Search

This symposium examines the complex and often contradictory nature of addressing workplace inequities through diversity initiatives. Organizations are increasingly investing in diversity and inclusion (D&I) efforts, as evidenced by the prevalence of Chief Diversity Officers and comprehensive diversity training programs among Fortune 1000 companies. These efforts represent a deliberate strategy to cultivate equitable and inclusive workplaces. However, the symposium emphasizes the necessity of evaluating the impact of these practices to ensure they contribute to real and sustainable change, rather than being mere symbolic gestures. The studies featured explore the complex dynamics of workplace inequities and the often paradoxical outcomes of well-intentioned D&I efforts. These studies employ various methods such as surveys, audit studies, and experiments to assess organizational policies across different contexts. Key findings include: 1) Gender differences in EEOC judgments of merit, with claims filed by women in masculine industries more likely to be granted merit. 2) The impact of free speech appeals on reducing accountability for workplace bias, highlighting a failure in achieving D&I goals. 3) The concept of strategic ignorance in sexual harassment claims, indicating that claims of ignorance may not always be made in good faith. 4) The effectiveness of positive versus negative feedback in motivating equitable behaviors among city councilors. 5) The exploitation of first-generation college students in organizations due to positive stereotypes. These studies collectively reveal the intricate nature of addressing workplace inequities, underscoring the need for more nuanced and effective strategies in fostering true equity and fairness in the workplace. He Said She Said: How Gender Relates to Judgments about the Merit of Workplace Accusations Author: Grusha Agarwal; U. of Toronto, Rotman School of Management Author: Chloe Kovacheff; U. of Toronto Author: Rachel Lise Ruttan; U. of Toronto Author: Gabrielle Adams; U. of Virginia Darden School of Business Author: Katherine Ann DeCelles; U. of Toronto What About My Free Speech? Appeals to Free Speech Reduce Accountability for Workplace Bias Author: Ivuoma Ngozi Onyeador; - Author: Felix Danbold; UCL School of Management Playing Dumb: Strategic Ignorance about what Constitutes Sexual Harassment Author: Natalya Alonso; Beedie School of Business Simon Fraser U. Author: Zhanna Lyubykh; Beedie School of Business Simon Fraser U. Author: Sandy Hershcovis; U. of Calgary What motivates equitable behavior? The effects of positive & negative feedback in the domain of bias Author: Erika Kirgios; U. of Chicago Booth School of business Author: Edward Chang; Harvard Business School The Heroization and Exploitation of First-Generation College Students Author: Shuang Wu; Rady School of Management, U. of California San Diego Author: Peter Belmi; U. of Virginia [ABSTRACT FROM AUTHOR]

Despite the extant research highlighting the benefits of having difficult conversations, its inherent complexity – particularly due to the interdependent, multimodal, and highly contextualized nature of conversation – has impeded its empirical advancement and theoretical integration. Furthermore, previous research has assumed that having, or being able to have, difficult conversations is invariably beneficial for individuals, teams, and organizations. However, exactly how these conversations unfold and lead to positive outcomes remain a mystery. In this symposium, five presentations will explore why and how particular conversational elements within difficult contexts, such as grief, distrust, conflict, diverging goals, and advice giving and seeking, may lead to better or worse outcomes for individuals in organizational settings. In total, the symposium offers empirical and theoretical insights into the burgeoning science of conversation research, as well as practical solutions for managers, leaders, and employees who wish to create spaces where people are heard and feel connected to others. Expressions of Sympathy are Less Effective When They Focus on the Positive Author: Daniel Chiacchia; U. of Toronto, Rotman School of Management Author: Rachel Lise Ruttan; U. of Toronto Author: Katherine Ann DeCelles; U. of Toronto Author: Sora Jun; Rice U. Communicating Under Distrust Author: Laura Wallace; U. of Chicago Booth School of business Author: Yena Kim; U. of Chicago Booth School of business Author: Emma Levine; U. Of Chicago The Social Effects of Discrete Emotions on Curiosity Elicited During Conflict Author: Christina Bradley; U. of Michigan, Ross School of Business Author: Nadav Klein; INSEAD Boomerasking: Answering Your Own Questions Author: Alison Wood Brooks; Harvard U. Author: Michael Yeomans; Imperial College Business School Flattering Advice: Avoiding Disappointment as a Driver of Gender Discrimination Author: Zaidan Chen; Hong Kong U. of Science and Technology Author: David Hagmann; - [ABSTRACT FROM AUTHOR]

The papers in this symposium explore the complex interplay between work experiences and employees' post-work recuperation. Together, this set of research illuminates the intricacies of recovery processes pivotal in the wellbeing of employees and examines the practices and strategies people employ to enable smooth work and non-work experiences. The first paper probes the 'recovery paradox,' spotlighting the significance of psychological detachment in high-stress work scenarios. The second paper proposes after-work rituals as a valuable practice, substantiated by field experiments and surveys. The third paper delves into the often-neglected aspect of reattaching to work, tying it to fundamental psychological needs and work-related outcomes. Lastly, the fourth paper scrutinizes proactive pushbacks against the prevailing 'always-on' work culture, evaluating its work and non-work implications for employees. Together, these papers present novel theoretical insights and empirical evidence, shedding light on the dynamics between work, recovery, and employee well-being. The symposium offers new directions on recovery research and the importance of fostering a more robust and healthier relationship with work. When is it Difficult to Detach From Work? An Empirical Test of the Recovery Paradox Author: Sabine Sonnentag; U. of Mannheim Author: Laura Venz; Leuphana U. Lüneburg Author: Alexander Pundt; MSB Medicalschool Berlin After-Work Rituals as a Tool to Overcome the Recovery Paradox Author: Benjamin Alan Rogers; Boston College Author: Ovul Sezer; Cornell U. Author: Trevor Watkins; U. of Oklahoma Author: Katherine Ann DeCelles; U. of Toronto Author: Chen-Bo Zhong; U. of Toronto Author: Michael Norton; Harvard U. Author: Hal Hershfield; UCLA Anderson School of Management The Motivational Benefits of Reattachment at Work: A Self-Determination Theory Perspective Author: Aqsa Dutli; Purdue U., West Lafayette Author: John P. Trougakos; U. of Toronto Author: Allison S. Gabriel; Purdue U., West Lafayette Author: Sabine Sonnentag; U. of Mannheim Author: Jason Dahling; College of New Jersey Proactive Pushbacks: Examining the Social Reactions to Work Culture Rebels Author: Katelyn Zipay; Purdue U. Author: Matthew Shurman; Purdue U., West Lafayette Author: Jingran (Mia) Zhou; Purdue U., West Lafayette [ABSTRACT FROM AUTHOR]

The field of management is beginning to recognize (and emphasize) the value of "real-world" implications of empirically rigorous studies. One promising avenue of research that supports this shift in our field is "intervention-based studies," which provide both practically and theoretically significant insights on timely, managerial problems. Historically, intervention-based research has been scarce in our field, especially relative to other fields like clinical psychology or medicine. However, over the past decade (and especially the last two years), scholars in our field have been increasingly interested in undertaking such research. Supporting this movement, this symposium will showcase six empirical projects using an intervention-based methodology that tackle a range of timely problems--like mental health, work relationship quality, and procrastination--to create positive change in workplace environments of all kinds--from traditional organizations to the gig economy. Beyond Service with a Smile, An Intervention for Conversations between Employees and Customers Author: Elizabeth Nguyen Trinh; U. of Michigan, Ross School of Business Author: Julia Lee Cunningham; U. of Michigan A Field Experiment on How to Support Mental Health at Work Author: Laura Maria Giurge; London School of Economics and Political Science Author: Lauren Christine Howe; U. of Zurich An Awareness Intervention to Increase Supervisor Appreciation Expressions Author: Lauren Rachel Locklear; Texas Tech U. Author: Shannon G. Taylor; U. of Central Florida Author: Maureen L. Ambrose; U. of Central Florida The Andrew Carnegie Effect, An Intervention That Activates Legacy Motives Author: Daniela Goya-Tocchetto; Fuqua School of Business, Duke U. Author: Jessica Jee Won Paek; Fuqua School of Business, Duke U. Author: Kimberly A Wade-Benzoni; Duke U. Changing the Customer Evaluation Scale for Gig Workers Shows Lower Racial Discrimination Author: Tristan L. Botelho; Yale School of Management Author: Sora Jun; Rice U. Author: Demetrius Humes; U. of Toronto Author: Katherine Ann DeCelles; U. of Toronto Working Alone Together, An Intervention Boosting Focus and Positive Affect for Gig Workers Author: Brittany Lambert; Indiana U. - Kelley School of Business Author: Brianna Barker Caza; U. of North Carolina, Greensboro [ABSTRACT FROM AUTHOR]

Impression management is a fundamental characteristic of social interaction that plays an essential role in maintaining social harmony. The present symposium seeks to understand how to foster effective workplace communication by identifying the consequences of common strategies for managing impressions. Ruttan, Adams, and DeCelles examine the unintended consequences of espousing neutrality on divisive political and moral issues. Abel, Rosenblum, and Zlatev contend that concealing an opposing stance on a political issue harms observers' perceptions of integrity but boosts perceptions of benevolence. Slepian redefines the concept of secrecy, illuminating new paths for understanding the experience of secrecy in people's lives. Finally, Chaudhry, Banerjee, and Wu examine the efficacy of strategies used by managers to make amends following organizational transgressions. Together, these papers provide a novel and unique perspective on impression formation and management, both inside and outside organizations. Miscalibrating the Consequences of Moral Neutrality Author: Rachel Lise Ruttan; U. of Toronto Author: Gabrielle Adams; U. of Virginia Author: Katherine Ann DeCelles; U. of Toronto Navigating difficult waters: Trading integrity for benevolence by avoiding political discussions Author: Jennifer Abel; Harvard Business School Author: Michael Rosenblum; U. of Notre Dame, Mendoza College of Business Author: Julian Jake Zlatev; Harvard Business School Having and Keeping Secrets Author: Michael Slepian; Columbia Business School Making amends with the audience: Manager use of public apologies and other amends-making strategies Author: Shereen J. Chaudhry; U. of Chicago Booth School of business Author: Akshina Banerjee; U. of Chicago Booth School of business Author: Linhui Wu; U. of Minnesota Carlson School of Management [ABSTRACT FROM AUTHOR]

Departing from predominant temporal and affective explanations of work-home conflict, we introduce novel theory to explain how some forms of work are particularly likely to foster conflict with family members. We argue that while all occupations have entrenched and prescriptively normative cognitive behavioral scripts that guide effective work task execution, some occupations' cognitive behavioral scripts are predominantly adversarial in nature and are largely inappropriate outside of the work domain. We label such occupations as "oppositional," and articulate four underlying dimensions of adversarial thoughts and behaviors (intellectual, interpersonally hostile, authoritarian, and physical) that are part of oppositional work. Further, we propose how each dimension of adversarial thoughts and behaviors might be inadvertently triggered at home, suggest the likely consequences for workers' family lives, and discuss for whom this might be most likely. We conclude with a discussion of how the consideration of oppositional occupations contributes to management theory and can generate research across work-home conflict, boundary theory, and occupations literatures, as well as practical implications. [ABSTRACT FROM AUTHOR]

We examine a multistage evaluation process to understand the conditions under which racial minorities are at risk for disparate work outcomes using data from a platform-based skilled labor market for small business entrepreneurs. Analyzing various evaluative outcomes including job cancellations, ratings, and job allocation for nearly 100,000 jobs, we find that workers perceived as racial minorities (relative to white) receive significantly more cancellations, as well as more one-star ratings and fewer five-star ratings, even among top performers. Factors that reduce uncertainty, including worker quality, and both worker and customer experience, help attenuate the disparity in cancellations but not in ratings. Further, we demonstrate the cyclical nature of bias entrenchment and the interplay of bias with formal practices--ratings and cancellations are mutually reinforcing, and feed back into priority algorithmic work assignments. Our research illustrates the critical role that uncertainty plays in magnifying bias against racial minorities in labor market contexts and that the mechanism driving bias is a function of the evaluation stage. We contribute to the sociological literature on bias in labor market processes, status and inequality in organizations, and work precarity. [ABSTRACT FROM AUTHOR]

This symposium brings together a diverse group of management scholars to provide novel answers to how employees can navigate the increasingly permeable boundary between work and nonwork aspects of their lives. Advances in technology and the proliferation of flexible work arrangements promised a better work-nonwork balance. However, increased work flexibility has ironically resulted in employees feeling overwhelmed, burned out, and unable to disconnect from work. The four papers in this symposium expand the work-nonwork literature by examining how individuals transition between work and nonwork. First, Arianna Beetz, Nancy Rothbard, and Sigal Barsade demonstrate how the affective experience of the commute to and from work has important consequences for employees' attitudes and behaviors at work as well as for employees' experiences after work. Second, Benjamin Rogers, Ovul Sezer, Trevor Watkins, Katherine DeCelles, Chen-Bo Zhong, Michael Norton, and Hal Hershfield show how after-work rituals help employees cope with job stressors by prioritizing self-care and recovery activities. Third, Vanessa Conzon and Ruthanne Huising reveal the importance of studying the interplay between temporal and relational boundaries across the work and nonwork domains. Finally, Laura Giurge, Stephanie Chan-Ahuja, and Gillian Ku show that employees experience greater subjective well-being, work-life balance, and task performance when they collectively consider work and nonwork activities and create temporal boundaries around them. The key takeaway of this symposium is that employees can positively shape their well-being and work outcomes by proactively crafting how they transition between work and nonwork. * The Bridge Between Work and Home: The Impact of The Commute on The Work-Life Interface * Presenter: Arianna M. Beetz; The Wharton School, U. of Pennsylvania * Presenter: Nancy Rothbard; U. of Pennsylvania * Presenter: Sigal Barsade; The Wharton School, U. of Pennsylvania * After-Work Rituals as a Tool to Overcome the Recovery Paradox * Presenter: Benjamin Alan Rogers; UNC-Chapel Hill * Presenter: Ovul Sezer; Columbia Business School * Presenter: Trevor Watkins; U. of Oklahoma * Presenter: Katherine Ann DeCelles; U. of Toronto * Presenter: Chen-Bo Zhong; U. of Toronto * Presenter: Michael Norton; Harvard U. * Presenter: Hal Hershfield; UCLA Anderson School of Management * How Temporal Sovereignty Shapes Connectedness at Work * Presenter: Vanessa Conzon; Boston College * Presenter: Ruthanne Huising; EMLYON Business School * Beyond the Work-Nonwork Boundary: The Benefits of Budgeting Time Across Activities * Presenter: Laura Maria Giurge; London School of Economics and Political Science * Presenter: Stephanie Chan-Ahuja; London Business School * Presenter: Gillian Ku; London Business School [ABSTRACT FROM AUTHOR]

This symposium explores the concepts of vigilantism and violence as they relate to the defense of social order. Positioned at the intersection of enforcement, punishment, and actorhood, vigilantes appear to play critical roles in defending social order when the state or other actors with authority are absent or withdrawn. Despite a growing number of articles exploring triggers and tactics of vigilantism in a variety of organizational and institutional contexts, we continue to know very little about vigilantes and the roles they play. Who are these vigilantes? What tactics do they use? How to they experience their own state of vigilantism? What perceptions do others have of them? Are they saviors, rogue agents, or something else altogether? In what ways can vigilantes and the use of violence help us better understand the defense of social order? To address these questions, we bring together four studies which place vigilantism and violence at center stage, three of which empirically examine vigilantes in contexts of pedophile hunting teams, workplaces, and pandemic responses, and one that conceptually offers a fresh look at violence and physical force when it comes to defending social order. Bookended by a brief introduction on vigilantism and violence at the beginning, and a Q&A between participants and audience members at the end, this symposium also offers fruitful linkages between research on vigilantism and violence and other organizational phenomena, including emotions, multimodality, paradox, custodianship, stigma, and extreme practices. [ABSTRACT FROM AUTHOR]

Emotional distress is a common occurrence in ordinary workplaces. Recent reports suggest that one in four members of the workforce are suffering from psychological distress, and that one in six are suffering from clinical levels of depression or anxiety. Much of the research on workplace distress focuses on the causes and consequences of distress, as well as the stable characteristics of individual employees that impact their ability to cope with distress in the workplace. However, less attention has been paid to both organizational and interpersonal factors that can help mitigate employee suffering, as well as the behaviors that employees engage in to make sense of, and move forward from, their distress. Additionally, while there is a body of research that investigates the experience of change and resilience in the aftermath of adversity in the workplace, these have all been conducted in the context of inherently traumatic occupations, such as the military or emergency services. Unfortunately, little research investigates this process in the context of "ordinary" work. In an effort to gain greater insight into these questions relating to distress at work, we invited scholars studying this phenomenon within organizations. Together, these scholars shed light on distress in the context of ordinary work, including how suffering emerges in organizational contexts, as well as the types of behaviors that employees engage in to recognize, make sense of, and communicate about their own and others' distress in interpersonal or organizational settings. These processes are vital for both alleviating distress and creating healthy organizational cultures. [ABSTRACT FROM AUTHOR]

Behavioral Ethics has come to be viewed as a legitimate sub-field of Organizational Behavior only recently. To date, the field has largely focused on a critical but relatively narrow set of dependent variables (dominantly: lying, cheating, and stealing), and a relatively narrow set of methods (lab experiments and survey data using self- or other-reported unethical behavior). Though this work has been crucial in developing our understanding of the psychological processes that underpin specific types of unethical behavior, the application of these findings may not extend to the diverse and wide-ranging set of unethical practices that we, as a society, need to better understand. In this symposium, we focus on ethics at the fringe -- the research questions, unethical behaviors, settings, and methodologies that have remained largely neglected by the field. The papers in this symposium examine extreme, relatively rare unethical behaviors, including workplace violence, mass shootings, political scandals, inappropriate prescribing, and illicit workplace romance. The empirical approaches utilize a variety of methodologies, ranging from archival data analysis to natural field experiments. Workplace Violence: A Schema Perspective Presenter: Katherine Ann DeCelles; U. of Toronto Presenter: Nir Halevy; Stanford U. Business as Usual: Consumer Behavior Following Mass Shootings in America Presenter: Lamar Pierce; Washington U. in St. Louis Presenter: Daniel Snow; Oxford U., Saïd Business School Presenter: Dennis Zhang; Washington U. in St. Louis Crossing the Line or Creating the Line: Media Effects in the 2009 British MP Expense Scandal Presenter: Jonathan Nicholas Bundy; Arizona State U. Social Influence and the Initiation and Cessation of Inappropriate Prescribing Presenter: Shu Zhang; Yale School of Management Forbidden Yet Functional: A Self Categorization Model of Illicit Workplace Romance Presenter: Keith Norman Leavitt; Oregon State U. Presenter: Christopher Barnes; U. of Washington [ABSTRACT FROM AUTHOR]