In subjective decision-making, where decisions are based on contextual interpretation, Large Language Models (LLMs) can be integrated to present users with additional rationales to consider. The diversity of these rationales is mediated by the ability to consider the perspectives of different social actors. However, it remains unclear whether and how models differ in the distribution of perspectives they provide. We compare the perspectives taken by humans and different LLMs when assessing subtle sexism scenarios. We show that these perspectives can be classified within a finite set (perpetrator, victim, decision-maker), consistently present in argumentations produced by humans and LLMs, but in different distributions and combinations, demonstrating differences and similarities with human responses, and between models. We argue for the need to systematically evaluate LLMs' perspective-taking to identify the most suitable models for a given decision-making task. We discuss the implications for model evaluation.

While the unique challenges of hybrid work can compromise collaboration and team dynamics, hybrid teams can thrive with well-informed strategies and tools that nurture interpersonal engagements. To inform future supports, we pursue a mixed-methods study of hybrid engineering design capstone teams' Psychological Safety (PS) (i.e., their climate of interpersonal risk-taking and mutual respect) to understand how the construct manifests in teams engaged in innovation. Using interviews, we study six teams' perceptions of PS indicators and how they present differently on Slack (when compared to in-person interactions). We then leverage the interview insights to design Slack-based PS indicators. We present five broad facets of PS in hybrid teams, four perceived differences of PS on Slack compared to in-person, and 15 Slack-based, PS indicators--the groundwork for future automated PS measurement on instant-messaging platforms. These insights produce three design implications and illustrative design examples for ways instant-messaging platforms can support Psychologically Safe hybrid teams, and best practices for hybrid teams to support interpersonal risk-taking and build mutual respect.

While distributed workers rely on scheduled meetings for coordination and collaboration, these meetings can also challenge their ability to focus. Protecting worker focus has been addressed from a technical perspective, but companies are now attempting organizational interventions, such as meeting-free weeks. Recognizing distributed collaboration as a sociotechnical challenge, we first present an interview study with distributed workers participating in meeting-free weeks at an enterprise software company. We identify three orientations workers exhibit during these weeks: Focus, Collaborative, and Time-Bound, each with varying levels and use of unstructured time. These different orientations result in challenges in attention negotiation, which may be suited for technical interventions. This motivated a follow-up study investigating attention negotiation and the compensating mechanisms workers developed during meeting-free weeks. Our framework identified tensions between the attention-getting and attention-delegation strategies. We extend past work to show how workers adapt their virtual collaboration mechanisms in response to organizational interventions.

Human-AI collaborative decision-making can achieve better outcomes than either party individually. The success of this collaboration can depend on whether the human decision-maker perceives the AI contribution as beneficial to the decision-making process. Beneficial AI explanations are often described as relevant, convincing, and trustworthy. Yet, we know little about the characteristics of explanations that result in these perceptions. Focusing on collaborative subjective decision-making, using the context of subtle sexism, where explanations can surface new interpretations, we conducted a user study (N=20) to explore the structural and content characteristics that affect perceptions of human and AI-generated verbal (text and audio) explanations. We find four groups of characteristics ( Tone, Grammatical Elements, Argumentative Sophistication and Relation to User ), and that the effect of these characteristics on the perception of explanations for subtle sexism depends on the perceived author. Thus, we also identify which explanation characteristics participants use to identify the author of an explanation. Demonstrating the relationship between these characteristics and explanation perceptions, we present a categorized set of characteristics that system builders can leverage to produce the appropriate perception of an explanation for various sensitive contexts. We also highlight human perception biases and associated issues resulting from these perceptions.

It was previously hypothesized that gender differences -- and thus gender discrimination -- would disappear if communication was no longer in person, and instead was transmitted and received in the same format for all. Yet, even online, researchers have identified gendered language styles in written communication that reveal gender cues and can lead to unequal treatment. In this work, we revisit these past findings and ask whether the same gendered patterns can be found on modern communication platforms, which present a new set of engagement features and mixed synchronous capabilities. We quantitatively analyze 335,000 Slack messages sent by 845 individuals as part of 46 teams, collected over six years of a product design capstone course. We found little evidence of traditionally gendered communication styles (characterized as elaborate, uncertain, and supportive) from the minority-gender participants. We did identify relationships between message author gender, communication style, and message engagement --- women and minority genders were more likely to have their messages engaged with, but only when using certain communication styles --- suggesting complex power dynamics exist on these platforms. We contribute the first study of gendered language styles on Enterprise Communication Platforms, adding to the community's understanding of how new settings and emerging technology relate to team collaborative dynamics, and motivating future tool development to support collaboration in diverse teams.