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The conference reported here was held for nurse faculty and physicians from twenty-five family nurse practitioner (FNP) programs based in twenty-one states to provide the participants with an opportunity to consider their common curriculum problems and successes in FNP education. The first half of this booklet contains five paper presentations with the fourth and fifth papers followed by comments made by a reactor panel and the audience. The titles of the papers are (1) "The Potential of the Family Nurse Practitioner Movement," (2) "Five Questions of Family Nurse Practitioner Evaluation," (3) "Nursing Present Tense," (4) "The Role of the Family Nurse Practitioner: Implication for Curriculum Development," and (5) "Clinical Evaluation: An Examination of the State of the Art and Its Application to Nurse Practitioners." The remaining half of this booklet consists of five reports of group discussions held during the conference on adult medicine; child health curriculum; determinants of obstetrics and gynecology curriculum in nurse practitioner training; family and community; and the state of the art in teaching role realignment. A brief summary of conference recommendations concludes the report. (EM)

This symposium aims to introduce novel psychological states and emphasize the importance of social contexts for gender inequality, suggesting that management scholars must adopt a broader lens beyond the traditional focus on gender disparities in human capital and occupations when considering gender inequality issues in organizations. Specifically, while introducing novel psychological states and individual characteristics for gender inequality, we emphasize the significance of scrutinizing social contexts (i.e., occupation, corporate, and familial environments) where gender inequality is more likely to manifest. By providing specific contexts that are more likely for gender disparities to occur, this symposium intends to not only identify psychological factors that yield different rewards or gendered psychological states contributing to gender inequality but also attempts to examine 'when' those gender gaps in psychological factors are more pronounced, providing policymakers and organizational authorities insights into where they need to pay attention to in order to mitigate gender inequality. The Misperception of Gender Economic Equality. Author: Ivuoma Onyeador; Northwestern Kellogg School of Management Author: Sa-kiera Hudson; Haas School of Business, UC Berkeley Author: Natalie Daumeyer; Yale U. Author: Julian Rucker; U. of North Carolina at Chapel Hill Author: Michael W. Kraus; Yale School of Management Author: Jennifer Richeson; Yale U. Extraversion Revisited: How Personalities and Occupations Jointly Shape Gender Pay Inequality Author: Hee Man Park; The Pennsylvania State U. Author: Seunghoo Chung; Hong Kong Polytechnic U. Bridging the Aspiration Gap: The Unexpected Role of Performance Incentives Author: Julia D. Hur; New York U. Tight Ships or Loose Cannons: Couples' Approaches to Domestic Tasks and Gender Differences at Work Author: Kelly Harrington; Kellogg School of Management, Northwestern U. Author: Alexandra Feldberg; Harvard Business School Author: Kathleen L. McGinn; Harvard U. Mind the Gap: An Integrated Conceptual Review of Research on the Gender Pay Gap Author: Beth Ann Livingston; U. of Iowa Author: Sujin Jeong; U. of Iowa Author: Felice Klein; Boise State U. Author: Anushka Chakroborty; Tippie College of Business, U. of Iowa [ABSTRACT FROM AUTHOR]

Research of engineering community engagement has primarily focused on the experiences and outcomes of students, yet it is often the faculty, administrators, and community partners who have a long-term commitment to the program's success. In this study, we are developing and validating an assessment instrument that combines two previously identified aspects of community engagement programs: participant motivation and the nature of engagement relationships. Participant motivation refers to the reasons people stay engaged in the community engagement experience and can be categorized into: student learning and growth, personal and professional development, and benefits to the community organization. The nature of an engagement relationship is defined as the quality of interactions and interpersonal dynamics within partnerships. It is associated with transactional, cooperative, and communal interactions. A validation survey was developed by creating 45 statements associated with the interacting effects of motivational categories and the nature of engagement relationships. Statements were validated by service-learning practitioners with a minimum of two years research and/or practical experience. Validation participants were provided with a codebook for motivational categories and relationship natures. They were asked to code each of the 45 initial statements with the provided categories and natures. We received feedback from eight researchers, with the initial goal of attaining 10 responses. We identified ten statements that maintain at least 75% coding convergence across responses. Our results highlight key underlying assumptions associated with the TCC Framework and opportunities to improve the instrument to increase clarity and reduce potential bias. [ABSTRACT FROM AUTHOR]

For many employees, the Covid-19 pandemic and the period following it has become a moment to redefine where and how to work. Following the pandemic, employees across industries in the United States are placing an increased importance on time flexibility and autonomy and leaders are looking for ways to implement flexible work strategies that create equitable opportunities for all employees. This renewed focus on flexibility leads us to question whether policies that existed before the pandemic are still effective today (e.g. flexible work policies) and whether policies that were deemed to be harmful in the past are effective now (e.g., telecommuting). To address these critical questions, this symposium looks at how time and autonomy-related rewards, policies, and norms shape the employee experience. Specifically, across five talks, we explore the psychological factors that influence whether telecommuting has positive or negative consequences for the employee experience, the downstream benefits and costs of time-based rewards like vacation and flexible work, how to offer choice to employees in a way that encourages them to express their true feelings (i.e. consent), and how to manage increased interruptions that arise from hybrid work. By studying the informal (team collaboration norms and consent) and formal (telecommuting and flexible work) policies and rewards (paid vacation) that impact the experiences of workers in today's economy, the papers in this symposium provide novel and timely insights into when and how certain time and autonomy-related practices are beneficial (or harmful) to employees' organizational identification, commitment, career outcomes, and well-being, with potential implications for how leaders should promote these policies and practices. Legitimizing "Deep-Work": When Collaboration Norms Promote Employee Wellbeing Author: Ashley Whillans; Harvard Business School Author: Justine Murray; Harvard Business School Giving People the Words to Say No Makes Them Feel Freer to Say Yes Author: Rachel Schlund; Cornell U. Author: Roseanna Sommers; U. of Chicago Law School Author: Vanessa Bohns; Cornell U. Staying in Love from Far Away: How Moral Legitimacy of Telecommuting Sustains Commitment Author: Julia D. Hur; New York U. Author: Rachel Lise Ruttan; U. of Toronto Author: Jun Lin; Stanford Graduate School of Business The Career Consequences of Flexible Work Policies: Considering Gender and Rank Author: Vanessa Conzon; Boston College Author: Duanyi Yang; Massachusetts Institute of Technology Author: Dongwoo Park; ILR at Cornell Author: Erin Kelly; Massachusetts Institute of Technology Vacation (vs. Monetary) Rewards Decrease Objectification and Increase Employee Well-Being Author: Alice Jihyun Lee-Yoon; UCLA Anderson School of Management Author: Sanford Ely DeVoe; UCLA [ABSTRACT FROM AUTHOR]

Environmental sustainability is one of the most pressing problems of our time, but the progress towards it has remained stagnant. The current work identifies performance incentives as a critical barrier that prevents organizational decision-makers from supporting sustainability initiatives. Across two laboratory experiments (n = 702) and one large-scale panel dataset on executive compensation, corporate annual reports, and firm-level environmental performances (n = 14,126), we show that people whose pay is more contingent on performance are less likely to support the sustainability initiatives of their organization. We also provide evidence for a novel mechanism whereby performance incentives create attentional fixation on money, which further reduces support for organizational sustainability. This effect persists even in the absence of evidence that these initiatives are in fact more costly than their less-sustainable alternatives. Together, our findings suggest that one of the most common types of incentives might be inadvertently undermining the pursuit of one of the most urgent organizational changes. [ABSTRACT FROM AUTHOR]

This symposium advances knowledge about increasing diversity, equity, and inclusion in organizations by examining data obtained from the field. The first half of the symposium will address factors determining support or decisions around organizational diversity efforts. The latter half will be devoted to field interventions that sought to promote diversity in organizational settings. The first paper investigates how female board directors' network connectedness shapes the organization's decisions on increasing future boardroom gender diversity. The second paper investigates the motivations behind the dominant group members' engagement in allyship behaviors that often belie their own interests. The third paper examines how a 9-week debate training increases Asian employees' leadership advancement. Finally, using a large-scale field experiment, the fourth paper explores how providing justifications of why one should attend DEI events differentially impact younger versus older individuals' engagement with these events. The Effects of Female Network Connectedness on Gender Diversity Efforts Author: Jun Lin; Stanford Graduate School of Business Author: Julia D. Hur; New York U. Collective Self-Esteem and Dominant Group Allyship Author: Aastha Chadha; NYU Stern School of Business Author: L Taylor Phillips; NYU Stern Breaking the Bamboo Ceiling and Empowering Asians' Leadership Advancement with Debate Training Author: Jackson Lu; MIT Sloan School of Management Author: Michelle Zhao; Washington U. in St. Louis Generational differences in responses to diversity rationales Author: Eileen Y. Suh; Boston U. Questrom School of Business Author: Evan P. Apfelbaum; MIT Sloan School of Management Author: Nir Halevy; Stanford U. [ABSTRACT FROM AUTHOR]

Recent growth in community engagement programs in engineering education reveals the importance of partnerships and community; however, there has been minimal research and reflection on how to design community engagement programs to represent the needs and rights of the community. This interactive special session addresses this gap by challenging participants to learn and critically think about the communities they are serving. This paper outlines the theoretical foundations for this workshop, with an overview of two publications: one that categorizes the way engineers work with the people they serve either as clients, stakeholders, users, or citizens; and the other that categorizes specific interactions, activities, and the language of community engagement partnerships as transactional, cooperative or communal. In addition to the theoretical grounding, the paper also provides a summary of the activities that we will be facilitating during the special session, including analyzing cases and design tools, reflecting on current program structures, and creating an action plan to implement changes in the participants' current, anticipated, or imagined engagement programs. By the end of the special session, participants will be able to evaluate their past, current or future partnerships, observe how program structures can influence partnerships, and assess the differences that these partnerships can make in the success or failures of community engagement programs. Participants will leave the session with a practical action plan to implement the types of partnerships they wish to build with their community. [ABSTRACT FROM AUTHOR]

Since 2000, research in the broader service-learning field has included partnerships and community voice, but this research trend has received little attention among engineering education scholars. This study aims to fill this gap by developing a richer understanding of community-university partnerships in engineering service-learning programs by exploring the perspectives of advisors and community partners in a well-established engineering service- learning program. In part inspired by the existing service-learning literature, this study addresses the question: Why are individuals and local community organizations involved in engineering service-learning partnerships? This study utilizes a single case study design, with data collection including in-depth interviews with community partners, faculty and program administrators (n=11) affiliated with the EPICS program at Purdue University. All interviews were transcribed and coded thematically. A set of deductive codes were developed and applied based on a review of three empirical studies examining the motivation of community organizations involved in service-learning programs. An inductive analysis was also used to discern new themes. This paper presents findings from this analysis, looking at the similarities and differences among participants and findings with studies of other non-engineering service-learning partnerships. The most recognized reason for involvement of the participants is to support engineering students with their education. Many of the community and advisors stated that they enjoyed the experience of service-learning, and the organization benefited directly from the partnership. Overall, this work helps clarify and address misunderstandings that engineering programs and community organizations may have relative to partner motivations. Based on this research the authors suggest that engineering programs increase emphasis on learning about the community organization within their stated learning objectives, since it is deemed important by the community partners and critical for effective relationship building and joint project work. [ABSTRACT FROM AUTHOR]

Spirituality and engineering education are often kept in separate compartments of our lives. They may slip out occasionally for conversations during ethics classes or service learning projects, but speaking -- and living -- our values of faith as engineers and engineering education researchers is still uneasy territory for many. This paper is a multivocal autoethnographic dialogue between three graduate researchers in engineering education that explores how each individual stands in that uneasy territory. It addresses the intertwining of spirituality with both teaching and research practices in engineering education, investigates the discomfort of conducting such a dialogue in a secularized technical culture, and explores the tensions of multiple and often conflicting perspectives of faith on each topic. The authors are Roman Catholic, Evangelical Christian, and Quaker with a regular Buddhist meditation practice. [ABSTRACT FROM AUTHOR]

Using a sample of 580 Midwestern women, we test the hypothesis that women who ever experienced infertility will report higher psychological distress. Drawing hypotheses from identity and stress theories, we examine whether the effects of infertility are conditioned by role accumulation or resources or whether, because infertility threatens the master status of parenthood, its effects are similar for all women. Approximately one-third of our sample reports having experienced infertility sometime in their lives, although the majority of the infertile now have children. Results show that infertility is associated with greater distress for two groups of women: Those with no children (step, biological or adopted) and those with low income. The strongest effect is among those with no children, who demonstrate a substantively large risk of distress. Results generally support the master status argument. [ABSTRACT FROM AUTHOR]

Race or gender is a key component of determining role prototypicality in organizations. The current work examines the effect of role prototypes on one of the most critical social and organizational challenges: income inequality. We suggest racial minority members who occupy a less prototypical role would face more wage discrimination compared to racial minority members who occupy a more prototypical role. We analyzed the salaries of Major League Baseball (MLB) players from 1988 to 2019 and found that minority players are at disadvantage in salaries when they occupy a less prototypical role (i.e., pitcher), compared to other more prototypical roles. This effect was specific to minority players and was further moderated by status and centrality of the role. The current findings demonstrate how role prototypicality not only affects perception or evaluation of minority members but also influences how much money they make when they simply look less prototypical for their role. [ABSTRACT FROM AUTHOR]

Decades of negotiations research has revealed the importance of BATNA -- best alternatives to negotiated agreement. Negotiators with stronger BATNAs tend to have greater power and claim higher values in negotiation. In addition to the value of the BATNA, the current work suggests that how the identity of negotiators' BATNAs -- that is, who they have an alternative offer from -- can affect negotiation strategies. Specifically, we apply a relational lens to the BATNA dynamics and examine how negotiators respond to a counterpart that has an alternative offer from their rival. The three experimental studies show that the alternative offer from a rival activates a goal of defeating the rival and leads negotiators to make a more favorable offer to their counterparts. The effect of rivalry on the favorability of offers was partially driven by the increase in motivation to defeat the rival, which further shields the usual goal in negotiation of getting a good deal. Our model and results show that competing against a rival drives negotiators to set a less aspirational goal, which may adversely impact their decision-making. [ABSTRACT FROM AUTHOR]