Explore the vast range of titles available.

Online markets for remote labour services allow workers and firms to contract with each other directly. Despite this, intermediaries—called outsourcing agencies—have emerged in these markets. This article shows that agencies signal to employers that inexperienced workers are high quality. Workers affiliated with an agency have substantially higher job-finding probabilities and wages at the beginning of their careers compared to similar workers without an agency affiliation. This advantage declines after highquality non-affiliated workers receive good public feedback scores. The results indicate that intermediaries have arisen endogenously to permit a more efficient allocation of workers to jobs.

To explore the impact of coronavirus disease 2019 (COVID-19) on small businesses, we conducted a survey of more than 5,800 small businesses between March 28 and April 4, 2020. Several themes emerged. First, mass layoffs and closures had already occurred—just a few weeks into the crisis. Second, the risk of closure was negatively associated with the expected length of the crisis. Moreover, businesses had widely varying beliefs about the likely duration of COVID-related disruptions. Third, many small businesses are financially fragile: The median business with more than $10,000 in monthly expenses had only about 2 wk of cash on hand at the time of the survey. Fourth, the majority of businesses planned to seek funding through the Coronavirus Aid, Relief, and Economic Security (CARES) Act. However, many anticipated problems with accessing the program, such as bureaucratic hassles and difficulties establishing eligibility. Using experimental variation, we also assess take-up rates and business resilience effects for loans relative to grants-based programs.

Natural animals are renowned for their ability to acquire a diverse and general skill set over the course of their lifetime. However, research in artificial intelligence has yet to produce agents that acquire all or even most of the available skills in non-trivial environments. One candidate algorithm for encouraging the production of such individuals is Novelty Search, which pressures organisms to exhibit different behaviors from other individuals. However, we hypothesized that Novelty Search would produce sub-populations of specialists, in which each individual possesses a subset of skills, but no one organism acquires all or most of the skills. In this paper, we propose a new algorithm called Curiosity Search, which is designed to produce individuals that acquire as many skills as possible during their lifetime. We show that in a multiple-skill maze environment, Curiosity Search does produce individuals that explore their entire domain, while a traditional implementation of Novelty Search produces specialists. However, we reveal that when modified to encourage intra-life behavioral diversity, Novelty Search can produce organisms that explore almost as much of their environment as Curiosity Search, although Curiosity Search retains a significant performance edge. Finally, we show that Curiosity Search is a useful helper objective when combined with Novelty Search, producing individuals that acquire significantly more skills than either algorithm alone.

How and by how much do supervisors enhance worker productivity? Using a company-based data set on the productivity of technology-based services workers, we estimate supervisor effects and find them to be large. Replacing a boss who is in the lower 10% of boss quality with one who is in the upper 10% of boss quality increases a team’s total output by more than adding one worker to a nine-member team would. Workers assigned to better bosses are less likely to leave the firm. A separate normalization implies that the average boss is about 1.75 times as productive as the average worker.

The black sheep effect (BSE) describes the evaluative upgrading of norm-compliant group members (ingroup bias), and evaluative downgrading of deviant (norm-violating) group members, relative to similar outgroup members. While the BSE has been demonstrated extensively in human groups, it has yet to be shown in groups containing robots. This study investigated whether a BSE towards a 'deviant' robot (one low on warmth and competence) could be demonstrated. Participants performed a visual tracking task in a team with two humanoid NAO robots, with one robot being an ingroup member and the other an outgroup member. The robots offered advice to the participants which could be accepted or rejected, proving a measure of trust. Both robots were also evaluated using questionnaires, proxemics, and forced preference choices. Experiment 1 (N = 18) manipulated robot grouping to test our group manipulation generated ingroup bias (a necessary precursor to the BSE) which was supported. Experiment 2 (N = 72) manipulated the grouping, warmth and competence of both robots, predicting a BSE towards deviant ingroup robots, which was supported. Results indicated that a disagreeable ingroup robot is viewed less favourably than a disagreeable outgroup robot. Furthermore, when interacting with two independent robots, a \"majority rule\" effect can occur in which each robot's opinion is treated as independent vote, with participants significantly more likely to trust two unanimously disagreeing robots. No effect of warmth was found. The impact of these findings for human-robot team composition are discussed.

Being hired into a job depends not only on one’s own skill but also on that of other applicants. When another able applicant applies, a well-suited worker may be forced into unemployment or into accepting an inferior job. A model of this process defines over- and underqualification and provides predictions on its prevalence and on the wages of mismatched workers. It also implies that unemployment is concentrated among the least skilled workers, while vacancies are concentrated among high-skilled jobs. Four data sets are used to confirm the implications and establish that the hiring probability is low when competing applicants are able.

[This corrects the article DOI: 10.1371/journal.pone.0162235.].

Gaze is an important tool for social communication. Gaze can influence trust, likability, and compliance. However, excessive gaze in some contexts can signal threat, dominance and aggression, and hence complex social rules govern the appropriate use of gaze. Using a between-subjects design we investigated the impact of three levels of robot gaze (averted, constant and “situational”) upon participants’ likelihood of trusting a humanoid robot’s opinion in a cooperative visual tracking task. The robot, acting as a confederate, would disagree with participants’ responses on certain trials, and suggest a different answer. As constant, staring gaze between strangers is associated with dominance and threat, and averted gaze is associated with lying, we predicted participants would be most likely to be persuaded by a robot which only gazed during disagreements (“situational gaze”). However, gender effects were found, with females least likely to trust a robot which stared at them, and no significant differences between averted gaze and situational gaze. Implications and future work are discussed.

Nonlinear optical properties of poled and unpoled, lead zirconate-titanate (Pb0.52Zr0.48TiO3) nanorod arrays, grown on Pt-coated Si with ∼200 nm diameter and ∼600 nm height, were investigated. Clear signatures of second harmonic generations (SHG), from 490–525 nm (2.38–2.53 eV) at room temperature, were observed. Furthermore, time resolved differential reflectivity measurements were performed to study dynamical properties of photoexcited carriers in the range of 690–1000 nm where multiphoton processes were responsible for the photo-excitations. We compared this excitation scheme, which is sensitive mainly to the surface states, to when the photoexcited energy (∼3.1 eV) was close to the band gap of the nanorods. Our results offer promises for employing these nanostructures in nonlinear photonic applications.