New York State School of Industrial and Labor Relations

Leadership transitions are a fact of organizational life, yet the impact of successors' leadership behavior on organizational outcomes is little understood. Building on change readiness, uncertainty management, and romance of leadership theory and research, we propose a novel theory describing the distinctive effects of successors' versus incumbents' leadership behavior in driving change in collective engagement and organizational performance. We theorize that when employees perceive a great need for organizational change, successors' vision communication and coaching are more likely than incumbents' to yield improvements in collective engagement and organizational performance. But when employees perceive little need for change, successors' vision communication and coaching are more likely than incumbents' to yield declines. To test our model, we conducted a longitudinal, quasi-experimental study of principal succession in a sample of 113 U.S. elementary schools. As predicted, when employees perceived a great need for change, successors' coaching sparked gains in collective engagement and organizational performance. When employees perceived little need for change, successors' coaching backfired, spurring declines in collective engagement and organizational performance. As predicted, the effects of incumbents' coaching were muted. Finally, contrary to our predictions, neither successors' nor incumbents' vision communication drove change in collective engagement and performance. Our theory and findings illuminate the distinctive risks and benefits of successors' leadership behavior in driving change in collective engagement and organizational performance. For good and for bad, successors' coaching changes their organizations in ways that incumbents' leadership does not. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Burnout and declining fulfillment are prevalent among facial plastic surgeons (FPS), yet the organizational drivers of these challenges remain underexplored. Ownership structure, workplace autonomy, and collective representation may influence surgeon well-being and workforce sustainability.To assess how autonomy, ownership, and unionization relate to satisfaction and stress among FPS. We hypothesized that private practitioners would report greater autonomy and satisfaction, that academic and hospital-employed surgeons would experience more stress and diminished control, and that prior union exposure would correspond with more favorable views of collective representation.Cross-sectional observational survey (STROBE).A 26-item anonymous survey was distributed to all 1,041 members of the American Academy of Facial Plastic and Reconstructive Surgery; 104 responded (10%). Variables included practice type, ownership, union history, autonomy, compensation satisfaction, stressors, and openness to unionization. Analyses employed chi-square tests and qualitative content analysis.Surgeons in private practice reported the highest autonomy and compensation satisfaction and the lowest rates of feeling rushed. Hospital-employed and academic surgeons were more likely to report diminished autonomy, administrative stress, and lack of influence over workplace decisions. Only 11% of respondents expressed interest in unionizing, though prior union members generally described positive experiences. Surgeons' beliefs about whether unionization affects patient care did not vary significantly by practice setting.Structural factors, particularly the autonomy and ownership model, are strongly linked to satisfaction and stress among FPS. Organizational reforms that enhance autonomy and support collective voice may reduce burnout and improve workforce sustainability.

Abstract The COVID-19 pandemic precipitated the widespread adoption of remote and hybrid work arrangements. How will this change affect parental status gaps in hiring? We experimentally test hiring decision-makers’ beliefs about companies’ preferences (i.e., third-order beliefs) and their personal preferences (i.e., first-order beliefs) when evaluating mothers, childless women, fathers, and childless men applying to in-person, remote, and hybrid jobs. Participants believed companies would prefer childless women over mothers in all three job types and expected no significant penalties for fathers versus childless men. However, participants’ own preferences varied across jobs: they preferred childless women over mothers applying for in-person jobs, but they held no significant preference for childless women or mothers in remote or hybrid jobs. In additional analyses of digital trace data, we show that the salience of parental status differs by job candidate gender and job type. Overall, our findings suggest meaningful variation in parental status hiring gaps across gender and core job features, with potential implications for gender inequality.

Introduction Obstructive sleep apnea (OSA) is a prevalent condition often managed with continuous positive airway pressure (CPAP) treatment. There is an ongoing debate about the link between OSA and cardiovascular disease (CVD), but the existing evidence points toward an association.Objective The present study aims to investigate whether CPAP is an effective strategy to reduce the risk of developing CVD risk among OSA patients.Methods The literature search was conducted in collaboration with Weill Cornell Medical College librarians, and we identified the five most recent papers highlighting the correlation between CPAP treatment for OSA and CVD risk reduction.Results Recent studies highlight the link between OSA and CVD, emphasizing the potential of the CPAP therapy to reduce the risks of developing CVD and the mortality associated with the condition. The analyses by Guo et al., Peker et al., Khan et al., and Wickwire et al., collectively involving thousands of patients across various study designs, including randomized clinical trials and retrospective cohort studies, consistently demonstrate that the CPAP treatment improves cardiovascular outcomes by lowering blood pressure, reducing sleepiness scores, and significantly decreasing the risk of serious CVD events, especially with consistent adherence to therapy.Conclusion Although further studies are needed to confirm these findings among patients with consistent high compliance to the CPAP treatment, it remains reasonable to continue to prescribe CPAP as the first-line therapy for OSA due to its potential cardiovascular benefits and low associated risks.

ABSTRACTThis paper uses insights from 14 months of participant observation and 60 interviews with Sub‐Saharan Africans in the Tokyo Metropolitan Region to answer the following research question: how do some of the most marginalized migrants in Japan wind up more deeply integrated into society than some of the most well‐resourced migrants? Whereas migrants first incorporated as skilled laborers enjoy access to a variety of resources that aid in social mobility, unskilled laborers are overly dependent on cross‐nativity marriage for obtaining legal residency and access to host‐country social capital. Through careful analysis of how migrants use distinct marriage and cohabitation strategies depending on their initial reception in Japan, this article highlights the contours of immigrant agency even under pronounced restrictions in so‐called “strong states.” Findings suggest that, under certain conditions, intermarriage represents the first step toward social and economic integration for migrants initially incorporated as unskilled laborers in Japan.

Industries and firms have diverse motives for adopting self-regulatory institutions. This research develops and tests propositions about one motive—exploiting opportunities to do business with reputation-sensitive buyers—as distinct from self-regulation to defend against regulatory or activist threats. To study the adoption and effects of self-regulation for reputation-sensitive buyers, we study the SA8000 socially responsible employment certification among large firms in China in the early 2000s. Using official longitudinal industrial microdata, we test hypotheses generated by this assumed motive for self-regulation and find that (a) despite concerns about the corruptibility of certification bodies, SA8000 adopters in China exhibited higher precertification worker wages than comparable nonadopters, (b) self-regulation led to increased employment and sales to foreign markets, where reputation-sensitive buyers are concentrated, (c) the positive effect on exports was greater than the (insignificant, negatively signed) effect on domestic sales, and (d) there is no evidence that self-regulation increased worker wages beyond the initial high start. Contrasting these findings with prior research on industry self-regulation for other motives, this study highlights how both adoption patterns and downstream effects differ according to the audience for self-regulation. This paper was accepted by Olav Sorenson, organizations. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2020.01306 .

labor and employment law; labor–management relations; labor market regulation; digital technology; labor market institutions; artificial intelligence