#BoundedRationality

orig https://fediscience.org/@davdittrich/115912748686005712 4/4

distrust towards AI

… If individuals are driven primarily by general reluctance to relinquish control rather than specific distrust in AI, then #transparency alone, focused narrowly on increasing #trust in AI, will likely fall short of overcoming this barrier."

#ExperimentalEcon 3/4

clear preference for delegating to AI rather than human agents, a behavioral pattern that remains consistent across both decision domains and architectures

… suggesting that algorithm aversion stems primarily from a broader aversion to relinquishing control rather than from specific 2/4

… firms that hire more experienced workers optimally respond by increasing their capital stock per worker

… strategic hiring of older workers drives capital deepening through #productivity complementarity"

#LaborEcon #wages

orig https://fediscience.org/@davdittrich/115911647314064203 3/3

relatively older workers and exhibit higher investment.

… hiring older workers significantly increases total factor productivity, full-time equivalent productivity, and sales, demonstrating that experienced workers enhance production efficiency and thereby justify higher capital investment. 2/3

Claude should free up our time and energy to do higher-order work, not hide the fact that we can’t. "

#llm

orig https://fediscience.org/@davdittrich/115907480272797944 4/4

could lift 5000 pounds without it, and a laughable lie to anyone you’re trying to deceive into thinking you can lift 5000 pounds. When you hand in work that’s mostly AI-generated, you’re not building muscle, #learning to lift, or getting stronger.

… Tools like ChatGPT, Gemini, Grok, and 3/4

otherwise be impossible.

The way many #students use #AI is much like wearing Ripley’s power loader suit to the gym. You might be able to “lift” 5000 pounds in the power loader suit, but it’s a mistake to think the suit is making you any stronger, a laughable self-deception to think you 2/4

monthly series of HPW in conjunction with the ECI, to track wage pressures in real time"

#LaborMarkets #wages

orig https://fediscience.org/@davdittrich/115907449216633958 4/4

variables has shifted over time.

Our findings suggest that the HPW Index and the quits rate are the best predictors of wage growth in the next quarter. Going forward, the web feature https://www.newyorkfed.org/research/labor-market-tightness launched today will update both a quarterly and a 3/4

good job in predicting wage growth until about 2015, when V/U begins to falter. The steady deterioration in the forecasting performance of vacancy-based measures such as V/U and V/ES on its own aligns with earlier work finding that the relationship between vacancies and other labor market 2/4

cultivate #trust, performance, and, with it, an employer brand at scale. Every organization claims to put people first. The ones that succeed are those whose processes prove it."

#LaborMarkets #jobtech #hiring

orig https://fediscience.org/@davdittrich/115907416030795646 3/3

#AI threatens to further depersonalize human interactions. To thrive in an era that threatens to erode human interactions, organizations must create consistently valuable experiences.

The competitive advantage isn’t in fighting harder in the “war for talent” but in building systems that 2/3

#rationality across time and scales, such as the circulation of #boundedRationality and the emergence of #behavioralEconomics."

#llm #het #EconomicThought

orig https://fediscience.org/@davdittrich/115907388065860042 2/2

https://archive.ph/2025.12.21-031310/https://www.wsj.com/business/retail/star-ratings-online-shopping-deals-2fef84ab

#BoundedRationality

orig https://fediscience.org/@davdittrich/115906923935061814 2/2

sense of what’s important”.

#gamification

orig https://fediscience.org/@davdittrich/115906799561784766 3/3