attention to this topic, extending both scholarly and practitioner understanding of this phenomenon. In addition, we encourage scholars to begin expanding the conceptualization of sexual harassment to also encompass more subtle forms of harassment. Critically, broadening our scholarly knowledge of workplace sexual harassment can inform organizational policies and procedures aimed toward reducing its prevalence and impact.

Is It Complicated? Validity of Personality Interactions for Predicting Performance

Research on personality within the organizational sciences and for employee selection typically focuses on main effects, as opposed to interactive effects between personality variables. Large, multi-organizational datasets involving two different measures of personality were examined to test theoretically driven trait by trait interactions in predicting job performance. Interactive effects of Agreeableness and Conscientiousness, Agreeableness and Extraversion, Extraversion and Conscientiousness, and Emotional Stability and Conscientiousness were hypothesized as predicting overall job performance. However, these hypothesized effects were generally not supported. Implications for personality assessment are discussed.

Multilevel Methods and Statistics: The Next Frontier

The purpose of this article is to take stock of extant multilevel methodological and statistical work and highlight needed areas for future research. A basic overview of the history and progression of multilevel methods and statistics in the organizational sciences is provided, as well as a discussion of recent developments to summarize the current state of the science. The eight articles in the current feature topic are also summarized and integrated to depict several themes and directions for the next wave of multilevel methods and statistics. Last, to highlight what still needs to be accomplished in the field, several unresolved issues and future research topics are noted and an agenda related to future multilevel work is discussed.

Evaluating Equivalence and Confirming the Null in the Organizational Sciences

Testing and rejecting the null hypothesis is a routine part of quantitative research, but relatively few organizational researchers prepare for confirming the null or, similarly, testing a hypothesis of equivalence (e.g., that two group means are practically identical). Both theory and practice could benefit from greater attention to this capability. Planning ahead for equivalence testing also provides helpful input on assuring sufficient statistical power in a study. This article provides background on these ideas plus guidance on the use of two frequentist and two Bayesian techniques for testing a hypothesis of no nontrivial effect. The guidance highlights some faulty strategies and how to avoid them. An organizationally relevant example illustrates how to put these techniques into practice. A simulation compares the four techniques to support recommendations of when and how to use each one. A nine-step process table describes separate analytical tracks for frequentist and Bayesian equivalence techniques.