Seeking advice is a core human behavior that the internet has reinvented twice: first through forums and Q&A communities that crowdsource public guidance, and now through large language models (LLMs). Yet the quality of this LLM advice for everyday well-being scenarios remains unclear. How does it compare, not only against human comments, but against the wisdom of the online crowd? We ran two studies (N=210) in which experts compared top-voted Reddit advice with LLM-generated advice. LLMs ranked significantly higher overall and on effectiveness, warmth, and willingness to seek advice again. GPT-4o beat GPT-5 on all metrics except sycophancy, suggesting that benchmark gains need not improve advice-giving. In Study-2, we examined how human and algorithmic advice could be combined, and found that human advice can be unobtrusively polished to compete with AI-generated comments. We conclude with design implications for advice-giving agents and ecosystems blending AI, crowd input, and expert oversight.

We introduce the psychometric concepts of bias and fairness in a multimodal machine learning context assessing individuals’ hireability from prerecorded video interviews. We collected interviews from 733 participants and hireability ratings from a panel of trained annotators in a simulated hiring study, and then trained interpretable machine learning models on verbal, paraverbal, and visual features extracted from the videos to investigate unimodal versus multimodal bias and fairness. Our results demonstrate that, in the absence of any bias mitigation strategy, combining multiple modalities only marginally improves prediction accuracy at the cost of increasing bias and reducing fairness compared to the least biased and most fair unimodal predictor set (verbal). We further show that gender-norming predictors only reduces gender predictability for paraverbal and visual modalities, while removing gender-biased features can achieve gender blindness, minimal bias, and fairness (for all modalities except for visual) at the cost of some prediction accuracy. Overall, the reduced-feature approach using predictors from all modalities achieved the best balance between accuracy, bias, and fairness, with the verbal modality alone performing almost as well. Our analysis highlights how optimizing model prediction accuracy in isolation and in a multimodal context may cause bias, disparate impact, and potential social harm, while a more holistic optimization approach based on accuracy, bias, and fairness can avoid these pitfalls.

Effective ways to measure employee job satisfaction are fraught with problems of scale, misrepresentation, and timeliness. Current methodologies are limited in capturing subjective differences in expectations, needs, and values at work, and they do not lay emphasis on demographic differences, which may impact people's perceptions of job satisfaction. This study proposes an approach to assess job satisfaction by leveraging large-scale social media data. Starting with an initial Twitter dataset of 1.5M posts, we examine two facets of job satisfaction, pay and supervision. By adopting a theory-driven approach, we first build machine learning classifiers to assess perceived job satisfaction with an average AUC of 0.84. We then study demographic differences in perceived job satisfaction by geography, sex, and race in the U.S. For geography, we find that job satisfaction on Twitter exhibits insightful relationships with macroeconomic indicators such as financial wellbeing and unemployment rates. For sex and race, we find that females express greater pay satisfaction but lower supervision satisfaction than males, whereas Whites express the least pay and supervision satisfaction. Unpacking linguistic differences, we find contrasts in different groups' underlying priorities and concerns, e.g., under-represented groups saliently express about basic livelihood, whereas the majority groups saliently express about self-actualization. We discuss the role of frame of reference and the "job satisfaction paradox", conceptualized by organizational psychologists, in explaining our observed differences. We conclude with theoretical and sociotechnical implications of our work for understanding and improving worker wellbeing.

Modeling politeness across cultures helps to improve intercultural communication by uncovering what is considered appropriate and polite. We study the linguistic features associated with politeness across American English and Mandarin Chinese. First, we annotate 5,300 Twitter posts from the United States (US) and 5,300 Sina Weibo posts from China for politeness scores. Next, we develop an English and Chinese politeness feature set, 'PoliteLex'. Combining it with validated psycholinguistic dictionaries, we study the correlations between linguistic features and perceived politeness across cultures. We find that on Mandarin Weibo, future-focusing conversations, identifying with a group affiliation, and gratitude are considered more polite compared to English Twitter. Death-related taboo topics, use of pronouns (with the exception of honorifics), and informal language are associated with higher impoliteness on Mandarin Weibo than on English Twitter. Finally, we build language-based machine learning models to predict politeness with an F1 score of 0.886 on Mandarin Weibo and 0.774 on English Twitter.

Organizations often strive to recruit and retain individuals who would be a "good fit" with their core values, beliefs and practices. Person-Organization (P-O congruence is known to explain employee satisfaction, commitment and absenteeism. This paper proposes a new measure of P-O fit by empirically investigating the similarity of routine within an organization. This measure of routine fit is motivated by the theory of entrainment, which refers to the synchrony of individual and community behaviors. We use unobtrusive bluetooth sensing to examine how the concurrence of latent activity patterns is related to job performance and wellbeing. Routine fit echoes traditional constructs of congruence as it is significantly related to higher task performance and lower workplace deviance. Additionally however, it is also related to greater stress and higher arousal. Prior work in organizational psychology have used single-occasion survey instruments to infer uni-dimensional models of fit. These methods are limited by subjective perceptions of employees. In contrast, we demonstrate a data-driven and multidimensional approach to study normative routines in an organization as a measure of P-O fit. We discuss the potential of our approach in designing technologies that understand the congruence of employee routines and positively impact employee functioning at the workplace.

In the global economy, design of digital media often involves teams of individuals from a variety of cultures who must function together. Similarly, products must be designed and marketed taking specific cultural characteristics into account. Much is known about decision processes, culture and cognition, design of products and interfaces for human interaction with machines, and organizational processes, but this knowledge is dispersed across several disciplines and research areas. This article reviews current work in these areas and proposes a research agenda for fostering increased understanding of the ways in which cultural differences influence decision making and action in design and use of digital media.