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Working parents represent a significant portion of the labor force. However, invalid assumptions regarding how parental role engagement affects working parents, and in particular, working mothers, has led to stigma and workplace discrimination against them. In order to the eradicate such stigma and combat discrimination, we draw upon self-construal theory to theorize that, compared with non-parents, working parents are more likely to view their work as a means to communicate their professional ethics and principles to their family and serve as role models, which we termed "the symbolic meaning of work." We further posited that sex interacted with parental status to affect employees' perceived symbolic meaning of work, with the positive association between parental status and perceived symbolic meaning of work being stronger for females than males. Third, we argued that the symbolic meaning of work is positively related to employees' demonstration of exemplary behaviors at work, such as increased work effort and ethical voice behavior. Lastly, we proposed that the indirect effects of parental status on work effort and ethical voice behavior via the symbolic meaning of work are stronger for females than males. We tested our hypotheses using a sample of 283 Chinese employees and found support for each of the hypotheses. The theoretical and practical implications of our study, as well as limitations and future research directions, are discussed below. [ABSTRACT FROM AUTHOR]

We are more likely to cooperate with individuals we see as similar to ourselves, yet it is now common for employees to work with stakeholders who come from outside their nation's borders. Some research suggests that holding a global social identity – or identification with the world as a whole – leads to cooperation even with global strangers. However, various widely-studied identification theories suggest that global social identity should be rare due to a lack of commonality or proximity among ingroup members and a lack of comparison outgroup for distinctiveness and esteem-building. Thus, we sought to create consensus around both the existence and meaning of global social identity. Interviews with 107 employees working in either Mexico, South Africa, or the United States revealed that global social identity does exist – yet it does so outside the boundaries of existing theory. More specifically, we found that local, national, and global identities exist as distinct, unrelated identities, rather than in nested layers (as previously theorized). Further, we found that the foundational bases of identification change as the level of the identity's abstraction increased. Our findings have various implications for theory and practice, particularly regarding the encouragement of cooperation among globally dispersed organizational stakeholders. [ABSTRACT FROM AUTHOR]

The Fourth Industrial Revolution has already arrived and is revolutionizing the landscape of organizational research (e.g., Brynjolfsson & McAfee, 2014; 2017; Brynjolfsson & Mitchell, 2017). In particular, as organizations worldwide are navigating through this new wave of industrial revolution (in which intelligent machines are increasingly becoming part of modern workplace), our conventional wisdom about work practices, interpersonal relationships, and the management of organizations needs to be refined. Each of the papers provides a new avenue to the implications of intelligent technologies on people and practices in organizations by emphasizing how the incorporation of such technologies may specifically affect individuals, managers, as well as other organizational stakeholders. Towards this end, the papers in this symposium take on the challenge to understanding more broadly on how intelligent technologies may affect people and practices across different levels of theorization and analysis. Overall, this symposium seeks to continue the societal conversation inspired by the uprise of intelligent technologies and provide answers to outstanding questions (raised by both organizational scholars and managers), while also setting a research agenda for the future. Interacting with Artificial Intelligence and Its Implications on Employee Work and Non-work Behavior Author: Pok Man Tang; U. of Georgia Author: Joel Koopman; Texas A&M U. Author: Haoyue Zhang; Nanyang Business School, NTU Singapore Author: Philipp Reynders; Cardiff U. Author: Chin Tung Stewart Ng; Institute of Human Resource Management, National Sun Yat-sen U. Author: I-Heng Chen; National Sun Yat-Sen U. Feedback from Artificial Intelligence: Reactions of the Stigmatized to Algorithm-driven Feedback Author: Ji Woon Ryu; Portland State U. Author: Roshni Raveendhran; U. of Virginia Darden School of Business Author: Cristiano L O Guarana; Indiana U. - Kelley School of Business Using Advanced Text Analysis to Increase Prediction and Reduce Subgroup Differences in Selection Author: Emily D. Campion; U. of Iowa Author: Michael A Campion; Purdue U. Author: James Johnson; United States Air Force Academy Author: Thomas Carretta; United States Air Force Author: Sophie Romay; United States Air Force Author: Bobbie Dirr; U.S. Air Force Author: Andrew Deregla; United States Air Force Author: Amanda Mouton; United States Air Force Hungry for Data: Examining How Developing AI Technology Reconfigures Organizations Author: Jodie Koh; Northwestern Kellogg School of Management Author: Hatim A. Rahman; Northwestern Kellogg School of Management Moral Spillover from Creators to Autonomous Technological Agents Author: Arthur S. Jago; U. of Washington, Tacoma [ABSTRACT FROM AUTHOR]

Envy seems to be almost inevitable emotion for human and workplace is full of envy eliciting event. With its prevalence in daily life and recently increased scholarly attention (Duffy et al., 2021), this symposium aims to produce a comprehensive understanding of envy and investigate conditions and characteristics that impact how people express and respond to envy. The set of papers explores the enactment (e.g., inferiority, social dominance orientation), outcome (e.g., harming), reaction (e.g., citizenship behavior, interaction avoidance behavior), and measurement of envy. They empirically test this across different contexts (e.g., supervisor-subordinate, teammates) and for different targets (the envious, the envied). In addition, by introducing potential moderators that might mitigate the enactment of envy and buffer the negative impacts of envy (e.g., pre-existing trust), this symposium comes up with practical suggestions for managers and workers to "reduce the pain and discrepancy envy brings" (Duffy et al., 2011, p. 34). This also aligns with the Academy of Management 2023 theme of "Putting the Worker Front and Center." Examination of Tall Poppy Syndrome (Enactment of Envy) in a Multicultural Work Context Author: Abdul Karim Khan; United Arab Emirates U. Author: Samina Quratulain; *United Arab Emirates U. Author: Aqsa Ejaz; Lahore Business School, The U. of Lahore Author: Eman Helal AlMansouri; *United Arab Emirates U. We Are Less Envious of Those We Trust: Two Mitigating Roles of Trust Author: Einav Hart; George Mason U. Author: Rachel Lea Campagna; U. of New Hampshire The Effect of Narcissism on the Experience of Being Envied Author: Yoonhee Kim; PhD Candidate, Drexel U. Author: Lauren D'Innocenzo; Drexel U. Downward Envy and Employee Reactions Author: Haoying Xu; Stevens Institute of Technology Author: Sandy J. Wayne; U. of Illinois Chicago Author: Harshad Girish Puranik; U. of Illinois at Chicago Green All Over: Developing a Multi-Domain Measure of Workplace Envy Author: Manuel F. Gonzalez; Montclair State U. Author: I-Heng Wu; U. of South Alabama [ABSTRACT FROM AUTHOR]

The interpersonal and social aspects of modern work have made envy -- the painful emotion experienced at work when one lacks and desires one or more work others' superior qualities, achievements, or possessions -- a practical phenomenon to study in organizational science. With scholarly interest in envy on the rise, this symposium introduces fresh perspectives and further advances scholarly discussion regarding the nature of envy by showcasing four cutting-edge studies. In particular, these studies provide new insights regarding envy, its outcomes, and factors influencing these outcomes across different contexts (e.g., leadership, job search, different cultures), for different targets (the envier, the envied, and the organization), and using diverse methodological approaches (e.g., meta-analysis, experiencing sampling). Attendees will thus learn current directions in workplace envy research from researchers with expertise in the topic area. Following the presentations, Dr. Yochi Cohen-Charash will synthesize the papers in the symposium and lead an interactive discussion on the current state of envy research. As envy is commonly experienced as an undesirable emotion, our symposium seeks to offer a comprehensive understanding of workplace envy, its various outcomes (both the "good" and the "bad"), and strategies to manage envy in ways that can benefit employees and organizations alike, in line with the Academy of Management 2022 theme of "Creating a Better World Together". * The Dark Side of Envy: Implications of Job Search Envy on Health * Presenter: Jaewoo Kim; U. of Houston * Presenter: Leanne Atwater; U. of Houston * Presenter: Jamie Belinne; U. of Houston * Exploring Envy as a Mediator between LMX Quality and Work Outcomes * Presenter: Hakan Ozcelik; California State U. Sacramento * The Bright-and Dark-Side Effects of the Daily Perception of Being Envied by Coworkers * Presenter: Harshad Girish Puranik; U. of Illinois at Chicago * Presenter: Kathleen Keeler; Ohio State U. * Presenter: Haoying Xu; U. of Illinois at Chicago * Presenter: Siyi Tao; U. of Illinois at Chicago * Envy Beyond Borders: A Meta-Analysis of National Culture and Reactions to Envy * Presenter: Manuel F. Gonzalez; Seton Hall U. * Presenter: Yochi Cohen-Charash; Baruch College & The Graduate Center, CUNY * Presenter: Soohyun Lee; William Paterson U. * Presenter: Kim Story Johnson; -* Presenter: Paul E. Spector; U. of South Florida [ABSTRACT FROM AUTHOR]