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Brexit Nurse Departure Linked to Rising Hospital Death Toll, New Study Warns

The sharp decline in European Union nurses joining the NHS following the 2016 Brexit referendum may have contributed to more than 1,200 additional patient deaths each year in England, according to a new study led by the University of Surrey in collaboration with the University of Aberdeen, Harvard Business School and Vienna University of Economics and Business. Published in The Economic Journal, the research found that hospitals which had relied most heavily on recruiting EU nurses before Brexit experienced the greatest deterioration in patient outcomes after the referendum.

Researchers estimate that during the first three years after the Brexit vote, hospitals with the highest dependence on EU nurses recorded 3,714 additional emergency patient deaths and nearly 14,000 extra emergency readmissions following discharge. The study found no evidence that these poorer outcomes were driven by reductions in hospital funding, bed capacity or increases in patient numbers, suggesting that staffing changes played a significant role.

To examine the impact, the research team analysed more than 32 million emergency hospital admissions across 130 NHS hospitals between 2012 and 2019. By combining patient records with NHS workforce data, they compared hospitals based on their reliance on EU nurses before the referendum. While many hospitals successfully replaced departing European staff with nurses recruited from outside Europe, those that had previously depended most on EU workers still experienced worsening patient care, including higher emergency mortality and readmission rates.

The findings challenge the assumption that simply filling vacancies is enough to maintain healthcare quality. Researchers argue that restrictions on international recruitment can shrink the pool of skilled applicants, forcing employers to recruit less experienced workers. Supporting this conclusion, the study found that nurses hired after the referendum were more likely to be appointed to lower NHS salary bands, indicating they generally had less experience or fewer qualifications than the EU nurses they replaced. Staff in the most affected hospitals also reported lower satisfaction with the quality of care they were able to provide.

Professor Giuseppe Moscelli, Professor of Economics at the University of Surrey and the study’s principal investigator, said hospitals were able to recruit replacement nurses, but often from “a smaller and less experienced pool of applicants”, with measurable consequences for patients. He said the findings highlight that the quality and experience of healthcare workers are just as important as maintaining overall staffing levels, particularly in critical hospital settings where skilled nursing directly influences patient outcomes.

The researchers say the study has important implications for countries that rely on internationally trained healthcare professionals. According to Professor Moscelli, immigration policies can produce unintended effects that extend well beyond the labour market, ultimately influencing the standard of care patients receive. He urged policymakers to recognise that healthcare systems competing for skilled international workers must consider not only how many staff they recruit, but also how immigration policies affect the willingness of experienced professionals to work in the country.

More information: Henrique Castro-Pires et al, Immigration, Workforce Composition, and Organisational Performance: The Effect of Brexit on NHS Hospital Quality, The Economic Journal. DOI: 10.1093/ej/ueag088

Journal information: The Economic Journal Provided by University of Surrey

When Social Reform Meets the Marketplace: The Case of #MeToo

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The #MeToo movement has influenced not only public attitudes towards sexual misconduct but also consumer spending. New research from the University of Arizona suggests that audiences have become less willing to support films containing problematic sexual content, with these changing preferences directly affecting box office performance. The findings indicate that even relatively small shifts in consumer attitudes can translate into millions of dollars in revenue, raising important questions about whether the film industry should adapt its creative and production practices to reflect evolving social expectations.

The study was led by Nooshin L. Warren, Associate Professor of Marketing at the University of Arizona’s Eller College of Management, in collaboration with researchers from Texas Christian University and the University of Oregon. Published in the Journal of Marketing, the research examined 1,523 top-grossing films released between 2010 and 2023. Using a combination of artificial intelligence and manual verification, the researchers analysed portrayals of sexual misconduct, female objectification, gender stereotyping, and gender-related characteristics such as agency and strength. They also incorporated over 300,000 Internet Movie Database keywords, audience demographics, theatrical release data, and real-world scandals to provide a comprehensive assessment of each film.

The results demonstrate that consumer preferences changed significantly following the rise of #MeToo. Films containing depictions of sexual misconduct generally experienced lower box office revenues, with relatively minor differences in content associated with revenue changes of between US$8 million and US$13 million. Warren argues that from an economic perspective, social movements can alter consumer demand, which subsequently influences market supply. Rather than remaining solely a cultural phenomenon, #MeToo appears to have become an economic force capable of reshaping purchasing decisions and industry incentives.

Despite this increased rejection of problematic sexual behaviour, the study found that audiences were less receptive to films presenting non-traditional gender roles. While survey participants expressed support for reducing toxic masculinity and promoting gender equality, they showed less interest in films featuring emotionally vulnerable men or women as primary breadwinners. These findings suggest that although consumers increasingly reject harmful behaviour, their acceptance of alternative gender representations has progressed more slowly, revealing a gap between stated beliefs and actual consumption choices.

The film industry provided an ideal setting for examining these effects because it was both central to the emergence of the #MeToo movement and characterised by lengthy production cycles. Since films typically require years to complete, producers could not rapidly revise scripts or recast projects after #MeToo gained widespread attention. This production lag created a natural environment for observing changes in audience demand while keeping the supply of films relatively stable, allowing researchers to isolate the movement’s impact on consumer behaviour.

Warren argues that the findings extend beyond Hollywood. Many industries, including advertising, publishing, gaming, and consumer brands, continue to rely on traditional gender stereotypes in their products and marketing. As public expectations continue to evolve, businesses may need to reconsider how they portray gender if they wish to remain competitive. Although considerable progress has been made since the gendered advertising of previous decades, the study suggests that both industries and consumers are still adapting to changing social norms, highlighting the continuing influence of social movements on marketplace behaviour.

More information: Chi P. Tran et al, How the #MeToo Movement Has Reshaped Gender Dynamics in the Marketplace: Evidence from the Entertainment Industry, Journal of Marketing. DOI: 10.1177/00222429261464934

Journal information: Journal of Marketing Provided by University of Arizona

India’s Immunization Programme Cut Child Mortality but Suggests Greater Policy Coordination Between Health and Education Is Needed

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Each year, around 700,000 children die from vaccine-preventable diseases, with nearly all of these deaths occurring in low- and middle-income countries. New research by University of Notre Dame economist Santosh Kumar Gautam shows that India’s Universal Immunization Programme (UIP) substantially reduced child mortality, while also producing more complex long-term effects on educational attainment. Published in the Journal of Population Economics, the study highlights the need to coordinate health and education policies so that improvements in child survival are matched by investments that support children’s learning and long-term development.

India introduced the UIP in 1985, expanding it district by district before achieving nationwide coverage by 1990. This staggered rollout created a natural experiment, allowing Gautam to compare children born just before and just after the programme reached their district, while taking advantage of the fact that only children under one year of age were eligible for vaccination. Analysing data from a national survey of nearly 900,000 children, the study found that the programme reduced infant mortality by 0.4 percentage points and under-five mortality by 0.5 percentage points—significant improvements at a time when almost one in ten infants died before their first birthday.

The mortality benefits were concentrated among children from rural areas, poorer households and historically disadvantaged caste groups. By contrast, children from wealthier, urban and higher-caste families experienced little change, likely because many already had access to vaccination before the programme was introduced. According to Gautam, these findings demonstrate that large-scale public immunisation campaigns can effectively reach vulnerable populations despite longstanding concerns about weaknesses in healthcare delivery and implementation in developing countries.

The research also found that the programme had mixed effects on education. While exposure to the UIP reduced primary school completion, it increased secondary school completion among surviving children. Gautam suggests these contrasting outcomes reflect changes in the composition of the student population. Vaccination enabled some children with poorer underlying health, who otherwise might not have survived to school age, to enter primary school, lowering average completion rates. At the same time, children who would likely have survived regardless but enjoyed better health because of immunisation were more likely to remain in school and complete secondary education. Limited school capacity and overcrowded classrooms may also have contributed to lower completion rates in the early grades.

“These findings show that vaccines are among the most cost-effective investments countries can make to improve child health and human capital,” Gautam said. “I wanted to understand not only how India’s immunisation program saved lives, but also how it affected educational trajectories and human capital development.” He added that improvements in child survival should be accompanied by policies that ensure schools have the capacity to support growing numbers of students throughout their education.

The study concludes that health and education policies should be designed together rather than pursued independently. Governments that invest in childhood immunisation should also strengthen educational systems so that gains in survival translate into stronger human capital outcomes. Gautam’s research contributes to a broader understanding of how early-life health investments reduce poverty and improve long-term wellbeing, particularly in resource-constrained settings where effective policy coordination is essential to achieving the greatest social and economic returns.

More information: Santosh Kumar Gautam, The effects of childhood immunization programs on health and education: micro-evidence from India, Journal of Population Economics. DOI: 10.1007/s00148-026-01186-8

Journal information: Journal of Population Economics Provided by University of Notre Dame

Carbon-Based Pricing Linked to Greener Tourist Intentions, Hanyang University Study Finds

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Hotels have long encouraged guests to reuse towels, reduce linen changes, and conserve energy, but tourism continues to generate substantial carbon emissions. Voluntary sustainability initiatives have achieved only limited success in changing traveller behaviour over the long term. New research from Hanyang University suggests that directly linking accommodation costs to the environmental impact of a guest’s stay may provide a more effective way to encourage sustainable choices. The study found that when travellers faced prices reflecting their resource consumption, they reported stronger intentions to conserve energy and water during their stay.

Professor Hakseung Shin of the School of Tourism at Hanyang University led the research. Published online on 22 May 2026 and appearing in Volume 119 of Annals of Tourism Research on 1 July 2026, the study examined whether carbon-based pricing could motivate environmentally responsible behaviour. According to Prof. Shin, sustainability challenges cannot be solved through moral appeals or regulation alone. Instead, he argues that environmental goals should be aligned with market incentives through what he describes as “green capitalism”, allowing pricing mechanisms to encourage lower-impact consumption.

To investigate this idea, the researchers conducted three experiments using realistic hotel and short-term rental booking scenarios. Participants were presented with accommodation options in which charges reflected resource use, including electricity, water, heating, cooling, and linen services. Different pricing structures were tested to determine how they influenced intentions to conserve resources. Some participants faced additional charges for excessive consumption, while others received discounts for using fewer resources. The experiments also compared pricing in which environmental costs were displayed separately with pricing in which those costs were included within the overall accommodation price.

Across all three experiments, carbon-based pricing consistently increased participants’ intentions to adopt environmentally friendly behaviours. Travellers who knew that excessive resource consumption would increase their accommodation costs expressed stronger intentions to reduce their environmental impact. The findings also showed that discount-based incentives encouraged conservation to a similar extent as surcharge-based pricing, providing some of the first experimental evidence that market-based environmental pricing can positively influence sustainability decisions in tourism.

The presentation of environmental costs also played an important role. Participants responded more strongly when additional resource use resulted in a clearly identified surcharge than when lower consumption produced an equivalent discount. Likewise, separately itemised environmental charges generated stronger conservation intentions than costs bundled into a single accommodation price. According to Prof. Shin, these findings suggest that making environmental costs more visible could strengthen their influence on consumer decision-making. He noted that carbon-based pricing systems could be implemented across hotels, Airbnb properties, and tourism booking platforms to encourage lower-impact travel behaviour.

The researchers believe carbon-based pricing could become increasingly practical as smart technologies make it easier to monitor individual resource consumption. Integrating environmental costs into accommodation pricing may help travellers consider the carbon consequences of their choices while supporting the transition to a lower-carbon tourism sector. Prof. Shin predicts that advances in smart technologies and carbon tracking over the next five to ten years could make personalised carbon pricing a common feature of tourism. The authors caution, however, that their study relied on hypothetical booking scenarios and measured behavioural intentions rather than actual behaviour, highlighting the need for future research to evaluate whether these effects are replicated in real-world travel settings.

More information: Hakseung Shin et al, Paying for carbon: CO₂-based pricing mechanisms and pro-environmental behavior in tourism, Annals of Tourism Research. DOI: 10.1016/j.annals.2026.104209

Journal information: Annals of Tourism Research Provided by Hanyang University Research Strategy Planning Team

Beyond the Numbers: What a Decade of Corporate Sustainability Reports Reveals

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A new study reveals that while large European companies are disclosing substantially more sustainability information than they did a decade ago, important gaps remain, particularly in reporting on value chain impacts and social issues. Researchers from LMU Munich and the University of Cologne analysed 2.9 million sustainability indicators extracted from ten years of corporate annual reports and sustainability reports. Their findings show marked improvements in transparency around climate-related disclosures, but far less consistent reporting on broader environmental and social performance. The research, published in Nature Communications, provides one of the most comprehensive assessments of corporate sustainability reporting before the introduction of the EU’s Corporate Sustainability Reporting Directive (CSRD).

The study examined around 9,000 annual and sustainability reports from the 600 largest listed European companies between 2014 and 2023, covering approximately 1.7 million pages. Although these reports were prepared under the previous reporting framework, the researchers evaluated them against the much more detailed disclosure requirements introduced by the CSRD. This retrospective approach allowed the team to assess how closely corporate reporting already aligned with today’s higher expectations for environmental, social, and governance (ESG) transparency before the stricter regulations took effect.

To process such an extensive collection of documents, the researchers employed the large language model Llama-3.1-70B-Instruct, which automatically identified and extracted 501 ESG indicators from the reports. According to Professor Thorsten Sellhorn of LMU Munich, previous research and investment analyses often depended on expensive commercial databases that applied inconsistent definitions. The AI-driven approach provides a scalable, transparent, and freely accessible method for systematically identifying what companies disclose and where reporting gaps remain when measured against current standards.

The analysis shows that corporate transparency increased substantially over the decade. On average, companies disclosed 52.4% more sustainability indicators in 2023 than in 2014. Organisations with weaker sustainability performance also narrowed the disclosure gap considerably. In 2014, companies with the lowest ESG ratings reported nearly 40% fewer sustainability indicators than the highest-performing firms, but by 2023 that difference had fallen to just 6.8%. The findings suggest that sustainability reporting practices have become more consistent across companies, even if actual sustainability performance continues to vary.

The researchers also caution that greater disclosure should not automatically be interpreted as deteriorating environmental performance. While direct greenhouse gas emissions generally declined, reported indirect emissions from corporate value chains increased more than fivefold. Co-author Victor Wagner explains that this apparent increase largely reflects companies measuring and reporting a wider range of indirect emissions rather than producing substantially more emissions. The study therefore highlights the importance of distinguishing between improved data availability and genuine changes in environmental performance when evaluating corporate sustainability progress.

Social reporting presents a similarly mixed picture. The proportion of women in senior management increased by 9.2 percentage points during the study period, demonstrating progress in gender representation. However, the gap between executive compensation and median employee pay expanded more than twelvefold, indicating that advances have not been evenly distributed across all social dimensions. To encourage further research and accountability, the team has released both its dataset and analytical code through the Sustainability Reporting Navigator open science initiative, providing policymakers, investors, regulators, NGOs, and the public with free access to a comprehensive resource for comparing corporate sustainability reporting.

More information: Kerstin Forster et al, Assessing corporate sustainability with large language models: evidence from Europe, Nature Communications. DOI: 10.1038/s41467-026-75160-z

Journal information: Nature Communications Provided by Ludwig-Maximilians-Universität München

The Hospital That Pays for Itself: Fairy Tale or Future Reality?

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Imagine a hospital where patients recover more quickly, staff are happier and more likely to stay, and the building itself helps reduce operating costs. That is the vision behind Fable Hospital—a fictional healthcare facility created to explore a real question: can better hospital design improve care while paying for itself? In a new study published in BMJ Leader, researchers led by Texas A&M University Distinguished Professor Dr. Leonard Berry use this imaginary hospital to demonstrate how evidence-based design can produce measurable financial, clinical and environmental benefits. Although Fable Hospital does not exist, the strategies behind it are grounded in decades of research and real-world experience.

The researchers modelled a 300-bed community hospital, asking what would happen if every aspect of the building—from daylight and airflow to materials and energy systems—was designed to promote healing and efficiency. Their analysis suggests that investing an additional US$25 million to US$30 million, roughly 3% of construction costs, would allow the hospital to recover that expense within its first two years of operation. Beyond that point, the savings would continue to accumulate. “This research shows that designing a better hospital is not a luxury, it’s a smart investment,” Berry said. “When you build with evidence in mind, you improve care, support staff and reduce costs all at the same time.”

The projected savings come from multiple sources. Better indoor air quality, reduced noise and greater access to nature are associated with shorter hospital stays, which alone could save about US$7.25 million annually. The model also estimates yearly savings of roughly US$1 million from fewer medical errors, more than US$1.2 million through improved staff retention, and hundreds of thousands of dollars from lower energy and water consumption. Reduced renovation needs and more durable building materials further cut costs, resulting in projected net financial gains exceeding US$100 million over the hospital’s first decade.

The study reflects a growing movement towards regenerative design, an approach that goes beyond reducing environmental harm by creating hospitals that actively support human and community health. This could include patient rooms with views of nature, accessible healing gardens, healthier building materials and resilient infrastructure capable of withstanding extreme weather. According to Berry, hospitals should be viewed not as isolated buildings but as part of a broader system that influences patient outcomes, employee well-being and the health of surrounding communities.

The latest version of Fable Hospital builds on more than 20 years of research. Earlier editions, published in 2004 and 2012, helped shape the evidence-based design movement in healthcare, with many of their recommendations now incorporated into modern hospitals. Berry notes that while Fable Hospital itself is fictional, the design principles are supported by extensive research and have already proven beneficial in practice. The project was developed with collaborators from Texas A&M University, Rady Children’s Hospital in San Diego and the architecture firm Perkins&Will.

Ultimately, the researchers argue that hospital design should be viewed as a long-term investment rather than an upfront expense. Because hospitals influence healthcare delivery for decades after they are built, thoughtful design can generate lasting benefits for patients, staff and healthcare systems alike. As Berry concludes, the lesson of Fable Hospital is straightforward: a better hospital is not only possible—it is practical, financially sound, and worth the investment.

More information: Ashley Dias et al, Fable Hospital 3.0: the business case for building better healthcare facilities, BMJ Leader. DOI: 10.1136/leader-2025-001522

Journal information: BMJ Leader Provided by Texas A&M University

AI Could Backfire on Employers Seeking Top Talent

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Companies adopting artificial intelligence to speed up recruitment may unintentionally be weakening their ability to compete for top talent, according to a major new study. Researchers from the Royal Docks School of Business and Law found that although AI can significantly improve the speed and efficiency of hiring, relying too heavily on automated systems could make organisations less appealing to highly skilled applicants. The findings highlight a growing challenge for employers seeking to balance technological efficiency with the human experience of recruitment.

The researchers describe this challenge as the “resourcing paradox”, in which the efficiency gained through AI may come at the cost of the human connections needed to attract and retain talented employees. As organisations increasingly use technology to streamline recruitment, the study suggests that removing too much personal interaction can create a hiring process that feels impersonal, distant or unfair. This could discourage strong candidates and ultimately undermine the benefits that AI is intended to provide.

The review analysed 79 previous studies and found that AI is particularly effective at handling routine recruitment tasks. Automated tools can rapidly screen CVs, match candidates with suitable vacancies and arrange interviews, saving recruiters considerable time and resources. However, the research also showed that applicants are more likely to trust AI-supported recruitment when employers clearly explain how the technology is being used and ensure that people remain involved in important hiring decisions.

According to the researchers, AI should therefore be used to support recruiters rather than replace them. Human recruiters remain important for assessing qualities that automated systems may struggle to evaluate, including empathy, future potential and cultural fit. Professor Kirk Chang, a co-author of the study, said organisations that succeed in attracting talent will not necessarily be those using the most AI, but those that effectively combine the technology’s speed with human judgement, transparency and empathy. Recruitment, he stressed, remains fundamentally about people, with technology working best when it improves human decision-making rather than replacing it.

Professor Toyin Adisa, another co-author, noted that recruitment is often an applicant’s first meaningful experience with an organisation. If the hiring process appears impersonal or unfair, employers could lose talented candidates before having the opportunity to speak with them directly. He argued that AI should help companies make better recruitment decisions instead of becoming a barrier between employers and the skilled people they need to remain competitive. The candidate experience, therefore, should remain a central consideration when organisations introduce automated hiring technologies.

The study concludes that employers need a balanced and responsible approach to AI in recruitment. Organisations should clearly communicate how automated systems are used, regularly audit their technologies for potential bias and maintain meaningful human oversight throughout key recruitment decisions. By combining AI’s ability to process information quickly with human understanding and judgement, employers may be better positioned to improve hiring efficiency without sacrificing candidate trust or personal connection. The findings suggest that the future of successful recruitment will depend not on replacing recruiters with technology, but on using AI carefully to strengthen the decisions and relationships that help organisations attract top talent.

More information: Oluwatimilehin Temitope Ologunoye et al, The resourcing paradox: a systematic review of efficiency and effectiveness in AI-powered recruiting, Employee Relations. DOI: 10.1108/ER-05-2025-0337

Journal information: Employee Relations Provided by University of East London

Which Companies Are Most Capable—and What Others Must Prioritise First

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Understanding how companies develop managerial skills, adopt technology and build innovation capacity can help explain why some outperform others and how less advanced firms can improve. Yet, unlike sales or profits, company capabilities are difficult to measure. Previous research has often relied on surveys and interviews, which can be expensive, time-consuming and vulnerable to bias.

Researchers led by Professor Alex Coad of Waseda Business School at Waseda University in Japan have developed and tested a new method for measuring company capabilities and organising them into a hierarchy of basic, intermediate and advanced activities. The low-cost approach uses widely available company data and algorithms from network science. The international research team also included Nandita Mathew of the United Nations University Institute on Comparative Regional Integration Studies and Emanuele Pugliese of the UNU Maastricht Economic and Social Research Institute on Innovation and Technology. Their findings were published online in Industrial and Corporate Change on May 11, 2026.

The researchers analysed annual reports from 44,971 Indian companies between 2000 and 2020 using the PROWESS database developed by the Centre for Monitoring Indian Economy. They assessed company spending across 47 activities, grouped into seven capability categories, and applied a “nestedness” algorithm to determine whether capabilities follow a predictable hierarchy. The algorithm ranked activities according to their complexity and placed companies on a “capabilities ladder”, with capabilities considered more complex when they were found primarily among a small number of highly advanced firms.

The results revealed a clear hierarchy, particularly among companies at the lower and middle levels. Firms at the bottom of the ladder typically possessed basic managerial, production, internet access and communication capabilities. At intermediate levels, companies were more likely to expand into international markets and use new knowledge to support future innovation. At the highest levels, firms engaged in activities such as patenting, mergers and environmental initiatives. However, these advanced capabilities did not follow a strict sequence, suggesting that highly capable companies have greater freedom to develop customised pathways. In contrast, less capable firms generally need to establish foundational capabilities before progressing.

The overall capability hierarchy remained remarkably stable from 2000 to 2020, although some capabilities shifted over time. Information and Communication Technology (ICT) capabilities, initially concentrated among advanced firms, had become widespread and foundational by 2005. Environmental, welfare and amenities capabilities also became somewhat more fundamental by 2015. The researchers further found that company size was positively associated with capability development among smaller firms, but this relationship weakened as companies grew larger. Advanced capabilities were generally linked to higher growth, although firms pursuing highly sophisticated activities relative to their size tended to have lower survival probabilities. Capability profiles also differed across industries, with ICT services and technologically advanced manufacturing firms concentrated near the top of the ladder.

The findings could help companies identify which capabilities they should strengthen before pursuing more complex activities and allow policymakers to design more targeted business support. Coad said the analysis could guide firms towards areas that need upgrading while identifying the foundational capabilities required for advanced activities. Governments could use this information to direct assistance towards companies that are ready to take the next step. For example, export support might be targeted at firms that already possess basic digital capabilities, helping businesses progress through the capabilities ladder more effectively.

More information: Alex Coad et al, Positioning firms along the capabilities ladder, Industrial and Corporate Change. DOI: 10.1093/icc/dtag021

Journal information: Industrial and Corporate Change Provided by Waseda University

Feeling Overqualified Can Change How Employees Perceive Work Demands

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Employers often seek highly qualified candidates, but new research from Penn State suggests that workers who feel overqualified may be more likely to view certain job demands as unfair or inappropriate. The study found that employees who perceived themselves as overqualified were more likely to consider assigned tasks unreasonable or unnecessary. When workers believed tasks were unfair specifically to them, they were also more likely to report poor workplace behaviour and intentions to leave their jobs.

The researchers focused on employees’ perceptions rather than trying to objectively determine whether a task was legitimate. “Perception is what matters,” said lead author Yoko M. Negoro, who earned her doctorate in hospitality management from Penn State. If employees believe they are being asked to perform work beneath their abilities or experience, she explained, it can negatively affect their attitudes and performance. This issue may be particularly relevant in hospitality, where workers often need to be flexible and take on a wide range of duties to meet customer needs.

To examine the relationship between overqualification and perceptions of work tasks, the researchers first recruited 109 participants in the United States and the United Kingdom. Participants imagined working as a hotel desk agent and were assigned either extensive supervisory experience and a master’s degree or limited experience and a high school diploma. They then evaluated tasks such as standing in a hotel lobby when no guests were present or manually transferring reports between software systems. Participants assigned higher qualifications were more likely to consider such duties unworthy of their time.

The researchers then surveyed 225 employees from 46 chain restaurants in Beijing, China, to test the findings in a real-world workplace. Despite cultural differences between Western and East Asian societies, the results were similar: employees who felt overqualified were more likely to perceive tasks as illegitimate. The researchers distinguished between “unreasonable” tasks, which employees believed they personally should not have to perform, and “unnecessary” tasks, which they believed should not be completed at all.

Although overqualified employees were more likely to identify both unreasonable and unnecessary tasks, the two perceptions had different consequences. Unnecessary tasks did not appear to increase negative workplace behaviour. By contrast, unreasonable tasks were associated with stronger intentions to quit and behaviours including tardiness, missed shifts, poor performance and completing personal activities during work hours. The findings suggest that employees may tolerate inefficiency or wasted time more readily than work they perceive as personally unfair or demeaning.

The study also found that respectful management could reduce these negative perceptions. Employees who felt respected by their managers reported 28% fewer unreasonable tasks than those who experienced less respectful treatment. The researchers said managers can help by explaining why tasks are important, recognising employees’ contributions and involving workers in reviews of workplace processes. Although the research focused on hospitality, the authors believe the findings may apply across many industries. Respectful leadership, they concluded, could help employees feel valued, reduce perceptions of unfair work demands and ultimately improve job satisfaction, retention and workplace performance.

More information: Yoko M. Negoro et al, Reasonable for others, but not for me: Perceived overqualification and the perception of illegitimate tasks in the hospitality industry, International Journal of Hospitality Management. DOI: 10.1016/j.ijhm.2026.104756

Journal information: International Journal of Hospitality Management Provided by Penn State

New Research Shows Social Norms Can Boost or Weaken Climate Action

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A new mathematical model suggests that social norms may be as influential as economic forces in determining how societies respond to climate change. The research shows that efforts to reduce greenhouse gas emissions in one part of the world can unexpectedly affect climate action elsewhere. These ripple effects may either strengthen global mitigation efforts or weaken progress, highlighting the complex relationship between human behaviour and climate change.

Developed by researchers at the University of Waterloo and the University of Guelph, the model divides the world into five culturally and economically distinct regions. It examines Asia, Latin America, the Middle East and Africa, OECD countries, and the Reforming Economies of Eastern Europe and the former Soviet Union. By combining existing data on cultural values and behaviour, the model simulates how social norms, perceived climate risks and economic pressures interact to influence mitigation efforts and, ultimately, global warming.

Traditional climate models often treat people primarily as rational economic decision-makers who consistently act in their own financial interests. The new model takes a broader approach by recognising the powerful influence of social expectations and everyday behaviours. Dr Chris Bauch, professor of applied mathematics at the University of Waterloo, explained that social norms can shape choices ranging from eating more beef to using reusable water bottles. When such behaviours become widespread, they can have a significant impact on efforts to reduce emissions and limit climate change.

The researchers found that strategies designed to encourage climate action do not necessarily produce the same results in every region. Greater public discussion about climate change often increases support for mitigation, but it can also intensify opposition in certain social and economic environments. Lead author Amrita Punnavajhala, who recently completed her PhD in applied mathematics at Waterloo, said the findings demonstrate why climate policies must account for regional differences. Rather than relying on a universal solution, effective strategies may need to reflect each region’s distinctive cultural, social and economic circumstances.

The model also reveals how stronger climate action in one region can create unintended consequences elsewhere. For example, if Asia increases its mitigation efforts, the resulting slowdown in global warming could reduce the sense of urgency in OECD countries such as Canada and the United States. According to Bauch, a lower perception of immediate climate risk could weaken social pressure for further action in those countries. Over time, this response could undermine some of the benefits created by stronger mitigation efforts in other parts of the world.

The findings highlight the constant feedback loops connecting climate change, social norms and human behaviour. Dr Madhur Anand, professor of environmental science at the University of Guelph and an adjunct professor in Waterloo’s Department of Applied Mathematics, said understanding these relationships will be essential for reducing emissions and creating a more sustainable future. The researchers suggest that climate strategies should consider not only economic incentives and environmental risks, but also how social attitudes spread within and between regions. Recognising these complex interactions could help policymakers develop more effective and locally appropriate approaches to global climate action.

More information: Amrita Punnavajhala et al, Implications of regional variations in climate change vulnerability and mitigation behaviour for social-climate dynamics, Nature Communications. DOI: 10.1038/s41467-026-73874-8

Journal information: Nature Communications Provided by University of Waterloo

Robot Use Strengthens SME Productivity but Has Little Impact on Exports

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Spanish small and medium-sized manufacturing enterprises (SMEs) that adopt robots tend to become more productive, with the strongest gains seen among smaller and less innovative firms. However, automation alone does not appear to increase exports. Instead, international activity is closely associated with the presence of specialised industrial clusters and related businesses within a region, according to a pioneering study by researchers at the Universitat Oberta de Catalunya (UOC).

The research, published in the Journal of the Knowledge Economy, is among the first to examine how robot adoption affects manufacturing SMEs with between 10 and 200 employees. “The smaller the firm, the greater the increase in productivity when robots are introduced,” said study co-author Carles Méndez of the Interdisciplinary Research Group on ICT (i2TIC-IA Lab). In larger firms, productivity gains were less significant. The researchers also found that robots had a positive effect across different businesses, but their impact was smaller in companies that were already highly innovative.

Researchers analysed data from nearly 5,000 Spanish manufacturing firms between 1990 and 2016, drawing on an extensive industrial database compiled by the SEPI Foundation. The focus on SMEs is particularly significant because these businesses generate around two-thirds of Spain’s added value and employ more than half of the country’s active population. According to UOC-DIGIT director Joan Torrent, industrial companies can also provide higher-quality and better-paid jobs than sectors such as tourism and services, highlighting manufacturing’s potential as a source of long-term employment.

Despite the productivity benefits of robots, the researchers found no direct relationship between automation and increased exports. Regional conditions proved far more important. SMEs located near companies operating in the same or related industries were more likely to participate in international markets. Méndez said specialised industrial environments can promote the exchange of knowledge, skilled workers and technical expertise, creating “localisation economies” that strengthen the export capacity of smaller businesses.

A separate UOC-led study, also published in the Journal of the Knowledge Economy, examined the wider digital transformation of SMEs using data from the same period. The findings challenge the assumption that adopting digital technologies automatically produces lasting productivity gains. Instead, digital tools appear to selectively support productivity and internationalisation, particularly among highly digitalised firms that are already active in importing and exporting. Torrent warned that it is a mistake to expect digitalisation to produce uniform results, as different technologies involve distinct methods and deliver different benefits.

The second study also reinforced the advantages of robotic automation while emphasising that technology must be supported by organisational change and skilled employees. Well-trained personnel, flexible management structures and less bureaucratic organisations are essential if businesses are to gain the full benefits of new technologies, the researchers said. Digital networks and platforms can also encourage greater collaboration between SMEs, an area where Spanish and Catalan businesses have traditionally lagged. Torrent argued that encouraging companies to work together could help address a longstanding weakness in Spain’s business system and improve both productivity and international competitiveness.

More information: Sebastiano Cattaruzzo et al, Robots, Firms, and Regions: Explaining Spanish Manufacturing Firms’ Productivity and Exports, Journal of the Knowledge Economy. DOI: 10.1007/s13132-026-03261-7

Journal information: Journal of the Knowledge Economy Provided by Universitat Oberta de Catalunya (UOC)

Honesty May Outperform Incentives in Organisations, New Research Suggests

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For decades, economic theory has often assumed that people in organisations will only act in the desired way when motivated by incentives such as performance-based pay. However, new research challenges this long-standing view, suggesting that honesty, trust and professional integrity may sometimes be more efficient than financial rewards.

A paper published in the Journal of Business Ethics, co-authored by University of Technology Sydney (UTS) researchers Associate Professor Gordon Menzies and Professor Isa Hafalir, revisits one of economics’ most influential theories about workplace incentives. By re-examining the classic principal–agent model, the researchers found that when employees have a genuine commitment to honesty, fixed salaries can outperform incentive-based contracts. Excessive reliance on financial incentives may also weaken trust over time, with implications for debates surrounding performance pay, executive compensation, professional standards and organisational culture.

The research emerged from a public lecture Menzies delivered at Oxford on lessons from the Global Financial Crisis and the ways economic reasoning can sometimes be inappropriately applied to moral decisions. This led him to question the assumptions standard economic models make about truth-telling and whether they accurately reflect how people behave in organisations. The principal–agent model, which has helped support the use of large bonus contracts since the 1980s, effectively assumes that individuals may not act honestly unless incentives encourage them to do so.

Working with Hafalir, Menzies developed a formal model that accounts for a more complex view of human behaviour. At the same time, Professor Tom Simpson, a moral philosophy scholar at Oxford, explored the ethical implications. “In many business situations, people are neither perfectly self-interested nor perfectly trustworthy. Our model captures that more realistic middle ground,” Menzies said. The findings suggest that organisations may need to recognise honesty as an economically valuable behaviour rather than assuming employees respond primarily to financial rewards.

The researchers also found that incentive contracts can unintentionally communicate distrust. When an organisation introduces performance-based rewards to ensure particular behaviour, employees may interpret the move as a sign that management does not trust them to act honestly. “That can discourage honesty, reduce trustworthiness and create a downward spiral where even more incentives are needed,” Menzies said. This cycle could ultimately make organisations increasingly dependent on costly incentive systems while weakening the trust those systems were intended to replace.

The findings may help explain why fixed salaries remain common in professions such as medicine, law and other advisory fields, where judgement, responsibility and ethical duties are central to the work. “Doctors, lawyers and other professionals are not just service providers responding to price signals. Their work depends on duties of loyalty, care and truthfulness,” Menzies said. According to the researchers, the continued use of salaried professional roles reflects the economic value of trust and moral responsibility. The study suggests that, in some organisations, cultivating honesty and professional integrity may be not only an ethical priority but also a more efficient economic strategy than relying heavily on incentives.

More information: Gordon Menzies et al, The Efficiency of Moral Character: Modelling Principal–Agent Relations and Caring Agents Within the Fiduciary, Journal of Business Ethics. DOI: 10.1007/s10551-026-06380-y

Journal information: Journal of Business Ethics Provided by University of Technology Sydney