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Brent Reed

@brentreed.bsky.social
630 followers 353 following 75 posts

Incoming Assistant Professor of Psychological and Organizational Science at UNC Charlotte. Studying our connections to work and how they shape recovery from workplace stress.

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Brent Reed @brentreed.bsky.social · 05/08/2025
More organizations are monitoring computer use to see if employees are “cyberloafing.” But this recent article suggests that browsing the web can actually boost creativity, likely by increasing knowledge acquisition... as long as job demands aren’t too high. Link: doi.org/10.1002/job....
Front page of an article in JOB on cyberloafing and creative performance
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Brent Reed @brentreed.bsky.social · 21/07/2025
In this study recently published in JBP, researchers found that remote workers who felt professionally isolated also reported higher levels of depletion and lower engagement. Family-supportive supervisors and schedule flexibility helped, but only when the two were aligned: doi.org/10.1007/s108...
Figure from the article showing how cognitive engagement worsened with depletion when there was misalignment between family-supportive supervisor behaviors and schedule flexibility (one high and one low).
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Brent Reed @brentreed.bsky.social · 17/07/2025
Thoughtful editorial in LQ on how AI is transforming every stage of the research life cycle. I especially appreciated the guidance on using AI for idea generation, literature review, data analysis, and writing. And without spoiling anything, they also show AI in action: doi.org/10.1016/j.le...
Article front page showing title, authors, and other article information.
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Brent Reed @brentreed.bsky.social · 14/07/2025
What happens after we succeed or fail at work, and how does it influence what we do next? In this study, researchers found that learning from successes *or* failures predicted proactive job crafting, such as seeking new challenges. 1/n
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Brent Reed @brentreed.bsky.social · 10/07/2025
Interesting series of studies showing introverts are perceived as less warm and competent at work—even by other introverts! doi.org/10.1007/s415... Introverts shouldn’t be expected to act like extraverts, so how do we address the ways workplaces may unintentionally penalize them?
Article abstract page for "Sound of Silence: Using the Stereotype Content Model to Understand Perceptions of Introverts and Extraverts at Work" in Occupational Health Science
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Brent Reed @brentreed.bsky.social · 09/07/2025
I don’t want to give up on BlueSky, but I’m having a hard time finding content related to organizational research, especially workplace stress and well-being. Many researchers whose work I follow aren’t active here (yet?), so lists haven’t helped. Am I missing something? Any tips?
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Brent Reed @brentreed.bsky.social · 08/07/2025
We know work doesn’t just affect the person in the job—it can shape how their partner feels, too. But in a recent study, sharing *positive* work events also lowered partners’ self-esteem, perhaps by inviting social comparisons. doi.org/10.1007/s415... How does this compare to your experiences?
Figure showing inverse relationships between positive/negative work events and partner self-esteem.
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Brent Reed @brentreed.bsky.social · 07/07/2025
I just wrapped up teaching an online asynchronous course on organizational behavior. It’s been a couple of summers since I last taught it, and I was struck by how much AI tools have advanced, and how widely they are being used. 1/x
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Brent Reed @brentreed.bsky.social · 04/07/2025
As more workplaces integrate AI, it’s important to understand its impact on stress. In this study, researchers trained an LLM to analyze social media posts and found that feeling controlled by AI increased stress, but working *with* AI buffered these effects: doi.org/10.1002/job....
Moderation plot showing how human-AI teaming attenuated the relationship between AI control and stress.
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Brent Reed @brentreed.bsky.social · 02/07/2025
Does telework reduce work-family conflict? A new meta-analysis finds it slightly lowers work interfering with family but not the other way around. Men seemed to benefit, but women didn’t—likely because they used the flexibility to juggle more non-work responsibilities. doi.org/10.1007/s415...
Screenshot of article title page
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Brent Reed @brentreed.bsky.social · 30/06/2025
Loved this LQ piece on “zombie leadership”: debunked ideas about leadership that simply refuse to die: doi.org/10.1016/j.le... The authors take on myths like “leadership is always good” or “we know a leader when we see one” and offer more evidence-based ways of thinking. Worth a read!
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Per Engzell @pengzell.bsky.social · 30/06/2025
The person you knew in grad school who was never broke, never unsupported, and never rejected is now an academic authority on grit
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Brent Reed @brentreed.bsky.social · 14/06/2025
Grateful for the chance to weigh in for this Charlotte Observer piece about workplace burnout—a challenge that’s more about how work is structured and supported than it is about personal resilience. Read more here: www.charlotteobserver.com/charlottefiv...
charlotteobserver.com
Why are we all so burned out in Charlotte? Here’s what we can do about it.
How to tackle the people, tasks and responsibilities weighing you down in the workplace.
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Brent Reed @brentreed.bsky.social · 09/04/2025
Now that it’s official, I’m excited to share that I’ve accepted a tenure-track position as an Assistant Professor of Psychological Sciences at UNC Charlotte. I’m grateful for all the support along the way, and I look forward to being part of our I-O and OS programs--can’t wait to get started!
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Fred Oswald @foswald.bsky.social · 02/03/2025
dominance analysis (for better or for worse) is used to determine predictor importance in linear regression here is a colorized/annotated example found in Azen & Budescu (2003) psycnet.apa.org/record/2003-...
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Helen Bevan @helenbevan.bsky.social · 18/02/2025
When we take part in unproductive meetings, the effect isn't just the immediate impact of wasted time. The effect can go on for hours. It's called a "meeting hangover": a period of diminished focus, motivation or productivity following a bad meeting. hbr.org/2025/02/the-.... V brentreed.bsky.social
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Brent Reed @brentreed.bsky.social · 13/02/2025
Excited to share our new article in HBR exploring the hidden toll of meeting hangovers—how bad meetings can leave employees disengaged and less productive… sometimes for hours after the meeting ends! We also share evidence-based strategies for prevention and recovery: hbr.org/2025/02/the-...
hbr.org
The Hidden Toll of Meeting Hangovers
Over one quarter of workplace meetings leave employees with lingering negative effects such as lowered engagement and productivity that can last hours. This is called a meeting hangover .  To avoid th...
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Brent Reed @brentreed.bsky.social · 27/12/2024
How well does academic performance (GPA, class rank, instructor evaluations) predict job performance? Contrary to some recent headlines, it’s actually pretty good! Here are a few highlights from a recent meta-analysis 🧵, available here: doi.org/10.1037/apl0...
Front page of a 2024 article in the Journal of Applied Psychology entitled "Making the Grade? A Meta-Analysis of Academic Performance as a Predictor of Work Performance and Turnover." Link to article: https://doi.org/10.1037/apl0001212
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Brent Reed @brentreed.bsky.social · 26/12/2024
Gossip at work is harmful... or is it? In this study, researchers found that quality matters. Truthful, interesting gossip boosted mood and made people more willing to help the sender. But too much gossip? That had the opposite effect. Link: onlinelibrary.wiley.com/doi/10.1111/...
Front page of a 2024 article in Personnel Psychology entitled "What you say matters: Moving beyond gossiping extent to explore the positive effects of gossip truthfulness and gossip interestingness."
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Brent Reed @brentreed.bsky.social · 24/12/2024
‘Twas the night before Christmas, when all through the house, Not a creature was stirring—just my keyboard and mouse; A response to reviewers being written with care, In hopes an acceptance soon would be there.
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Brent Reed @brentreed.bsky.social · 23/12/2024
Is there anything more… enlightening… than diving down the rabbit hole to track down the original version of a scale?
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Brent Reed @brentreed.bsky.social · 18/12/2024
Excited to learn that the first study from my dissertation has been accepted for presentation at #SIOP25, and with helpful feedback from reviewers! Can’t wait to reconnect with everyone in Denver!
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Brent Reed @brentreed.bsky.social · 13/12/2024
“Gen Z doesn’t want to work hard.” “Boomers are set in their ways.” We’ve all heard these stereotypes, but do they hold up? More evidence that generational differences are a myth: link.springer.com/article/10.1... Plus, this excerpt... 👀
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Wendy Nilsen @wendynilsen.bsky.social · 11/12/2024
After-hours work can erode health and balance in hybrid workers. Our brand new study links long hours, late nights and quick returns to burnout, pain and work-home conflict in a sample of Norwegian workers (n=1465) followed four-waves. #workfamily#hybrid Read more: www.sjweh.fi/download.php...
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Brent Reed @brentreed.bsky.social · 10/12/2024
Few weeks go by without me thinking of this Highhouse article on our “stubborn reliance” on intuition in hiring: doi.org/10.1111/j.17... It’s a powerful reminder of the gap between what works (structure, standardization) and what we often rely on—subjective feelings of “fit.”
Front page of a 2008 article in Industrial and Organizational Psychology entitled "Stubborn Reliance on Intuition and Subjectivity in Employee Selection." Link to article: https://doi.org/10.1111/j.1754-9434.2008.00058.x
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Brent Reed @brentreed.bsky.social · 09/12/2024
A bit late to the party, but I finally read this interesting article about how occupations tend to attract people with certain personality traits. I’ll share a few thoughts below 🧵, but here’s a link to the full study: doi.org/10.1037/apl0...
Front page of a recent journal article from Journal of Applied Psychology entitled Personality Profiles of 263 Occupations. Link to article: https://doi.org/10.1037/apl0001249
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Brent Reed @brentreed.bsky.social · 08/12/2024
Starting to wrap up a twice-daily diary study across four time zones, and now I see why many folks stick to one or two. Lesson learned the hard way!
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Brent Reed @brentreed.bsky.social · 04/12/2024
Can you tell I’m working on my dissertation?
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Brent Reed @brentreed.bsky.social · 03/12/2024
This was a tough decision, but mine is: Barker, J. R. (1993). Tightening the iron cage: Concertive control in self-managing teams. Administrative Science Quarterly, 38(3), 408–437. As one of the first papers we read in my PhD program, it was a memorable introduction to organizational science.
Front page of James R. Barker's "Tightening the Iron Cage: Concertive Control in Self-Managing Teams", a research article published in Administrative Science Quarterly in 1993. The full citation is: Barker, J. R. (1993). Tightening the iron cage: Concertive control in self-managing teams. Administrative Science Quarterly, 38(3), 408–437.
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Brent Reed @brentreed.bsky.social · 20/11/2024
We’re looking for a new stats textbook to use in our I-O master’s program. Ideally, it would be R-based, easy to understand w/ I-O examples, cover a range of topics (eg, data viz, descriptives, t-tests/ANOVA, regression, moderation), and be open-source/inexpensive (< $50). Any suggestions?
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Dr Ben J Searle @drbensearle.bsky.social · 15/11/2024
This is a Starter Pack for Work, Industrial, and Organisational/Organizational Psychology enthusiasts new to BlueSky. I apologise to the fine people I have surely missed! #iopsych #iopsychology #workpsychology #organizationalpsychology #organisationalpsychology go.bsky.app/N58LyfX
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Brent Reed @brentreed.bsky.social · 18/11/2024
Given the growing Bluesky community, I’d like to reintroduce myself! I’m a PhD candidate in Organizational Science at UNC Charlotte, studying how our ties to work shape well-being. While my health care background informs my work, I’m eager to explore these topics across work settings.
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Cort Rudolph @cortrudolph.bsky.social · 15/11/2024
Here’s my first pass at an “organizational science” starter pack. Reply/follow to be added! go.bsky.app/5JfuoiB
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Brent Reed @brentreed.bsky.social · 14/11/2024
Listening to the Science for Work podcast this morning, I heard Chase Sterling share an insightful idea: People don’t have “survey fatigue”—they have inaction fatigue. When people believe surveys will lead to meaningful change, they’ll participate. Link: podcasts.apple.com/za/podcast/m...
podcasts.apple.com
Making Work Better: Evidence-Based Approaches to Workplace Well-Being with Chase Sterling
Podcast Episode · The ScienceForWork Podcast · 12/11/2024 · 41m
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Brent Reed @brentreed.bsky.social · 12/11/2024
Excited to have recently presented our ongoing research at SMA! In our study of workers with diabetes, we identified key factors that supported or hindered them at work, including personal demands (e.g., symptoms), predictability of breaks, and social pressures related to food.
Slide summarizing research findings -- personal demands affecting work ability, benefits of predictability and supportive infrastructure, and social support vs. social pressures around food in the workplace.
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Brent Reed @brentreed.bsky.social · 09/11/2024
I promise I will post more frequently than every three months. Between my dissertation and the academic job market, it’s been wild lately!
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Brent Reed @brentreed.bsky.social · 24/07/2024
Excited to share a new study! In workers with chronic pain, we explored how work interfered with the management of pain symptoms and how this in turn affected burnout. We also explored whether factors like control and supervisor support played a role. Check it out here: doi.org/10.1037/str0...
Woman sitting at a computer holding her shoulder in pain.
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Brent Reed @brentreed.bsky.social · 26/06/2024
New blog post! With the first Presidential debate on the horizon, what if we selected our next President the way we hire for other important jobs? In this post, I explore how selection science can help us make better choices at the ballot box. www.brentreed.com/blog/2024/6/...
brentreed.com
A Better Way to Vote: Applying Selection Science to the Presidential Election — Brent Reed
What if we hired our next President the same way we hire for other important jobs? In this post, I’ll cover how selection science could help us make smarter choices at the ballot box.
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Brent Reed @brentreed.bsky.social · 20/06/2024
With the Presidential debate set for next week, check out this interesting new study: link.springer.com/article/10.1... Greater political diversity in an organization generally led to more dissatisfaction, *especially* during election years. What do you think will happen this year?
A hand holding vote buttons.
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Brent Reed @brentreed.bsky.social · 17/06/2024
Had an amazing time at the MOBTS conference last week! I learned about best practices, met leading educators and scholars, and had the honor of participating in the Doctoral Institute with an incredible cohort of future leaders. Shout-out to OS alum Alex Dunn for coordinating the institute!
Attendees of the 2024 MOBTS Doctoral Institute
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Brent Reed @brentreed.bsky.social · 06/06/2024
Honored to contribute to a recent special issue in AJHP on critical care practice by Andrea Sikora and Brian Murray. My piece focuses on shifting the burnout conversation to solutions. Normally I avoid linking to the other place, but Andrea put together an excellent thread: x.com/andreasikora...
x.com
x.com
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Brent Reed @brentreed.bsky.social · 29/05/2024
What makes our commutes so bad? A recent study found that it wasn't the duration or unpredictability of the commute, but the quality (eg, how uncomfortable it was). And while these negatively affected worker attitudes, they didn't impact performance. Link: link.springer.com/article/10.1...
A car sitting in traffic.
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Brent Reed @brentreed.bsky.social · 09/05/2024
Check out this insightful meta-analysis exploring the daily effects of two categories of work stressors: challenges and hindrances. While both have a negative effect on well-being, challenges also have some positive effects on performance. Read more here: link.springer.com/article/10.1...
Figure showing relationships between challenge/hindrance stressors, strain, and performance.
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