Competition in the Courtroom: When Does Expert Testimony Improve Jurors’ Decisions?

Many scholars lament the increasing complexity of jury trials and question whether the testimony of competing experts helps unsophisticated jurors to make informed decisions. In this article, we analyze experimentally the effects that the testimony of competing experts has on (1) sophisticated versus unsophisticated subjects\u27 decisions and (2) subjects\u27 deci- sions on difficult versus easy problems. Our results demonstrate that competing expert testimony, by itself, does not help unsophisticated subjects to behave as though they are sophisticated, nor does it help subjects make comparable decisions on difficult and easy problems. When we impose additional institutions (such as penalties for lying or a threat of verification) on the competing experts, we observe such dramatic improvements in unso- phisticated subjects\u27 decisions that the gap between their decisions and those of sophisti- cated subjects closes. We find similar results when the competing experts exchange reasons for why their statements may be correct. However, additional institutions and the experts\u27 exchange of reasons are less effective at closing the gap between subjects\u27 decisions on difficult versus easy problems

The Blind Leading the Blind: Who Gets Polling Information and Does it Improve Decisions?

We analyze whether and when polls help citizens to improve their decisions. Specifically, we use experiments to investigate 1) whether and when citizens are willing to obtain polls and 2) whether and when polls help citizens to make better choices than they would have made on their own. We find that citizens are more likely to obtain polls when the decisions they must make are difficult and when they are unsophisticated. Ironically, when the decisions are difficult, the pollees are also uninformed and, therefore, do not provide useful information. We also find that when polls indicate the welfare-improving choice, citizens are able to improve their decisions. However, when polls indicate a choice that will make citizens worse off, citizens make worse decisions than they would have made on their own. These results hold regardless of whether the majority in favor of one option over the other is small or large

Addressing business agility challenges with enterprise systems

It is clear that systems agility (i.e., having a responsive IT infrastructure that can be changed quickly to meet changing business needs) has become a critical component of organizational agility. However, skeptics continue to suggest that, despite the benefits enterprise system packages provide, they are constraining choices for firms faced with agility challenges. The reason for this skepticism is that the tight integration between different parts of the business that enables many enterprise systems\u27 benefits also increases the systems\u27 complexity, and this increased complexity, say the skeptics, increases the difficulty of changing systems when business needs change. These persistent concerns motivated us to conduct a series of interviews with business and IT managers in 15 firms to identify how they addressed, in total, 57 different business agility challenges. Our analysis suggests that when the challenges involved an enterprise system, firms were able to address a high percentage of their challenges with four options that avoid the difficulties associated with changing the complex core system: capabilities already built-in to the package but not previously used, leveraging globally consistent integrated data already available, using add-on systems available on the market that easily interfaced with the existing enterprise system, and vendor provided patches that automatically updated the code. These findings have important implications for organizations with and without enterprise system architectures

What Statutes Mean: Interpretive Lessons from Positive Theories of Communication and Legislation

How should judges interpret statutes? For some scholars and judges, interpreting statutes requires little more than a close examination of statutory language, with perhaps a dictionary and a few interpretive canons nearby. For others, statutory interpretation must be based upon an assessment of a statute\u27s underlying purpose, an evaluation of society\u27s current norms and values, or a normative objective, such as the law\u27s integrity. With such differences squarely framed in the literature, it is reasonable to ask whether anything of value can be added. We contend that there is

Job Search Behavior of Employed Managers

Job search typically has been thought of as an antecedent to voluntary turnover or job choice behavior. This study extends the existing literature by proposing a model of the job search process and examining the job search behavior of employed managers. Managers were initially surveyed about their job search activity over the past year. Approximately one year later, the same managers were surveyed to assess whether they had changed jobs since the initial survey, and the circumstances surrounding the job change. This survey data was matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that dissatisfaction with different aspects of the organization and job were more strongly related to job search than were perceptions of greener pastures. Moreover, although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes. Implications of managerial job search on organizations are discussed

Making Talk Cheap (and Problems Easy): How Legal and Political Institutions Can Facilitate Consensus

In many legal, political, and social settings, people must reach a consensus before particular outcomes can be achieved and failing to reach a consensus may be costly. In this article, we present a theory and conduct experiments that take into account the costs associated with communicating, as well as the difficulty of the decisions that groups make. We find that when there is even a small cost (relative to the potential benefit) associated with sending information to others and/or listening, groups are much less likely to reach a consensus, primarily because they are less willing to communicate with one another. We also find that difficult problems significantly reduce group members’ willingness to communicate with one another and, therefore, hinder their ability to reach a consensus

Injectable Gelatin-Silk Fibroin Composite Hydrogels for In Situ Cell Encapsulation

Hydrogels are widely used tools for tissue engineering and regenerative medicine. Characterized as biofunctional, water-based polymer matrices with tunable mechanical properties, hydrogels have promising but limited applications in biomedical engineering, due to poor and static matrix strength. Here we plan to rectify this issue by introducing a new hydrogel made from a composite of gelatin and silk fibroin crosslinked by microbial transglutaminase (mTG) instantly and beta sheet formation gradually, respectively. This interpenetrating network (IPN) shows enhanced mechanical stiffness and strength compared to gelatin hydrogels, and is capable of encapsulating human cells with high viability demonstrated by the encapsulation of human dermal fibroblasts (hDFs). We also demonstrate that this hydrogel can encapsulate mesenchymal stem cells (MSC) as well as differentiate them into osteoblasts by dynamically stiffening the matrix over at 14-day period. These results indicate that this injectable hydrogel can be a great asset for tissue regeneration applications

Personality and Cognitive Ability as Predictors of Job Search and Separation Among Employed Managers

Traditional models and research on employee job search and separation focus on situationally-specific variables, those that change with time or between particular employment situations. More enduring individual characteristics, such as personality and cognitive ability, may create predispositions that affect search and separation in consistent ways across different situations. The research reported here extends traditional turnover models by incorporating two enduring individual characteristics – personality and cognitive ability – into the search and separation process. This extended model is then tested on a sample of executives. Cognitive ability as well as the personality dimensions of agreeableness, neuroticism and openness to experience related positively to job search. The effects of cognitive ability and the personality dimensions of agreeableness and openness to experience on job search were partially mediated by the array of situational factors, while the effect of neuroticism on job search was fully mediated. The relationship between extraversion and job search became significant in the presence of situational factors, suggesting a suppressor effect. With regard to separation, a similar suppressor effect was found for extraversion. Implications for future research and practice are discussed

Effects of Personality, Cognitive Ability, and Fit on Job Search and Separation Among Employed Managers

The present study attempted to provide a constructive replication and extension of a study on managerial job search completed by Bretz, Boudreau, and Judge (1994). Beyond examining the same variables as Bretz et al. (1994), the effects of personality, cognitive ability, challenge and hindrance related job stress, and fit on job search and turnover also were examined. Data were collected from a 1995 survey of employed U.S. managers and a 1996 follow-up survey of respondents. Results based on a sample of 1,886 managers generally replicated the Bretz et al. results. Furthermore, hindrance related stress, cognitive ability, extraversion, openness to experience, and agreeableness were associated with search and/or separation