An ever-increasing share of people is using online shopping to satisfy their consumer needs. This has led to a vivid discussion regarding the environmental sustainability of e-commerce that also emphasized the role that consumer's decisions can play in mitigating its negative impacts. However, while many individuals state that they are willing to act more sustainably, they often struggle to follow through with their 'green' intentions. We propose digital nudging as an approach to encourage environmentally sustainable online shopping decisions and empower consumers to act in line with their intentions. In an online experiment with 323 participants, we evaluate the effectiveness of three different nudging interventions (defaults, active choice, and self-nudging) to promote environmentally sustainable shipping options in an online store and assess the consumers' ethics and empowerment perceptions of the nudges. We find that all nudges are effective in changing decisions, but default nudges lead to negative perceptions among consumers.

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Organizations are increasingly adopting automation in human resource management (HRM). Subsumed under the term "AI recruitment" organizations try to restructure HRM and apply innovative technologies to achieve a higher level of efficiency. Considering the ongoing "war for talent", it is also crucial to discuss candidates' expectations regarding these automated recruiting methods. In this research, we develop a research model explaining the acceptance of AI-based recruiting methods by job seekers. Based on UTAUT2 as a theoretical lens and 23 semi-structured interviews we discuss factors that influence job seekers' acceptance of automation in HRM. The proposed model addresses research gaps in acceptance research in general and the use of technologies in the recruiting process in particular. We also discuss implications for technology acceptance research and provide some suggestions for the examination of a more passive use of IT.

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