Recently, the role of abortion access in the workplace and the field of I-O psychology has been highlighted, but little published research explicitly tackles the impacts of abortion care from an organizational psychology perspective. We examine the potential impacts of further restrictions on abortion access within the context of people’s relationships with employment and workplaces. We focus our discussion on three significant mechanisms that may further restrict access to abortion depending on the degree to which they are enforced or enacted: restriction of abortion medication and equipment shipping, limiting federal funding for organizations that facilitate abortion access, and fetal personhood laws. Further restriction of abortion access may create significant challenges for organizational decision makers, employees, and healthcare workers. Together, these changes to the experience of work necessitate shifts in research and practice within the field of I-O psychology. I-O researchers and practitioners must work together to facilitate organizational functioning and employee well-being through these changes by becoming and staying informed about organizational benefit policies and reproductive care-related practices and their impact on employees, employee career trajectories and distress related to unwanted pregnancy, and moral injury and other challenges faced by healthcare workers.

The identification of disaster risk has remained a significant challenge due to the rarity of macroeconomic disasters. We show that the interbank market can help characterize the time variation in disaster risk. We propose a risk-based model in which macroeconomic disasters are likely to coincide with interbank market failure. Using interbank rates and their options, we estimate our model via maximum likelihood estimation (MLE) and filter the short-run and long-run components of disaster risk. Our estimation results are independent of the stock market and serve as an external validity test of rare disaster models, which are typically calibrated to match stock moments.

The shift to telework and hybrid arrangements has prompted organizations to reevaluate leadership competencies specific to remote environments. Therefore, we developed the Leadership Competencies for Telework (LCT) scale, designed for telework settings and addressing new challenges such as telework-life balance and virtual distance. The validation process included two studies: (1) Two content validity panels with 27 experts, and (2) validation of the 67-item scale through a survey of 543 Spanish teleworkers. Confirmatory factor analysis supported a five-factor structure: Digital Communication, Digital Trust-Building, Remote Goal Management, Remote Relationships Development, and Telework-Life Balance Support. The scale demonstrated high reliability (α < 0.90 for all factors) and validity, correlating with key outcomes such as job satisfaction, professional isolation, telework-life conflict, and organizational citizenship behaviors. The LCT scale provides organizations with a validated tool for assessing and developing effective telework leadership. Future research could validate the scale through longitudinal studies, exploring its predictive power over time.

The recent wave of executive orders and other actions at the federal level has received a great deal of attention in recent months. Receiving relatively less attention, however, has been ongoing efforts at the state level over the past couple of years to exercise more control over higher education. The present brief reviews recent state legislation impacting higher education with a particular focus on the recently enacted Ohio Senate Bill 1, as an illustrative example. We suggest that these state legislative efforts pose a threat to academic freedom through attacks on diversity, equity, and inclusion (DEI), curricular control, tenure, and faculty unionization. We provide an overview of these state legislative efforts and implications for I-O psychologists, particularly those in academia.

Public education systems and the incidence of child labor have historically been intertwined with both ultimately impacting labor market outcomes and the experience of work. This paper analyzes a suite of interrelated policies in the United States (some enacted, some proposed) that will have the ultimate effect of increasing the presence of minors in the workforce. We explore the impacts of this ultimate result for both industrial-organizational (I-O) research and practice, focusing on (a) increased underemployment and (b) increased workplace accidents, injuries and hazards in the workplace as clear points for necessary research and practice. Further, we highlight the need for I-O psychologists to become more adept at conducting research and practice with minors.

This study examines how partner repeatedness drives alliance reconfiguration. Using data on 571 fund products initiated by 58 Chinese fund firms from 2007 to 2011, our results indicate that higher levels of partner repeatedness drive firms to reconfigure their alliance by re-introducing previous partners (those that have collaborated with the focal firm in the past, but not currently), rather than dropping active partners or introducing new ones, in an attempt to retain the positive aspects and mitigate the negative effects of partner repeatedness. However, resource richness and firms' centrality in their industries play a key moderating role, as these factors affect the perceived efficacy of the reconfiguration strategies at firms' disposal.

Extant studies on cross-border venture capital (VC) investment predominantly focus on how country-level formal institutions impact the flow of VCs across borders, but the potential role of country-level sentiments in this process has received less attention. Drawing upon the trust literature, we explore how home country political sentiment affects cross-border VC investment. Using data on Chinese VCs’ cross-border investments from 2000 to 2021, we find that home country political sentiment positively affects the amount of cross-border VC investment. Government VC (GVC) and connected VC (through sentiment transmission) positively, while investor managerial team education and investor host country experience (through sentiment suppression) negatively, moderate the influence of home country political sentiment.

This article traces the origins of “big” tobacco, that is, international, multinational companies, in Cyprus during the British colonial period. It explores how the tobacco and cigarette industries developed from the 1920s until the end of colonial rule in 1960, and how “big” tobacco companies united and came to control these industries. The article shows that from the 1920s, and especially from the 1940s, the prevalence of smoking in Cyprus was exceedingly high. This corresponded to the large-scale importing of foreign-made cigarettes and the manufacture of cigarettes by local companies, before the first international company began to manufacture cigarettes in the island in 1951. The article explores how the British colonial governments and civil society did little to make the Cypriot people aware of the dangers of cigarette smoking, despite medical research linking cigarette smoking to the increase in lung cancer in 1950 and the debates and warnings in the UK. Ultimately, the origins and evolution of “big tobacco” companies in Cyprus had a profound impact on the local industry and the prevalence of cigarette smoking in Cyprus.