Abortion Restriction Laws and Mobility of Scientists
We track the enactment of targeted regulation of abortion providers (TRAP) laws in the U.S. and analyze 4.98 million person-year mobility records for 535,568 biomedical scientists from 1990 to 2018. Our estimations reveal a 0.8-1.6 percentage-point increase in scientists’ relocation probability after states enacted abortion-restrictive laws, with substantially stronger effects among junior scientists (1.6-3.9 percentage points). Anti-abortion states also became less likely to be chosen as relocation destinations, particularly by higher-quality scientists.
New Data Challenges AI Job Loss Narrative
A University of Maryland white paper analyzing 155 million U.S. job postings finds no evidence AI reduces labor demand. Instead, AI hiring is rising and entry-level opportunities are growing, challenging claims that artificial intelligence is broadly displacing workers.
Derfler-Rozin Named University of Maryland Distinguished Scholar-Teacher
Rellie Derfler-Rozin received the University of Maryland’s 2025 Distinguished Scholar-Teacher Award and delivered a March 26 lecture on zero-sum mindsets. Her research, teaching and service focus on how workplace behaviors can shift when individuals rethink competitive assumptions and decision-making dynamics.
If We Build It, We Will Come: Strategies for Developing Academic Institutions and the Evolution of Career Choices by Top Talent During Japan’s Industrialization
Modern day economies rely on academia—with its focus on generating new knowledge and training future work forces—as a critical complement to industry in contributing to endogenous growth. How well academia performs this role, however, depends on its ability to recruit and retain talented faculty who have lucrative alternative options in industry; moreover, such allocation of talent in academia vs. industry is conditioned by path-dependencies in the evolution of these sectors.
Technology (Non-) Emergence: The Role of (Mis-)Alignment of Uncertainty Dimensions In Alternative Solar Technology Trajectories
We examine industry and technology (non-) emergence by integrating actor-centric and systems perspective literature streams. We use historical methods to analyze rich data tracking investments by actors spanning private, public and academic sectors in the solar PV context. The industry took several decades after commercialization to emerge; moreover silicon and thin film technologies experienced divergent fates despite firm takeoff.
Flying High or Crashing Down: Pre-Entry Knowledge and the Distribution of Startup Performance
We examine variation in high-technology startups’ performance based on founders’ pre-entry experiences by developing a formal model and using confidential employee-employer linked microdata from the United States to examine the empirical consistency of the model propositions. The model posits that relative to insiders, a lack of industry-specific experience creates greater epistemic uncertainty regarding optimal business models at time of entry for outsiders and thus, higher post-entry adjustment costs associated with necessary pivots.
Referred for the Job, Less Welcome by the Team
Employee referrals can aid hiring but carry hidden downsides. Research by Smith’s Rellie Derfler-Rozin finds staff often see referred hires as less meritorious and offer less support, despite strong performance. Clear communication about hiring rigor and involving employees can reduce bias.
Navigating the New Path to Promotion
Promotions are slowing as employers rely on “quiet promotions,” asking workers to take on more responsibility before raises. Smith’s Nicole Coomber advises building skills, using AI to free time, and aligning strengths with roles to position for future advancement.
The Feedback Fix for Manager Blind Spots
Managers receive limited feedback, leaving blind spots in leadership. Smith lecturer Roy Thomason advocates 360-degree evaluations and two-way communication to improve performance, build psychological safety and strengthen teams, emphasizing acting on feedback and leveraging strengths while addressing weaknesses through collaboration.