I. i automation has a surprisingly long history. as early as the 16th century, a clergyman named william lee invented a method of mechanizing the looms that produced stockings [1]. lee’s patent application for the invention was rejected by queen elizabeth i, who was concerned manual stocking- knitters would lose their work if the process was mechanized. however, even the queen of england could not stop the rising influence of workplace automation. more than four hundred years later, a widely cited 2013 study found that as many as 47% of jobs could be lost to current automation technology, and that this number would only grow in the years to come [2]. a website, www.willrobotstakemyjob.com, will even estimate the probability that any job will be automated in the near future. over the last several decades, as automation has become more widespread and salient to american workers, it has also become a growing area of study within industrial- organizational psychology and social psychology. numerous researchers cite the potential impact of automation on many outcomes relevant to the workplace. for example, studies have argued that automation may compromise ethical hiring practices [3], may lead to more workplace competition due to