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Ashley V. Whillans

Publications and source records attributed to Ashley V. Whillans.

3 recordsLinked to original sources

Benchmarking Psychological Dynamics in Generative Agents

Large language models (LLMs) are increasingly deployed to simulate human behavior, acting as computational replicas of human subjects. Yet the lived psychological experience of humans is difficult to benchmark, particularly as it unfolds over time. We introduce a psychometric benchmark for computational replicas: personas that carry a fixed identity through an evolving sequence of events. Built entirely from published norms and meta-analytic effects, the benchmark scores two dimensions of psychological realism. The first, internal validity, quantifies whether generated trajectories reproduce the internal structure of repeated human measurement: distributions, the between- versus within-person variance partition, temporal dependence, and range. The second, external validity, quantifies whether replicas recover established trait, state, and indicator relations. Across 36 open-weight and proprietary LLMs from nine developers (1B-671B parameters), most recover the direction of established relations (84.3% mean agreement) and the variance partition (26 of 34), yet the within-person correlation and distributional structure elude recovery. Internal validity is independent of scale and capability: a mid-size open LLM (Gemma-3-27B) strikes the best trade-off between the two dimensions. The benchmark is a precondition for using computational replicas in causal inference across domains (e.g., marketing, healthcare), and identifies within-person grounding as the central challenge ahead.

cs.HC↗

Digital Fragmentation and Generative AI Use Across 103 Million Application Events

Knowledge workers switch between applications thousands of times per day, spending nearly a tenth of the work year transitioning between digital applications in a process called digital fragmentation. Whether this fragmentation reflects who an employee is, where they work, or what kind of day they are having, has remained an open question. We analyzed 103 million application events recorded second-by-second from 1,017 employees across eight organizations that largely employ knowledge workers (e.g., law, financial services). Day-to-day variation in fragmentation within individual employees accounted for 44.6% of the variation in digital fragmentation, slightly exceeding stable individual differences between employees (35.8%), and far exceeding variation between organizations (19.6%). Fragmentation rose over the work week and reset after weekends and holidays. Higher-than-typical use of communication applications coincided with more fragmented work. Generative AI use also occurred on more fragmented days, but the period following AI use was marked by narrower, longer, and more predictable application use. These findings identify the workday as a key level for understanding and intervening on digital fragmentation and suggest that AI may help structure fragmented work rather than merely intensify it.

cs.HC↗

Toward an AI-Powered Computational Testbed for Workforce Policy

Workforce transformations are difficult to forecast and costly to mismanage. In particular, the integration of artificial intelligence into knowledge work currently affects a substantial share of the global workforce, yet this transition proceeds without tools to forecast how individual employees will respond psychologically and behaviorally. We combine recent advances in LLM-powered generative agents with foundational management science and organizational behavior research to propose dynamic employee agents. Among consenting populations, these agents can be seeded with HR records, validated psychometric measures, and digital activity data to simulate employees' cognitive, emotional, and behavioral trajectories across successive workdays during planned organizational changes. In this article, we detail the computational architecture required to construct this simulation platform and define the privacy, accuracy, and representativeness safeguards necessary for responsible deployment. We argue that establishing this prospective forecasting infrastructure is a critical technical requirement for managing the current global workforce realignment around AI.

cs.HC↗