I am very glad to know it!

At the lower end of the distribution, hybrid telework may reduce the pay gap: there women benefit more than men.

So telework is neither a fix nor a threat to pay equality on its own — how it's designed and for whom matters.

3/3

Telework raises women's working hours, which narrows the #genderGap in hours.

But the hourly pay gap may widen: men are rewarded more than women for teleworking. The disadvantage is largest for women teleworking exclusively and at the top of the wage distribution.

2/3

The effect of #telework on #GenderEquality depends on both the frequency (hybrid vs exclusive) and where in the wage distribution workers sit.
New evidence from France shows the picture is more nuanced than a single headline can capture.

#GenderPayGap

1/3

link.springer.com/content/pdf/...

Sorry, I didn’t get the irony in your comment.
I am worried about AI’s high use of resources at a global scale. But I don't think we are going to reduce its use anytime soon

I understand but don't agree with this type of reasoning. Pointing at others' emissions doesn't cancel yours; it's a classic "tu quoque" fallacy. All impacts deserve scrutiny, not just the biggest ones.
"Someone else is worse" is how collective action problems never get solved.

I understand but don't agree with this type of reasoning. Pointing at others' emissions doesn't cancel yours; it's a classic tu quoque fallacy. All impacts deserve scrutiny, not just the biggest ones.
"Someone else is worse" is how collective action problems never get solved.

A ver si nos vamos enterando que el #teletrabajo no es (solo) un beneficio social, sino (entre otras cosas) una herramienta de resiliencia de las empresas y las economías ante #crisis climáticas, energéticas, sanitarias…

Ayer vi el episodio final de #BreakinBad. Qué bien me lo he pasado y qué mal cuerpo me deja

Partial view Of the abstract of the article: Legacy imprints and categorisation shifts: How interpretations of job demands and resources change in abrupt transitions to virtual work

People carry legacy imprints: expectations from face-to-face settings that shape how they initially classify job features as demands or resources. When lived experience in the virtual context contradicts these expectations, workers reclassify job characteristics

journals.sagepub.com/doi/10.1177/...

Vista del paisatge de matinada, des de la finestra del tren d’alta velocitat

#MadridBarcelona per participar en la 1a Jornada d’Innovació Docent dels Estudis d’Economia i Empresa de la @uocuniversitat.bsky.social

Compartiré les dinàmiques de role-play i feedback que fem en diverses de les meves assignatures.

Excelente Unidad de Conocimiento sobre Gestión de Personas basada en evidencia, por la Fundació Factor Humà

www.factorhuma.org/es/contenido...

#RRHH #EvidenceBased

If your team is drowning in #meetings, maybe you need to rethink its norms (and read this by Brian Elliott)

open.substack.com/pub/theworkf...

How to not change the world: Actionism and pseudo-praxis in organization and management theory - Simon Parker, Robert Cluley, 2026 Critical research is facing calls for practical relevance through academic activism, affirmation of alternatives, collaboration with practitioners and critical ...

"The dismissal of critical theory as moaning and accusations of obscurantism prejudge thoughts before they have even been expressed."

New article by Simon Parker and Robert Cluley.

#CriticalManagementStudies

journals.sagepub.com/doi/10.1177/...

Who Adopts AI? Evidence on Firms, Technologies and Worker: Lodefalk, Magnus

Mind the Gap: AI Adoption in Europe and the U.S.: Jonas Jessen

Muy buena "Unidad de Conocimiento" sobre Gestión de Personas basada en evidencia de la Fundació Factor Humà
Entre otras fuentes, cita un artículo mío que fue de los primeros que se publicó en España sobre el tema.

#EBHR

factorhuma.org/es/contenido...

Employee Delight: Conceptualization, Antecedents, and Consequences This article examines the concept of employee delight as a distinct construct within organizational behavior. Based on a systematic literature review, we analyze 10 empirical studies that explicitly ...

Sorry, broken link.
This is the good one: onlinelibrary.wiley.com/doi/full/10....

A graphical model of employee delight. The figure emphasizes the dynamic process from contextual antecedents to organizational consequences, and highlighting the central role of the delight experience. The figure also shows how each component of the model is grounded in complementary theoretical frameworks. The proposed model conceptualizes employee delight as a phenomenon that likely develops through a dynamic sequence of contextual antecedents, specific events, and cognitive appraisal processes that culminate in a distinctive affective experience that produces consequences at multiple organizational levels. Available studies suggest several antecedents that establish the enabling context for delight experiences: work environment factors, management factors, and interpersonal factors. Specific work events that act as immediate triggers for employee delight include achievements and successful problem-solving, recognition and positive feedback, perceived competence in social interactions, and unexpected positive experiences. Based on CAT, we propose that delight emerges when four key cognitive appraisal dimensions converge: (1) high relevance to personally significant goals; (2) strong congruence with these goals, facilitating their achievement; (3) attribution of agency that recognizes both one's own contribution and organizational support; and (4) notable positive discrepancy with prior expectations. This combination of appraisals appears to distinguish delight from satisfaction, although this distinction requires further empirical investigation. The result of these evaluative processes is the experience of delight, which we conceptualize as a state composed of three interrelated components: emotional, cognitive and motivational.

Employee Delight: Conceptualization, Antecedents, and Consequences
Dalilis Escobar-Rivera, Alba Manresa, Eva Rimbau-Gilabert
doi.org/10.1002/hrdq...

Glad to hear it, Fiona. I wrote this post for you!
Tell me if you can’t access the paper.

Hacía días que no me pasaba por X.
A ver si pierdo esa manía, por favor; por poco me ahogo con tanto odio en circulación.

If you teach intro to Econ and would be interested in being part of an RCT on AI homework tutor I have a good lead on funding. Participating faculty will get $500 to $1000. DM me or email sgitter@towson.edu
Please repost! Repost and I'll buy you a drink at ASSA 2027 or future conference

title and abstract of the article "Things at Work"

Table: Examples of using thing in gene gun shooting

Table: Roles of usegul things in shooting

Figure: How things are constitutive of work performance A flow diagram titled "How things are constitutive of work performance." The diagram shows a process moving from left to right within a grey rounded rectangle labeled "Institutional and technological setting for work performance." On the far left, a large arrow shape contains "Things FRAMING other things and practitioners," which feeds into a central diamond shape labeled "Things PROVIDING necessary elements." From this central node, four rectangular boxes branch out: "Things MODIFYING other things" (upper left), "Things COORDINATING other things and practitioners" (upper right), "Things EXTENDING human capacity" (lower left), and "Things SUBSTITUTING for practitioners" (lower right). At the center of these four boxes are three human figures representing "Practitioners' capacities." All elements converge into a pentagon shape labeled "Emerging things DIRECTING other things and practitioners," which leads to a final arrow on the far right labeled "PURPOSE of practice."

"Things at Work: How #Things Contribute to Performing #Work"
#performance #entanglement #sociomateriality
onlinelibrary.wiley.com/doi/epdf/10....

Cómo el deporte puede transformar la vida de jóvenes desfavorecidos Un programa colombiano para ayudar a jóvenes desfavorecidos utilizó el deporte para ayudarlos a evitar los peligros a los que se enfrentaban a diario, como la violencia, la prostitución, la drogadicción, el vandalismo y las pandillas.

#DíaMundialDelDeporte | “El deporte tiene el poder de cambiar el mundo. Tiene el poder de inspirar, tiene el poder de unir a la gente de una manera que pocas otras cosas pueden”.

Pregunta seria: si no toco nada, no entro en casa. ¿Es eso lo que se recomienda?

If you want to see the processions, you should visit Andalusia, especially cities like Seville, Málaga, Granada, or Córdoba.
But make sure to book your hotel well in advance, because they fill up quickly.

It may look unstable, but it is normal. The canopy is designed to move because the float is carried by people walking underneath, and some movement helps absorb the motion. In many cases, this movement is not seen as a problem but as part of the expressiveness of the procession.

#SemanaSanta #Jaén

In my region of birth, Catalonia, there is not such a strong sentiment for processiones as, for example, in Andalusia. I’ve gotten to learn and enjoy more about it because we visit my husband’s family in Jaén.
I’ve enjoyed explaining a bit about this very Spanish tradition!

This photo shows a television broadcasting a Holy Week procession in Spain. On the screen you can see costaleros, the men who carry the religious float. They are wearing white sleeveless shirts and cloth head coverings to protect their heads and necks from the weight. They walk very close together and move in coordination. On the right side of the screen you can see part of the paso (the religious float), decorated with gold details.

costaleros on tv