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Who decides who is a bona fide member of the group? Past work on group membership, social identity theory, and self-categorization theory focuses on static, binary, and top-down definitions of bona fide membership. We propose a new framework that argues for a dynamic, continuous, and co-created membership boundary, through granting, claiming and informal relationships, between a group and prospective group members. We extend prior work by defining group membership as a process where the mutual granting and claiming of formal membership and acquisition of informal relationships co-produce a continuous and dynamic description of the group boundary. [ABSTRACT FROM AUTHOR]

Emotions have important implications for workplace outcomes. Equally important is how people respond to the expressed emotions of others. However, key questions remain regarding the antecedents and consequences of such emotion responses at work. In this symposium, we highlight the different perspectives on the causes and consequences of responding to the emotions of others in the workplace. The five papers presented cover the antecedents and work-related consequences of a broad range of emotion-response strategies (e.g., collective emotion regulation, emotion validation) and represent different theoretical and empirical perspectives (e.g., employing both laboratory and field studies). Our discussant, Gerben van Kleef, a leading scholar in the study of emotions in organizations, will close our symposium by synthesizing the presented papers and facilitating a discussion regarding the future directions for this area of research. Through this symposium, we aim to generate new insights about how scholars can continue to study and improve the research on responding to the emotions of others in the workplace. The Bad Faith Fallacy in Intergroup Judgment: Our Adversaries are Not as Emotional as We Think Author: Nadav Klein; INSEAD Putting Feelings into Words: The Impact of Affect Labeling on Voice Endorsement Author: Grace Simon; The Wharton School, U. of Pennsylvania Author: Michael Parke; The Wharton School, U. of Pennsylvania Take it on the Chin: Emotional Validation and Performance in Mixed Martial Arts Author: Niranjan Srinivasan Janardhanan; London School of Economics Author: Kira Franziska Schabram; U. of Washington Author: Santosh Srinivas; HEC Paris Emotion Culture Crafting: A Field Experiment of the Impact of Collective Emotion Regulation Author: Jacob Levitt; The Wharton School, U. of Pennsylvania Author: Elizabeth Baily Wolf; INSEAD When, Why, and How Responding to the Emotions of Others Influences Work Outcomes Author: Christina Bradley; U. of Michigan, Ross School of Business Author: Lindred L. Greer; U. of Michigan, Ross School of Business Author: Jeffrey Sanchez-Burks; U. of Michigan [ABSTRACT FROM AUTHOR]

Verbal communication about emotions, such as talking about one's own emotional experiences or inquiring about the emotions of others, is often seen as a taboo topic in the workplace. However, emerging work suggests that verbalization of the emotions of oneself and others can affect important outcomes at the individual, dyadic, team, and organizational levels, such as social learning, engagement, and cooperation. In this symposium, we highlight different perspectives on why, how, and when to verbally communicate about the emotions of yourself or others in organizational contexts. The five papers presented cover a broad range of inter-related topics (e.g., verbal emotional acknowledgment, explicit collective emotion regulation, and verbal emotional expression) and represent different theoretical and empirical perspectives (e.g., including both laboratory and field work). Our discussant, Hillary Anger Elfenbein, a leading scholar in the study of emotions, will close our session by offering a synthesis of the papers and discussing with the audience future directions for the study of verbal communication about emotions at work. Through this symposium, we aim to generate new insights about how we can study verbal communication about emotions at work. Thanks for Nothing: Expressing Gratitude Invites Exploitation by Competitors. Presenter: Jeremy Yip; McDonough School of Business Georgetown U. Presenter: Kelly Lee;. Presenter: Cindy Chan; U. of Toronto. Presenter: Alison Wood Brooks; Harvard U. The Epistemic Value of Being a Complaint Recipient: A Social Learning Perspective. Presenter: Casher Belinda; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill. Presenter: Salvatore J. Affinito; Harvard Business School. Presenter: Michael Christian; U. of North Carolina, Chapel Hill. The Social Effects of Emotional Expressions are Functionally Equivalent across Expressive Modalities. Presenter: Gerben Alexander Van Kleef; U. of Amsterdam. Why Followers Don't Acknowledge the Emotions of their Leaders (and Why they Should). Presenter: Christina Bradley; U. of Michigan, Ross School of Business. Presenter: Lindred L. Greer; U. of Michigan, Ross School of Business. Presenter: Alisa Yu; Stanford U. Explicit Collective Emotion Regulation and its Influence on Team Process and Viability. Presenter: Elizabeth Baily Wolf; INSEAD. Presenter: Jacob Levitt; The Wharton School, U. of Pennsylvania. Presenter: Sigal Barsade; The Wharton School, U. of Pennsylvania. [ABSTRACT FROM AUTHOR]

Organizations that focus upon the development of positive emotions, from the individual to the organizational culture level, improve employee well-being, engagement and attitudes, as well as experience performance payoffs by reducing employee withdrawal, burnout, absenteeism, and risky out-of-work behavior (Barsade & Gibson, 2007; Barsade & O'Neil, 2014; O'Neill & Rothbard, 2017; Tsui, 2010; 2013; Rynes et al 2012; Van Looy, 2010). Yet there are various organizational countervailing forces, such as financial pressures, geographic distance, performance pressures, and the belief that anger leads to better performance, that can prevent employees from experiencing positive emotions and enhancing them in others. In this symposia, we examine the influence of the tensions between these countervailing forces and the building of positive affect from the individual-level to the organizational level of cultures of companionate love. We also seek to provide solutions, such as "micro-moments" and gratitude, through which organizational members at all levels of the organization can help promote positive emotions and gain their associated benefits. [ABSTRACT FROM AUTHOR]

The purpose of this symposium is to promote research that represents the new frontiers of teamwork. Specifically, we bring together research that examines "invisible" structural elements in teams, with the aim of starting a dialogue about how to study these structures. Structures may be invisible because they are extremely novel and therefore uncommon, or because we currently lack frameworks to "see" them. We hope that by bringing together cutting edge team research on topics such as Temporal Brokerage, Team-Level Algorithmic Control, Hierarchical Flexing, and Collective Emotion Culture Crafting, we can 1) establish a need for "seeing" invisible structures, 2) encourage the study of novel structural phenomena, and 3) reinvigorate the broader full-cycle OB research paradigm. [ABSTRACT FROM AUTHOR]