Abstract: Early evidence on generative artificial intelligence at work suggests that its benefits are real but unevenly shared. Year-two results from the American Job Quality Study show that most employees who use AI report working faster and more creatively, yet only 28% of U.S. employees use ...

The AI dividend gap describes the uneven distribution of generative artificial intelligence benefits in the workplace, where advantages flow primarily to college graduates, managers, and knowledge workers rather than frontline staff. Although research demonstrates that novices and lower-skilled empl...

The AI dividend gap describes the uneven distribution of generative artificial intelligence benefits in the workplace, where advantages flow primarily to college graduates, managers, and knowledge workers rather than frontline staff. Although research demonstrates that novices and lower-skilled empl...

This research examines the glass cliff phenomenon, which describes how women and racial or ethnic minorities are disproportionately appointed to precarious leadership roles during organizational crises. It reviews two decades of mixed academic research, experimental findings, and recent corporate co...

This research examines the glass cliff phenomenon, which describes how women and racial or ethnic minorities are disproportionately appointed to precarious leadership roles during organizational crises. It reviews two decades of mixed academic research, experimental findings, and recent corporate co...

Abstract: The glass cliff describes a pattern in which women and members of racial and ethnic minority groups are more likely than white men to be appointed to leadership roles when an organization is already in trouble. Two decades after the term was coined, the idea is widely cited and someti...