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The trust literature is at a mature stage of development, which can largely be attributed to the presence of clear conceptual models (e.g., Mayer, Davis, & Schoorman, 1995) that have received strong empirical support (Colquitt, Scott, & LePine, 2007). Although a strong conceptual consensus brings many benefits, an unintentional side effect is that scholars can become hesitant to look outside that paradigm. In recent years, trust scholars have increasingly observed that current models are silent on many critical trust dynamics at work and in society more generally (Baer & Colquitt, 2018; Dirks & de Jong, 2022; van der Werff, Legood, Buckley, Weibel, & de Cremer, 2019). Given these trends, a clear understanding of the causes and consequences of trust is more important than ever – not solely for academics, but also for practitioners and society as a whole (Dirks & de Jong, 2022). This symposium will highlight research on individual differences in trustors that affect their perceptions of trustworthiness, the potential benefits of distrust, the mechanisms of trust velocity for new hires, and the effects of gender on trust and trustworthiness. The purpose of our symposium is to extend established trust theory with new perspectives that use a variety of methodologies, hopefully inspiring scholars to take trust research into new directions. Weighing the Evidence: How Individual Differences in Trustworthiness Salience Impact Trust Author: Michael Baer; Arizona State U. Author: Min Yu; Arizona State U. Author: Devin Ronald Flake; W. P. Carey School of Business, Arizona State U. Author: Rachel Burgess; W. P. Carey School of Business, Arizona State U. Navigating Distrust: Unveiling its Dual Impact on Employees Author: Joscelin Jaye Aiken; Texas Tech U. Author: Lauren Rachel Locklear; Texas Tech U. Seeing is Believing: The Effect of Executive Value Enactment on Newcomer P-O Fit Via Trust Velocity Author: Catherine Faherty; Dublin City U. Author: Lisa Van Der Werff; Dublin City U. Author: Nicholas Andriese; U. of Central Florida Author: C. Ashley Fulmer; Georgia State U. Author: Craig D. Crossley; U. of Central Florida Gender Differences in Sensitivity to Trustworthiness Cues Author: Hwee-hoon Tan; Lee Kong Chian School of Business, Singapore Management U. Author: David Schoorman; Purdue U. Author: Kinshuk Sharma; U. of North Texas [ABSTRACT FROM AUTHOR]

The interest in studying workplace conversations has grown, with increased scholarship focused on different types of work-specific conversations (e.g., gossip, incivility, small talk). Yet, family also comprises an important part of employees' identity, meaning that employees may choose to integrate family discussions into the work domain, or take proactive steps to share important work moments with their family. In the current symposium, four papers aim to probe into the intersection of the work-family interface and conversations in an effort to understand how employees' conversations with coworkers or family members end up not only affecting work and home relationships, but also performance across role domains. More specifically, the current papers highlight the role of venting about family at work; discussing parenting in the workplace as a means of intellectual stimulation; sharing about work with children to shape employees' and children's identities; and conversational challenges that working parents of teenagers face. The Maladaptive and Adaptive Effects of Receipt of Venting at Work Author: Allison S. Gabriel; Purdue U., West Lafayette Author: Joel Koopman; Texas A&M U. Author: Christopher C. Rosen; U. of Arkansas Author: Young Eun Lee; Florida State U. Author: Aqsa Dutli; Purdue U., West Lafayette Author: John Bush; U. of Central Florida The Enriching Benefits of Workplace Parenting Conversations for Parenting and Work Relationships Author: Yuxin Lin; - Author: Zhengguang Liu; Zhejiang U. Author: Allison S. Gabriel; Purdue U., West Lafayette Parents' Sharing of Work Experiences with their Children Shapes Parents' and Children's Identities Author: Elizabeth A. Adair; California State U., Monterey Bay Author: Theresa M. Glomb; U. of Minnesota Author: Patricia Caulfield Dahm; U. of Kansas Understanding Family-Supervisor Support of Working Mothers of Teenagers Author: Laura McAndrews Little; U. of Georgia Author: Kelly Schwind Wilson; Purdue U., West Lafayette Author: Rachel Burgess; W. P. Carey School of Business, Arizona State U. [ABSTRACT FROM AUTHOR]

Mining exposures on the Carlin trend reveal a structural history which involves multiple deformation events that have contributed to the localization of gold mineralization. Subsequent to the Devonian-Mississippian emplacement of allochthonous Upper Plate rocks along the Roberts Mountains thrust ("RMT": Phase 1 deformation), at least two contractional phases are apparent. These comprise (i) Phase 2 east-northeast to southeast vergent, inclined to recumbent folds that include the Post-Tuscarora anticline, and which are associated with shallow-dipping, west- to west-northwestdipping reverse faults, and (ii) Phase 3 upright, open, north- to northwest-trending folds and northwest-trending, moderate to steeply-dipping, reverse faults. Phase 2 probably includes multiple superposed, coaxial phases of thin-skinned east- to southeast- directed Paleozoic and Jurassic deformation. Phase 3 structures, which affect Jurassic intrusions, may have occurred during regional northeast-directed late Mesozoic or early Tertiary Laramide-style, and potential age, thick-skinned deformation. Contractional structures are overprinted by oblique-normal faults which include the southeast-dipping Chukar-Alunite fault zone at the Gold Quarry deposit, and the north-northwest-trending Post-Gen fault, which exploits the east limb of the Post- Tuscarora anticline. These are either host to, or are spatially associated with, gold mineralization. These faults lack facies and sedimentary thickness changes across them, are oblique to the Bootstrap platform shelf, and equally offset the RMT, stratigraphy and contractional structures, collectively suggesting that most of their displacement was accommodated during Tertiary oblique extension. Other faults, such as the Castle Reef, which separates contractional deformation domains, may have a pre-Mesozoic history. Gold mineralization occurs in structural culminations and intersections produced by convergence of folds, faults, and favorable, reactive lithologies. Mineralized dissolution and hydrothermal breccias frequently overprint fault rock along mineralized normal faults and locally reactivated reverse faults. Breccias incorporate fragments of, but are also cut by, Eocene dikes, consistent with their emplacement during Eocene extensional faulting. Shallow plunging mineralized zones occur at the intersection of the Post-Gen fault with the hinge and the truncated east limb of the Post-Tuscarora anticline, often where lenses of reactive lithologies occur between fault strands, or where Phase 3 reverse faults intersect the hinge areas beneath the RMT. In the Genesis, Carlin and Pete-Bajo deposits, mineralization exploits Phase 2 reverse faults, particularly where internal thrust duplex panels are developed or at lithologic intersections, and broadens in fold hinge zones or junctions with normal faults. At Gold Quarry, gold mineralization occurs in breccias along the extensional Chukar-Alunite fault and its synthetic hanging wall splays, also extending laterally along folded horizons and thrust faults in broad, disseminated mineralized zones. Ore at Betze-Post is most extensive where the shallow-dipping Dillon Deformation Zone is developed at the rheological contrast with the underlying Goldstrike stock, and where extensional and Phase 3 reverse faults intersect bioclastic carbonate horizons in the lower Popovich Formation and within Jurassic dikes. Field relationships suggest that the structural windows which host the Carlin trend are structurally complex, and formed through the superposed effects of multiple contractional events that include at least two post-Antler episodes, followed by Eocene extension. Notably, northwest-trending Phase 3 contractional structures correspond closely with the geometry of the trend, and were likely focused by the influence of underlying structurally reworked basement architecture and the positions of probable Jurassic intra-contractional and earlier extensional faults. Potential direct influence of older, Precambrian rift-related basement faults on the structural windows may be limited by the intensity of contractional strain, which may have detached older faults from their original deeper roots, and at mid-crustal levels transposed them into fold nappes and low-angle fabrics, The windows have been accentuated by superimposed Eocene oblique extensional faulting which exploits pre-Tertiary structures, but also formed new fault networks, along these corridors that lack evidence of a pre-Tertiary history. Dips of major controlling structures of different generations away from the core of the Carlin trend form an upward converging permeable network beneath the capping RMT that trapped fluid flow channeled from steeper feeder faults. The study emphasizes the potential diversity of structural controls on ore deposition along the Carlin trend, which varies with the local geometry of superposed contractional and extensional structures and their interaction with receptive lithologies. [ABSTRACT FROM AUTHOR]

Over the last decade, research on positive psychology has skyrocketed. One area in particular that has gained attraction is compassion. In short, compassion is the desire to alleviate suffering, a common yet detrimental aspect to an individual's personal and professional life. Suffering can take on a variety of forms -- from feeling undervalued by your supervisor and organization to grieving the death of a family member. This experience can happen inside the walls of the workplace or spillover from an individual's personal life. Regardless of where, when, and how an individual suffers, an increasingly important question that is asked is "should businesses care?" (Worline & Dutton, 2017). Many would argue yes, as compassion helps from both a strategic level -- increasing an organization's overall bottom line (Worline & Dutton, 2017) -- and an individual level -- protecting an employee from negative experiences (Reizer, 2019; Schabram & Heng, 2021) and improving their overall well-being (Zessin, Dickhauser, & Garbade, 2015). Despite that the topic is both "timely and timeless," it is surprising that there is a lack of attention given to compassion in the workforce. A recent review illustrates that the healthcare industry dominates the majority of research on compassion (Dodson & Heng, 2021). While research in that setting may be important, it is also useful to explore compassion from a business lens. For instance, encouraging compassion in the workplace may appear beneficial, but research on helping professions demonstrates that it can lead to compassion fatigue (Boyatzis, Smith, & Blaize, 2006; Figley, 2002). Thus, an important question to consider is what does compassion mean in the workplace? Does it result in positive organizational outcomes, but come at cost to the individual? Further, the literature on compassion has shown to be empirically messy or inconsistent (Dodson & Heng, 2021). The literature has teased out two components of compassion: self-compassion (kind acts toward the self; Neff, 2003) and other-compassion (kind acts toward others; Lazarus, 1991). The former has been studied as a state (Leary, Tate, Adams, Allen, & Hancock, 2007), trait (Anjum Liang, Durrani, & Parvez, 2020), and process (Schabram & Heng, 2021), while the latter has been conceptualized as a process (Dutton, Workman, & Hardin, 2014). Taken together, these shortcomings pave the way for future research to investigate the implications of compassion in the organizational context and conceptualizations and comparisons of the constructs. This symposium seeks to investigate the role that self-and/or other-compassion play in addressing employee suffering -- a common yet understudied area. Our symposium includes five papers that collectively make three important contributions. First, we contribute to the compassion literature by expanding scholars' knowledge to both the antecedents and consequences of compassion, which shows that compassion can be harnessed in organizations and can benefit the individual employee as well as surrounding employees or a diverse workgroup. Second, we explore various conceptualizations of compassion, which paints a clearer picture on how compassion can be utilized and studied in the workplace. Third, we consider the role that compassion may have for the self and other employees, highlighting both the potential upsides and downsides from an organizational perspective. We hope this symposium will encourage future research and stimulate further discussion around the importance of studying and practicing compassion at work. * Clearance to Care: The Impact of Sufferer Self-Compassion on Observer Compassion * Presenter: Yu Tse Heng; U. of Virginia * Presenter: Charmi Patel; Henley Business School, U. of Reading * The Effects of Forgone Identity Preference and Existential Meaning Beliefs on Compassion * Presenter: Rachel Burgess; W. P. Carey School of Business, Arizona State U. * When to Care: Self-and Other-Compassion on Citizenship Behavior * Presenter: Sara Krivacek; Clemson U. * Presenter: Thomas Joseph Zagenczyk; North Carolina State U. * Presenter: Kristin L. Scott; College of Business, Clemson U. * Presenter: Yannick Griep; Radboud U., Netherlands * Exploring the Possible Benefits of Self-Compassion for Interracial Interactions * Presenter: Jean-Marc Moke; York U. * Presenter: Natalya Alonso; Haskayne School of Business, U. of Calgary * Presenter: Brent John Lyons; Schulich School of Business, York U. * The Straining Effect of Leader Identity Threat and the Exacerbating Role of Overidentification * Presenter: Jordan Nielsen; Purdue U. * Presenter: Thomas Ptashnik; U. of Iowa * Presenter: Amy E. Colbert; U. of Iowa [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]