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Over the past decades, scholars in management studies have continuously engaged in vibrant discussions around the topic of creativity - the production of novel and useful ideas at work (Amabile, 1983). In particular, researchers have tried to understand and delve deep into an important factor that influences creativity and creative workers: diversity. However, although diversity can positively impact creativity and creative work (i.e., Chua, 2018; Godart, Maddux, Shipilov, & Galinsky, 2015; Hoever, Van Knippenberg, van Ginkel, Barkema, 2012; Tadmor, Galinsky, & Maddux, 2012), organizational scholars have also found that these constructs can negatively influence each other (i.e., Hora, Baudra, Lemoine, & Grijalva, 2022; Lu, 2023; Proudfoot, Kay, & Koval, 2015; Proudfoot, Berry, Chang, & Kay, 2023). The purpose of this presenter symposium is to contribute to our ambiguous understanding of the link between diversity, creativity, and creative work and provide novel insights on how some important kinds of diversity (i.e., cultural, and gender) might shape creativity and the experiences of creative workers. Artists Become More Successful Through Multicultural Exploration and Exploitation in the Global Art Author: Khwan Kim; INSEAD Author: Frederic Clement Godart; INSEAD Author: William Maddux; U. of North Carolina, Chapel Hill Culture and Creativity Assessment Author: Wyatt Lee; Cornell U. Orchestrating Careers Author: Chesta Ahuja; UCL School of Management Author: Clarissa Cortland; UCL School of Management Where Is My Seat? Fighting for Belonging in Creative Work Author: Martina Pizzinato; UCL School of Management [ABSTRACT FROM AUTHOR]

When one thinks of a network tie, a certain prototypical image comes to mind: a relationship where interaction is fairly frequent, active, positive, and largely routine. Most social network research examines such ties. Yet the literature has increasingly identified certain types of ties that do not necessarily fit this standard mold, such as dormant ties or negative ties, which may actually have an outsized influence beyond their numbers. Sometimes these overlooked ties are neglected and/or taken for granted but are actually much more common than can be explained by existing network theories or studies. Sometimes they are rare but provide insights into helping us to understand organizational relationships more generally. And sometimes they are special in terms of providing instrumental value or enhancing well-being beyond what is typical for most ties. This symposium is designed to bring to light these new and interesting types of relationships, with an eye towards integrating them conceptually into the field's broader understanding of how social networks operate in practice. The Tie Over Time: Meaning, Memory, and Temporal Form Author: Jason Rekus Ross; U. of Kentucky Author: Ajay Mehra; U. of Kentucky Author: Daniel Z. Levin; Rutgers U. Author: Jorge Walter; George Washington U. Author: Stephen P. Borgatti; U. of Kentucky A Blessing in Disguise? Power, Imagined Ties, and Downstream Consequences Author: Velvetina Siu Ching Lim; UCL School of Management Author: Blaine Landis; U. College London Author: Clarissa Cortland; UCL School of Management Author: Robert Wilhelm Krause; Gatton College of Business and Economics, U. of Kentucky Maintaining Ties in Creative Work: The Separation Practices of Chef Protßgßs From Their Mentors Author: Daphne Ann Demetry; McGill U. Author: Rachel Doern; U. of London, Goldsmiths College What's So Hard About Staying in Touch? Unpacking Tie Maintenance Author: Ye Jin Park; NYU Stern Author: Ko Kuwabara; INSEAD [ABSTRACT FROM AUTHOR]

Social rank is a fundamental element of interpersonal interaction at work. It can come in different forms, including disparities in power, status, and leadership. Our symposium aims to bring new perspectives to the study of how social ranks are formed, portrayed, and reacted to at work. The four talks address important questions, including how people's gender influences the personal traits that help them attain social rank, how people with different social identities describe their paths to leadership success, how people's beliefs about the moral effects of having high social rank influence their preferences for organizational policies, and how people's status characteristics influence their reactions to supervisor feedback. These talks provide more nuanced views about social rank dynamics and open fruitful directions for research on social rank at work. Evidence for an Inverted-U Shaped Relationship Between Ambition and Leadership Emergence for Women Author: Anyi Ma; Tulane U. Social Identity and Motivated Attributions for Leadership Success Author: Clarissa Cortland; UCL School of Management Author: Chia-Jung Tsay; U. of Wisconsin-Madison Power Corrupts or Power Reveals: Lay Beliefs about the Power-Morality Link and Their Consequences Author: Shuang Wu; Rady School of Management, U. of California San Diego Author: Pamela K. Smith; U. of California, San Diego Tough Love or Abuse: The Moderation of Social Status on the Effects of Critical Feedback Author: Jo K. Oh; U. of Connecticut Author: Nicholas Hays; Michigan State U. Author: Hun Whee Lee; The Ohio State U. Fisher College of Business [ABSTRACT FROM AUTHOR]

Despite the current and past health and financial crises and the slower global trading system (World Trade, 2021), the number of migrant workers and employees with multicultural backgrounds has continued to increase over the past years (International Labour Organization, 2021). Organizational scholars have not been absent from discussing such a phenomenon, investigating different facets of migration and multiculturalism in organizations. One substantial stream of research has focused on the training and selection of expatriates (e.g., Newman, Bhatt, & Gutteridge, 1978) and their adjustment in foreign organizations (e.g., Caligiuri, Hyland, Joshi, & Bross, 1998; Kraimer, Wayne, & Jaworski, 2001; Mendenhall & Oddou, 1985), providing important insights for those businesses expanding and relocating their workforce abroad. More recently, a related line of research has also paid close attention to those individuals initiating their own migration, that is self-initiated expatriates (Harrison, Shaffer, & Bhaskar-Shrinivas, 2004; Tharenou & Caulfield, 2017). Finally, another stream of organizational research has recently started to analyze the interactions of individuals with elements and/or members of divergent cultures, commonly referred to as multicultural experiences (Maddux, Lu, Affinito, & Galinsky, 2021). Researchers investigating such a phenomenon have especially focused on understanding the positive outcomes of multicultural experiences, including higher creativity (Maddux & Galinsky, 2009) and communication competence (Lu, Swaab, & Galinsky, 2021). However, despite these insightful conversations on migration and multiculturalism, scholars have pointed out both a lack of management research addressing the experiences of migrant employees (Harrison, Harrison, & Shaffer, 2019) and a focus only on a particular set of positive outcomes (Maddux et al., 2021). Moreover, these different research streams have rarely spoken to each other, mostly treating migration and multiculturalism as two separate fields. Nonetheless, considering how globalized businesses are, both migrant workers and employees with multicultural experiences represent an important and connected form of diversity in organizations that scholars need to investigate by addressing its complexity and fluidity (Nkomo, Bell, Roberts, Joshi & Thatcher, 2019). Thus, it is fundamental to understand how both migrant workers and multicultural employees can foster diversity in organizations and what are the challenges and opportunities at work for such individuals. Furthermore, it is also essential to grasp how organizations can benefit from their employees' unique diversity and multiplicity of cultures. This symposium includes five papers that introduce new perspectives on migration and multiculturalism in organizations. In particular, by putting workers front and center, it presents understudied and novel challenges and opportunities that migrants and multicultural employees go through in the workplace, both at the individual and group level of analysis. Presenting and understanding how these globalization-related challenges and opportunities (e.g., multiple functions of language, status disagreement, identity formation, stigma) impact workers is essential to better understand migration and multiculturalism in organizations and move forward our discussions on different forms of diversity in organizations. Perceiving Status through Different Cultural Lense Author: Sujin Jang; INSEAD Author: Catarina Fernandes; Emory U., Goizueta Business School Author: Kelly Nault; IE Business School The Effects of Language Boundaries on Teamwork Contribution and Performance in Multilingual Teams Author: Youjeong Song; U. of Minnesota Carlson School of Management Author: Mary E Zellmer-Bruhn; U. of Minnesota Author: Vas Taras; U. of North Carolina, Greensboro Becoming German: How the Workplace Affects the Host Country Identification of Migrant Trainees Author: Anna Apostolidou; U. of Konstanz Author: Florian Kunze; U. of Konstanz Paying the Price of Migration: Toward a Theory of Women's Identity, Status, and Stigma at Work Author: Martina Pizzinato; UCL School of Management Author: Clarissa Cortland; UCL School of Management Author: Colin Muneo Fisher; UCL School of Management Author: Sarah Harvey; UCL School of Management Immigrant CEOs, Risk, and Compensation Author: Arun Datta; - Author: David A. Harrison; U. of Texas at Austin [ABSTRACT FROM AUTHOR]

Despite decades of scholarship, major investments, policy changes, and the tireless efforts of practitioners, achieving greater gender diversity is still on the to-do list of many organizations. Although the causes of gender inequality have been understood for some time (e.g., gender stereotypes and prejudice, masculine work norms; Eagly & Karau, 2002; Ibarra, Ely, & Kolb, 2013; Kanter, 1977), many current practices used by organizations (e.g., bias trainings, grievance procedures) have proven insufficient to produce meaningful change. As a result, women are still excluded from many professions and high-status roles within them. This symposium offers four new perspectives on improving gender diversity, introducing new theory and challenging our assumptions about: (1) how wise interventions can offset gender disparities; (2) the consequences of experiencing chronic concerns about confirming negative gender stereotypes on women's collective action efforts; (3) which formal mentorship programs are most effective at increasing diversity; and (4) the role of chauvinistic supervisors in perpetuating sexist thinking. Together these talks provide managers with new tools to address gender inequality and encourage them to more wisely use the ones they already have. Wise Interventions as a Starting Point for Bringing About Gender Equity in the MBA Classroom. Presenter: Jennifer Kim; U. de los Andes, Colombia. Presenter: Joel Brockner; Columbia U. Presenter: Caryn J. Block; Teachers College, Columbia U. Stereotype Threat's Silver Lining: Predicting Women's Support for Gender Balance. Presenter: Clarissa Cortland; UCL School of Management. Presenter: Zoe Kinias; INSEAD. Mentoring Programs that Work. Presenter: Alexandra Kalev; Tel Aviv U. Presenter: Gal Deutsch; Tel Aviv U. Presenter: Frank Dobbin; Harvard U. Presenter: Kwan Woo Kim; Harvard U. Prototype Alignment: A Method for Reducing the Influence of Chauvinistic Leaders. Presenter: Felix Danbold; UCL School of Management. Presenter: Corinne Bendersky; U. of California, Los Angeles. [ABSTRACT FROM AUTHOR]

Now officially at the dawn of the 2020s, building gender-balanced and inclusive organizations should be the goal of national and global industry leaders, and indeed many top leaders articulate commitment to this goal. This symposium aims to identify different types of individual and contextual factors that increase motivation for gender equity in organizations. Covering both individual and organizational approaches for supporting gender equity, this symposium provides novel research insights on the following topics: (1) what inhibits men's allyship toward women in male-dominated fields; (2) how men's and women's leadership self-identity can influence support for gender balance; (3) how the availability of social support resources in organizations can increase employees' commitment to gender balance; and (4) how bureaucratic policies are more effective than female managers in reducing workplace inequality. Finally, recommendations on how to address outdated ways of thinking about gender equity in organizations as well as potential solutions to creating and maintaining gender-balanced organizations will be discussed. [ABSTRACT FROM AUTHOR]

This symposium explores structural and cultural barriers to women's success in academic careers in business schools and how these challenges impact women's careers as well as issues of diversity and inclusion within business schools. Research has focused on demonstrating the existence of gender bias on a variety of job functions; however we know less about how gender bias in the academic work environment is perceived and coped with by those experiencing it. Further, across these research streams, business schools remain understudied. The focus of this symposium is on uncovering the problems women business faculty face and understanding the implications of these issues on women's lived experiences. The symposium participants address two central questions: 1) When do women experience more difficult paths due to bias in research, teaching, and service, and 2) What are the implications of this bias on our colleagues? Together, the introductory remarks, empirical papers, discussion and the question and answer session are designed to foster dialogue between research that shares common questions but is grounded in diverse theoretical perspectives and empirical phenomena. Do Paper Reviews Have Gender? Gender Differences in Academic Peer Reviewing Presenter: Michael A. Bikard; INSEAD Nothing to Gain and Everything to Lose: The Risks of Co-Authorship for Female Academics Presenter: Agnes Andor; Bocconi U. Gender Differences in Efficiency of Teaching Loads at Business Schools: A Case Study Presenter: Clarissa Cortland; INSEAD Presenter: Zoe Kinias; INSEAD Presenter: Lucie Tepla; INSEAD Gender Impacts on the Experience of Organizational Justice and Respect for Business School Faculty Presenter: Maria Teresa Farkas; Imperial College Business School Presenter: Sara B. Soderstrom; U. of Michigan [ABSTRACT FROM AUTHOR]

Although a growing number of women are entering leadership positions, they are still exposed to stereotype threat (i.e., 'being at risk of confirming, as self'characteristics, a negative stereotype about one's group' (Steele & Aronson, 1995, p.797)), gender bias, and an underestimation of women's leadership potential, both of which impede their leader emergence and create male-dominated leadership teams in organizations (Eagly & Karau, 2002; Hoyt & Murphy, 2016). In addition to existing studies regarding gender'based discrimination and bias in formal employment decisions and interpersonal outcomes, there is a growing call for an advanced understanding of what gender discrimination and bias is experienced by women leaders under different conditions as well as how organizations can mitigate the threats to women's positioning in leadership roles (Colella, Hebl, & King, 2017). To address this call, the presentations in this symposium contribute to the literature on women's leader emergence in two main ways. First, two studies investigate when and how women's leadership behaviors are undermined by stereotype threat in comparison to men and compared to other women such as women of color. Second, the other two studies investigate which organizational interventions reduce stereotype threat by comparing the efficacy of different practices and policies while considering dynamics among professional women. Finally, this symposium contributes to AOM's 2019 theme, 'Understanding the Inclusive Organization' by introducing paths for organizations to include women as valued, high'performing leaders in inclusive organizations. Gender, Dominant Personality, and Perceptions of Leadership: The Role of Normality Evaluations Presenter: Ning Hsu; U. of Illinois at Urbana-Champaign INTERSECTIONAL PENALTIES FOR WOMEN LEADERS: CONSIDERING RACE IN BACKLASH EFFECTS Presenter: Elizabeth Johnson; Harvard Business School Women's Responses to Gender-Aware and Gender-Blind Organizational Approaches:The Importance of Caree Presenter: Ashley E. Martin; Stanford Graduate School of Business Ameliorating Stereotype Threat to Increase Women's Work Satisfaction: The Importance of Role Models Presenter: Clarissa Cortland; INSEAD [ABSTRACT FROM AUTHOR]

Women's representation in powerful, high-income positions such as in Top Leadership and in Science, Technology, Engineering and Mathematics (STEM) still dramatically lags behind men's. Ameliorating this underrepresentation and imbalance is important in order to increase the global talent pool and improve sustainability (UN Sustainability Goal #5: to achieve gender equality and empower all women and girls). In this symposium, four empirical talks will summarize recent research and developing insights on solutions to gender inequality. Following these talks, a preeminent scholar of psychology and of management and organizations will serve as discussant to integrate these new insights on solutions into established ways of thinking about women's professional challenges. Although the causes of gender inequality in leadership and STEM fields (e.g., gender stereotypes and prejudice, masculine work environments) have been understood for some time, far less is known about how to mitigate these deleterious effects. Addressing this relative gap in the literature, this symposium introduces (1) something women can do to empower themselves, (2) something organizations can do to increase women's interest in leadership positions, (3) something men can do to help women succeed, and (4) how both women and men are motivated to be change agents for achieving gender balance. Social Network Centrality Empowers Women to Confront Sexism Presenter: Aneeta Rattan; London Business School Presenter: Raina A. Brands; London Business School Managing Gender Balance: How Policy Interventions May Increase Womens Striving for Leadership Presenter: Christa Nater; U. of Bern Presenter: Sabine Sczesny; U. of Bern Interpersonal and Institutional Signals of Identity Threat in the Workplace Presenter: William Hall; U. of Toronto Presenter: Toni Schmader; U. of British Columbia Presenter: Audrey Aday; U. of British Columbia Presenter: Michelle Inness; U. of Alberta Presenter: Elizabeth Croft; U. of British Columbia Predicting Gender Balance Motivations and Actions among Global Leaders Presenter: Clarissa Cortland; INSEAD Presenter: Zoe Kinias; INSEAD. [ABSTRACT FROM AUTHOR]