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The relationship between sense of agency and perceived stigma in those with cognitive disabilities
No full textThe focus population of this study is those with cognitive disabilities, which limit in some way a person’s ability to complete mental tasks, such as communication, planning, or remembering. The primary purpose is to focus on the participants\u27 sense of agency and perceived stigma. The Sense of Agency Scale (SoA) measures a participant’s consciously perceived control over their mind, body, and the immediate environment. The Perceived Disability Social Stigma Scale (PDSS) measures to what degree participants believe that people with disabilities are stigmatized in their respective communities. Confirmatory research into these two variables offers an interesting insight into how the degree of stigmatization a person feels may affect the degree to which they feel they are in charge of their own life. It was predicted that the degree of stigmatization that participants perceived would relate to their sense of agency. There was a moderate negative correlation between perceived stigma and positive sense of agency (r=-.26, p=.015, 95% CI [-.439, -.051], N=90). These findings suggest that in a population of people with cognitive disabilities, there is a correlation between positive agency and perceived stigma
More Than an Athlete: Exploring Mental Health Concerns Among Student-Athletes
Full text linkWithin the United States, student-athletes experience the psychological and physiological effects of collegiate sports; however, student-athletes may not feel comfortable accessing mental health care resources or there may be inadequate resources available. This study sought to assess personal and environmental deterrents to the well-being and athletic performance of collegiate athletes. Through a series of qualitative interviews with 11 student-athletes from a small, Midwestern university, researchers investigated mental health stigmas in athletics, barriers to psychological resources, and the necessity for sports psychology interventions on-campus. The interview questions focused on student athletes’ level of perceived mental health support from campus and coaches. The transcripts were analyzed using thematic analysis. Four common themes emerged: personal identity struggles, negative stigmas surrounding athletic environments, barriers to mental health resources, and desires for professional intervention. Among the participants, 81% reported enduring moderate to severe psychological hardship with limited resources available to support them. The results indicated a persistent pattern of diminished self-worth and exacerbated psychological symptoms due to athletic performance. These findings present a significant demand for sports psychology and/or professional mental health resources on college campuses, as well as implications for additional methods of sports-related interventions
Understanding organizational drivers of employee ratings of startups
Full text linkAttracting new talent can be a major hurdle for startup companies, particularly in competitive sectors like Artificial Intelligence (AI) and Financial Technology (FinTech). These organizations frequently face stigmatic challenges related to limited reputation, lower compensation, and perceptions of poor work-life balance (WLB), which can deter potential job candidates. Therefore, job seekers often rely on online platforms such as Glassdoor to gain insights regarding how current or former employees rated these startups in specific aspects, such as compensation, organizational culture, and WLB. However, it is unclear which aspects of the organizational environment are related to overall employee ratings of startups and their CEOs. Understanding these relationships is critical, because it can guide startups in strategically allocating their limited resources to areas that most enhance their employer appeal. To answer this question, we selected a sample of 338 startups from the Forbes AI and FinTech 50 lists (2023 and 2024), as well as its 2024 “America’s Best Startups” list. We collected employee ratings on these startups’ organizational culture, WLB, senior management, compensation and benefits, career opportunities, and diversity, equity, and inclusion (DEI) from Glassdoor. While controlling for the number of reviews, we utilized multiple regression analysis to explore the relationship between these organizational factors and the company’s overall ratings, CEO approval, and recommend-to-friend rate (also collected from Glassdoor). The findings revealed that only employee ratings on organizational culture and senior management were positively related to all three outcomes. Additionally, WLB and career opportunity ratings were positively related to recommend-to-friend rate. Contrastingly, DEI ratings were negatively related to both CEO approval and recommend-to-friend rate. Our findings suggest that investing in strong organizational culture and effective leadership may yield greater returns in attracting and retaining talent than focusing primarily on enhancing compensation or benefits. For startups competing for talent, these results highlight where limited resources can make the greatest impact and offer actionable insights for startups aiming to improve their employer brand and bring in new talent
Ripples of Gratitude
Full text linkHudson Rouben The Ripples of Gratitude Internship/practicum overview submission Burnout is one of the most common and devastating phenomena that can occur within the workplace. Considering the government\u27s radical funding changes, organizations have been struggling nationwide, especially nonprofit organizations. This struggle arose from executive orders from federal legislation which affected nonprofit\u27s ability to seek fundraising and federal grants. This change led to high levels of burnout and anxiety among many nonprofits (New Tax Law, 2025; Barber, 2025). A Survey even found that up to 90% of nonprofit leaders are concerned about their own levels of burnout (State of Nonprofits, 2025). As part of a community-engaged course, I worked with Kentucky nonprofit organizations and created an initiative to tackle burnout. My research was centered on Maslach and Leiter\u27s, The Burnout Challenge (2022). Maslach and Leiter identify the cause of burnout as “due to misalignments across six critical workplace dimensions: workload, control, reward, community, fairness, and values” (Maslach & Leiter, 2022, p. 6). After administering group interviews with nonprofit leaders and staff, I recorded comprehensive notes, observations, and themes on burnout. What emerged was a common misalignment between reward, community, and workload. The limited recognition and support along with the limited staffing creates a tense, overwhelming melting pot for burnout in nonprofits. I developed the Ripples of Gratitude initiative to synthesize a culture that recognizes what often goes unnoticed. Recognition is a basic human need for self-realization (Honneth, 1995). Individuals being recognized for efforts and contributions thrive much farther compared to when recognition is absent. The acknowledgement of attitude, skills, and effort is not a “perk” but a fundamental psychological need. The lack of recognition aligns with reward as one of six mismatches from Maslach and Leiter\u27s Burnout Challenge. When employees go unnoticed, ignored, and undervalued, burnout increases. The Ripples of Gratitude was created to target the mismatch in worker recognition by building a culture of gratitude, involvement, and purpose by fostering a cordial ground for optimism, curiosity, resilience, and creativity. The Ripples of Gratitude involve coworkers and leaders signing “gratuity slips.” Coworkers and leaders are highly encouraged to highlight unseen contributions, proclaim emotional and relational support, or highlight the optimistic attitude towards the organization\u27s mission. These slips are either hand delivered or placed within a designated drop box location. After receiving a slip, you are highly encouraged to write one about a separate coworker (hence: the ripple!). By adding a quick, structured, low-pressure practice, this initiative creates opportunities for reflection, gratitude and acknowledgment that directly counteract invisibility and disengagement within the workplace. Overall, the Ripples of Gratitude initiative seeks to build a self-sustaining culture centered around appreciation and individual well-being that strengthens organizational cohesion as well as reinforcing the organizations shared mission. It is now freely available for use as part of the Kentucky Psychological Foundation’s Nonprofit Wellness Initiative
Making Sense of Teaming with AI: Exploring Human-AI Team Development Through Interpretative Phenomenological Analysis
Full text linkAs artificial intelligence (AI) becomes increasingly embedded in collaborative work environments, Human-AI Teaming (HAIT) is reshaping how employees experience team development and view AI as an active teammate, versus passive tool. This in-progress dissertation study uses Interpretative Phenomenological Analysis (IPA) to explore how employees make sense of team development within HAIT context. Grounded in Business Psychology and designed for I-O psychology application, the study explores how employees interpret milestones of human-AI team development and navigate emerging socio-technical dynamics. The primary research question guiding this inquiry is: How do employees make sense of their experiences of team development while working on Human-AI teams? Supporting questions examine perceptions of team collaboration, trust calibration, and shared cognition with AI across group developmental stages. The study introduces a novel conceptual scaffold integrating Tuckman’s Group Development Model and the Machines as Teammates framework that is anchored by Media Synchronicity Theory, Trust in Automation, and Shared Mental Models. This qualitative study will analyze semi-structured interviews with 8–10 U.S.-based professionals actively adopting HAIT practices (e.g., healthcare, professional services, or technology). Participants must have either 12+ months of HAIT experience or have completed a full HAIT project cycle. Interviews will be conducted via Zoom, transcribed, and analyzed using IPA’s six-step process, supported by layered coding strategies to ensure idiographic depth and analytic rigor. Expected findings will illuminate how employees may perceive AI as a teammate, navigate evolving socio- technical dynamics, and form shared understandings in hybrid human-AI environments. These insights will contribute to both theory and practice by (a) extending traditional team development models into socio-technical domains, and (b) informing I-O professionals with evidence-based guidance for designing, facilitating, and sustaining human-AI teams in ways that preserve human-centric work environments, while leveraging AI capabilities responsibly. Further implications for research include advancing existing team development theory by offering a conceptual framework designed for HAIT dynamics, emphasizing the importance of interdisciplinary theory and qualitative nuance in understanding emerging team phenomena
Understanding Molecular Mechanisms of UPS Regulation of Transcription Factors
No full textRegulation of transcription is critical for the maintenance of normal cellular homeostasis. Failure to regulate transcription can lead to cellular catastrophe and disease. One of the ways cells cope with the challenges of transcription is by making extensive use of the proteolytic activities of the Ubiquitin Proteasome System (UPS). The evolutionary conserved UPS is involved in targeted degradation of transcription factors (TFs) and thus regulates transcription. Dysregulation of UPS-mediated degradation of TFs could lead to overexpression of TFs in cells, thereby could lead to oncogenesis. Importantly, TFs, Paf1 and Taf2 are overexpressed in many cancers [1-5], however, the basis for overexpression of TFs, Paf1 and Taf2 in cancer cells are unclear. In UPS, E3 ligases are essential in understanding molecular mechanisms as it possess the substrate specificity. Although Not4 is the E3 ligase in UPS regulation of Paf1 [6,7], the mechanism of Not4-mediated UPS regulation of Paf1 in regulating transcription is not clear. Moreover, it is yet unknown the E3 ligase involved in UPS regulation of Taf2. Therefore, we proposed two aims: Aim 1: Investigation of Paf1 ubiquitination and proteasomal degradation in regulation of transcription. Aim 2: Identification of the E3 ligase involved in UPS regulation of Taf
Identification of key biomarker genes in liver hepatocellular carcinoma (LIHC) and kidney renal clear cell (KIRC) carcinoma progression: A shared high-throughput screening and molecular docking method with potentials for targeted therapeutic interventions.
No full textABSTRACT Background and objectives: Liver Hepatocellular Carcinoma (LIHC) and Kidney Renal Clear Cell Carcinoma (KIRC) are leading causes of cancer death worldwide, but their early detections remain hindered by a lack of genetic markers. Our study aims to find prospective biomarkers that could serve as prognostic indicators for efficient drug candidates for KIRC and LIHC treatment. Methods: To detect differentially expressed genes (DEGs), four datasets were used: GSE66271 and GSE213324 for KIRC, and GSE135631 and GSE202853 for LIHC. Visualization of DEGs was done using heatmaps, volcano plots, and Venn diagrams. Hub genes were identified via PPI analysis and the cytoHubba plugin in Cytoscape. Their expression was evaluated using box plots, stage plots, and survival plots for prognostic assessment via GEPIA2. Molecular docking with PyRx\u27s AutoDock Vina identified optimal binding interactions between compounds and proteins. Pharmacokinetic and toxicity analyses reinforced the drug-likeness and safety of these compounds. Results: In this study, 47 DEGs were identified, with the top 10 hub genes being TOP2A, BUB1, PTTG1, CCNB2, NUSAP1, KIF20A, BIRC5, RRM2, NDC80 and CDC45, chosen for their high MCC scores. Data mining revealed a correlation between TOP2A expression and clinical survival outcomes in KIRC and LIHC patients. Docking studies of the TOP2A structure identified a promising compound from Andrographis paniculata with high binding energy and interactions with TOP2A. Pharmacokinetic and toxicity assessments support its potential as a drug candidate. Conclusion: Our study emphasizes TOP2A\u27s prognostic significance in KIRC and LIHC and recognizes Andrographis paniculata compound as potential therapeutics, offering prospective for enhanced treatment and patient outcomes in these cancers
Born to be kind: The evolutionary significance of prosocial behaviors in humans
Full text linkHumans prefer kind romantic partners. Worldwide surveys have identified kindness as the defining feature of an ideal long-term partner, often explained as a signal for evolutionary fitness, demonstrating the ability to provide resources and ensure survival. Instead, we propose an alternative explanation: human preference for prosociality stems from an innate desire to be treated well. To test this, we asked participants whether they preferred kindness directed towards them or kindness exhibited more generally. Results indicate that participants were significantly more attracted to people who were kind to them personally than to people who were broadly kind to others. Interestingly, participants were equally repelled by people who demonstrated unkindness towards themselves and others. These findings suggest that people’s attraction to kindness is driven primarily by self-interest rather than evolutionary signals alone. Our research further supports that the human capacity for prosociality may have developed through sexual selection for kind behaviors, highlighting the deep-rooted nature of kindness in human interactions. Future research could explore the interplay of evolutionary and cultural factors in shaping human kindness using longitudinal models, providing deeper insights into the motivations that drive prosocial behavior
Pathways to Second Chances: A Multidisciplinary Integrative Review of 25 Years of Research on the Employment of Formerly Incarcerated Individuals
Full text linkIn this paper, we present an integrative review of the research literature on the challenges and opportunities surrounding the employment of formerly incarcerated individuals (FIIs). Our primary aim is to integrate 25 years of multidisciplinary evidence into vocational behavior scholarship, offering an employment life-cycle framework that identifies research gaps and practical implications for employers. Grounded in a multidisciplinary approach, we synthesize research across various domains, including criminal justice, psychology, sociology, law, economics, and management, to provide a holistic understanding of the systemic barriers that hinder FIIs\u27 reintegration into the workforce. We introduce an integrative framework that examines the employment life cycle of FIIs, encompassing recruitment, selection, onboarding, development, and retention. We also highlight the critical role of social stigmatization, lack of access to vocational training, and the systemic disconnection between correctional institutions and labor market demands. Furthermore, our review emphasizes the importance of employer engagement and policy interventions in fostering inclusive hiring practices that support the successful reintegration of FIIs. We conclude with a call for future research and practical recommendations focusing on individual, organizational, and systemic factors that influence successful FII employment, highlighting the necessity of tailored vocational programs, social network support, and supportive workplace practices
Automating Insight: AI-Driven KSA Extraction for Career Clarity
Full text linkAbstract Background Underemployment is a battle that many psychology undergraduates face (Burning Glass Institute, 2024). This can be discouraging, and students are often unaware of alternative postgraduate options to graduate school (Halonen, 2013). To combat this, the research team has created Eugene, an online tool that can be used for career exploration. Students select from a list of psychology courses, and Eugene produces the knowledge, skills, and abilities (KSAs) they have gained in those courses alongside a list of potential jobs they may be qualified for. Currently, the team has a methodology in place that involves having multiple faculty members provide ratings on KSAs gained in their courses and then come to a consensus (Bott et al. 2023). This process can be very extensive, and the team is seeking to make improvements by utilizing artificial intelligence (AI). Methods This study will focus on streamlining the current KSA reconciliation process by training an AI agent to rate syllabi from psychology courses and provide its rationale for why it rated each KSA at the level that it did. The team will continue to ask professors to rate each KSA, but once each professor’s ratings have been collected, the AI platform will rate the same KSAs as well, using the professors’ syllabi. The team will train the AI by providing it with all the KSAs and anchors currently in use. Once the team has ratings from both the professor and the AI, a report will be written that details both sets of ratings and this report will be sent back to the professor for them to decide if they would like to update the ratings or not. Incorporating AI into our consensus process is supported by recent work showing that human–AI hybrid frameworks can enhance the efficiency and transparency of expert consensus while maintaining human oversight (Speed & Metwally, 2025). Expected Results & Implications It is expected that this improved process will reduce the burden on the faculty, as it will allow them to self-reconcile on their own time. This may improve their perceptions of this KSA rating process and ultimately, Eugene. More positive faculty experiences could translate into greater student awareness of Eugene, particularly if faculty recommend the tool during advising appointments. Collectively, these improvements position Eugene as a more efficient, credible, and widely supported resource for connecting psychology coursework to meaningful career pathways