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Workplace mistreatment is a pervasive and costly phenomenon within organizations. It is an umbrella term that includes a variety of interpersonal harmful behaviors, such as abusive supervision, workplace incivility, and workplace ostracism. Research indicates that, on average, 34% of employees have experienced mistreatment, with 44% having observed it. The estimated annual cost of workplace mistreatment to organizations ranges from $691.70 billion to $1.97 trillion. Given its prevalence and detrimental impact, previous research has extensively examined the antecedents and outcomes of workplace mistreatment from the perspectives of targets, perpetrators, and observers. Despite significant progress in prior studies, the existing literature still grapples with mixed findings and knowledge gaps, leaving many essential questions unanswered. For instance, there remains uncertainty about how supervisors react to covert mistreatment behaviors from their employees, why supervisors may mistreat employees who render favors to them, how being authentic can make one rude toward others, and why observers may respond negatively to those who are mistreated. This symposium aims to address these questions by bringing together four papers. These papers utilize diverse methods, from experience sampling methods to multi-wave surveys to scenario experiments, exploring workplace mistreatment at various levels and over different time spans. Additionally, they draw on novel theoretical perspectives, providing fresh insights into workplace mistreatment from the viewpoints of targets, perpetrators, and observers. Isolated at the Top: Examining Supervisor Mixed Responses to Upward Ostracism Author: Rui Zhong; Penn State Smeal College of Business Author: Lance Ferris; Telfer School of Management, U. of Ottawa Subordinates' Favor-Rendering Behavior toward the Supervisor Leads to Abusive Supervision Author: Jie Li; Wilfrid Laurier U. Author: Huiwen Lian; Texas A&M U. Author: Daniel J Brass; U. of Kentucky Author: Flora Chiang; China Europe International Business School (CEIBS) Author: Thomas A. Birtch; U. of Exeter When and Why Authenticity Leads to Workplace Incivility Author: Nicholas Andriese; U. of Central Florida Author: Dana Joseph; U. of Central Florida Author: Shannon G. Taylor; U. of Central Florida How Are Targets of Workplace Mistreatment Stigmatized? Author: Zhanna Lyubykh; Beedie School of Business Simon Fraser U. Author: Jennifer E Jennings; U. of Alberta [ABSTRACT FROM AUTHOR]

The management literature is rich with theoretical and empirical insights into the processes and outcomes associated with interpersonal relationships at work. Whereas some workplace relationships and relational experiences have received a great deal of scholarly attention, others have been cast to the shadows. In this presenter symposium, we offer five papers uncovering the processes and consequences associated with taboo, counter-normative, and marginalized relational experiences in the workplace. Specifically, our symposium shines a spotlight on oft-overlooked relationships and relational experiences, including unrequited love in the workplace, workplace romances, relational experiences of Black women executives, and luck's existence in employees' relationships and careers. The theoretical and empirical papers included in this symposium offer novel contributions to the workplace relationships literature and its intersections with identity, careers, and gender and diversity, generating fruitful avenues for future research. * A model of unrequited love in the workplace * Presenter: Nikhil Awasty; Michigan State U. * Presenter: Rebecca Mitchell; U. of Colorado Boulder * Presenter: Lance Ferris; Michigan State U. * Who I am through you: A self categorization model of dynamic romantic commitment at work * Presenter: Keith Norman Leavitt; Oregon State U. * Presenter: Trevor Watkins; U. of Oklahoma * Risky or risqué?: The role of stigmatized identity in workplace romance formation * Presenter: Emily Dunham Heaphy; U. of Massachusetts, Amherst * Presenter: Emily Poulton; U. of Georgia * Peer and CEO perceptions about their expectations for and challenges of senior black women * Presenter: Marla Baskerville Watkins; Northeastern U. * Presenter: Jamie Jocelyn Ladge; Northeastern U. * Presenter: Alexis Nicole Smith; Oklahoma State U. * Presenter: Pamela Carlton; Springboard -- Partners in Cross Cultural Leadership * Toward a theory of luck and inequality in careers * Presenter: Erin Marie Reid; McMaster U. * Presenter: Lakshmi Ramarajan; Harvard U. [ABSTRACT FROM AUTHOR]

Since Tepper's (2000) work, abusive supervision has emerged as a solid research area. The first decade of research was devoted to the understanding of prevalence and perniciousness of abusive supervision. Demonstrating that scholarly interest in this construct has never been higher, the second decade of abusive supervision research was characterized with a series of qualitative and quantitative reviews focusing on clarifying the boundaries of abusive supervision (e.g., Mackey, Frieder, Brees, & Martinko, 2017; Martinko, Harvey, Brees, & Mackey, 2013; Schyns & Schilling 2013; Tepper, Simon, & Park, 2017; Zhang, Liu, Xu, Yang, & Bednall, 2019). A notable advance in the literature is the emergence of theoretical works in the Academy of Management Review, extending the boundary of abusive supervision by building new theory (Chan & McAllister, 2014; Oh & Farh, 2017; Vogel & Bolino, in press). Each of the papers provides a new avenue to the third decade of abusive supervision by emphasizing two major perspectives: a deeper consideration of time- based processes and an emphasis on emotion-based processes. Both foci have been the subject of discussion among abusive supervision scholars to date, yet the relative newness of these trends leaves many questions to be answered. The papers in this symposium take on this challenge. Two focus on the issue of time in different ways (e.g., inconsistency, temporal focus), and all four take up the issue of how emotions work in the abusive supervision episode. Overall, this symposium seeks to continue this ongoing conversation inspired by this new theory and provide answers to outstanding questions, while also setting a research agenda for the future. [ABSTRACT FROM AUTHOR]

Despite widespread agreement that self-enhancement is rampant amongst individuals in organizations, there exists an enduring debate about whether self-enhancement is functional or dysfunctional for both the individuals in question as well as the organizations in which they are members. To shed light on this debate, we bring together top scholars to discuss their research on the origins and consequences to self-enhancement. Our multidisciplinary group of panelists, drawn from researchers in organizational behavior, psychology and organizational theory ' three disciplines that seldom engage in dialogue on this topic ' will discuss their research, which highlights the origins of self-enhancement (including why individuals self-enhance, when it is triggered, and when it cedes the way to other motives) and its implications at both the individual level (including implications for career success, leadership attainment, and power and influence) and organizational level (including implications for corporate strategy and organizational change). We will also discuss the constraints to mainstream theories on self-enhancement by examining whether the effects of self-enhancement are shared universally by all, or whether demographics such as gender and race affect its downstream consequences. By bringing together scholars who study self-enhancement at different levels of analysis, and who attend to diverse manifestations of self-enhancement, including overconfidence and narcissism, we hope to contribute new insights into this broad and often misunderstood construct. Following brief presentations by the panelists, a moderated discussion among the panelists will further explore these ideas and address audience-generated questions. [ABSTRACT FROM AUTHOR]

Workplace ostracism and workplace incivility have generally developed into separate literatures, despite both being low-intensity negative behaviors at work with ambiguous intent to harm and sharing similar nomological networks. This raises the question of whether workplace ostracism and workplace incivility should be considered the same construct ' paralleling the larger discussion in the workplace mistreatment literature about how to distinguish workplace mistreatment constructs from each other. We suggest that one area where differences will manifest is in observer reactions towards the targets and perpetrators of workplace ostracism and workplace incivility. Integrating stigmatization, empathy, and deontic justice perspectives, we propose that observers will react more negatively to the targets (and more positively to the perpetrators) of workplace ostracism compared to the targets (and the perpetrators) of workplace incivility. A lab study supported our predictions, with more negative reactions toward the targets of workplace ostracism being conveyed through less empathic concern and perceived fairness of the treatment, and more positive reactions toward the perpetrators of workplace ostracism being conveyed through fairness perception. Theoretical and empirical implications of our findings were discussed. [ABSTRACT FROM AUTHOR]

Women's inclusion in the workplace has continued to improve since the gender 'revolution' of the 1960s, yet women are far from reaching parity with men and improvements have not been equal for all groups of women. Contemporary gender discrimination is complex and often manifests as conditional bias such that gender interacts with other phenomena (e.g., attributes, conditions, etc.) that result in unequal effects for men and women, or for women of different racial or ethnic groups. The five papers in this symposium highlight the complexity inherent in women's experiences at work by examining how different work conditions interact to affect women's inclusion and equity in the workplace. Each paper highlights a distinct and important combination of simultaneously occurring factors or conditions that do not have the same effect when examined alone. Such combinations range from the intersectionality of gender with race or religion, to the specific co-occurrence of behavior (i.e., crying and apologizing) and context (i.e., after making a mistake) that affect men and women differently. This symposium addresses the subtle nuances of gendered experiences faced by today's workers, which may help managers and organizations create more inclusive work environments for men and women. Boys Don't Cry Crocodile Tears: The Asymmetric Effects of Crying on Desire to Punish Men and Women Presenter: Natalya Alonso; U. of British Columbia Presenter: Nathan Dhaliwal; U. of British Columbia Presenter: Ela Bandari; U. of British Columbia Presenter: Jennifer L. Berdahl; U. of British Columbia How Women Rationalize Themselves Out of Leadership Roles: Unintended Consequences of Job Crafting Presenter: Jasmien Khattab; U. of Virginia Darden School of Business Presenter: Morela Hernandez; U. of Virginia Darden School of Business Missed, Dissed, or Dismissed? Why Incivility towards Women Goes (Un)noticed Presenter: Jamie Lee Gloor; U. of Zurich Presenter: Tyler Gene Okimoto; U. of Queensland Presenter: Xinxin Li; Antai College of Economics and Management, Shanghai Jiao Tong U. More Than Just a Headscarf: How Organizations May Be Excluding Muslim Women Presenter: Shannon Cheng; Rice U. Diversity Policies Supporting Racial Minority Women: Not So Supported Presenter: Ivona Hideg; Wilfrid Laurier U. Presenter: Lance Ferris; Michigan State U. Presenter: Christy Zhou Koval; Eli Broad School of Business, Michigan State U. [ABSTRACT FROM AUTHOR]

Drawing on the literatures on workplace helping, types of help, and benevolent sexism, we argue that women who receive autonomy-oriented help, i.e., help which involves providing the recipient with the tools to solve a problem independently in the future, incur negative workplace evaluations from benevolently sexist evaluators. In particular, we argue autonomy-oriented help threatens traditional gender roles by providing women with the ability to independently solve similar problems in the future. Using an experimental study where participants evaluated a female applicant for promotion to an executive-level position, we found women who received autonomy-oriented help (vs. dependency-oriented help, which involves solving the recipient's problem in a manner which keeps the recipient dependent on the provider for further help) were perceived as less competent and received lower hireability and reward recommendations from evaluators high (vs. low) in benevolent sexism. Further, perceived competence mediated the moderating effect of benevolent sexism on the relation between autonomy-oriented help (vs. the control condition) and hireability and reward recommendations. Our results suggest being helped is not necessarily helpful and, in conjunction with benevolent sexist attitudes, may contribute to workplace gender inequality. Contributions to theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Over the last decade, the concept of workplace ostracism has moved from nascent to mature, with an ever-increasing amount of knowledge accumulating regarding its antecedents, consequences, mediators, and moderators. As workplace ostracism has now become an established construct, the question becomes: what's next? This symposium aims to answer this question, highlighting new directions and questions in ostracism research. In particular, it focuses on research with the potential to lead to new insights, new research questions, and new research areas within the field of workplace ostracism. The papers in this symposium realize this potential via their use of new analytical techniques (e.g., examining dyadic and team-level ostracism), introduction of new constructs (e.g., examining motives for ostracism), or pushing for new directions in the literature (e.g., reconceptualizing who causes ostracism, or arguing for more comparative research between ostracism and other forms of mistreatment). We believe the proposed symposium will stimulate discussion on what's next in the workplace ostracism literature, and contribute to the AOM conference as a whole. Biting the Hand that Feeds You: Employees Reactions to Gossiping About Supervisors Presenter: Julena Bonner; Utah State U. Presenter: Rebecca Lee Greenbaum; Rutgers U., New Brunswick Presenter: Marcus Butts; Southern Methodist U. Envious and Envied: An Identity Perspective on Predictors of Workplace Ostracism Presenter: Kristin L. Scott; Clemson U. Presenter: Thomas Joseph Zagenczyk; Clemson U. Presenter: E. Erin Powell; Clemson U. Using Power Distance to Differentiate Forms of Workplace Mistreatment Presenter: Meng Chen; Pennsylvania State U. Presenter: Hun Whee Lee; Michigan State U. Presenter: Lance Ferris; Michigan State U. Observers of Leader Ostracism In a Workgroup: Why do Observers Join In? Presenter: Lynn Shore; Colorado State U. Presenter: Chris A. Henle; Colorado State U. Presenter: Samantha A. Conroy; Colorado State U. Presenter: Kemol Anderson; Colorado State U. The Prevalence of Ostracism, Hostility, and Harming Others Presenter: Hanhua Xu; Hong Kong Baptist U. Presenter: Xu Huang; Hong Kong Baptist U. Presenter: Bonnie Cheng; Hong Kong Polytechnic U. [ABSTRACT FROM AUTHOR]

Counterproductive work behavior, or CWB, is an increasingly pervasive issue facing organizations. There has been much knowledge accumulated about its effect on organizations and employees, though further advancements in our theoretical and empirical approaches can help us better understand the consequences, processes, and boundary conditions of the various forms and sources of CWB. This symposium serves as a discussion board for researchers providing unique theoretical advancements, and key empirical findings, to advance the CWB literature. Specifically, the current symposium contributes to our understanding of CWB research by: (1) exploring the dynamic nature of CWB as well as CWB within the team context; (2) differentiating forms of CWB (i.e., abusive supervision, mistreatment, unethical behavior); (3) examining sources of CWB (i.e., experienced, enacted, and observed); (4) identifying various reactions to, and outcomes of, CWB for victims, perpetrators, and work teams; (5) highlighting emotional, psychological, and physiological mechanisms linking CWB antecedents to outcomes; and (6) exploring the boundary conditions that impact relationships between CWBs and both mediator and outcome variables. Included in this symposium are papers that draw on a variety of theoretical perspectives and employ rigorous methodologies (i.e., longitudinal dynamic design, multilevel, experimental, time-lagged design, multi-source) for hypothesis testing. In addition, the contributors to this symposium are diverse, coming from different institutions across various countries (Canada, China, Sweden, UK, and USA). The proposed symposium will contribute to the 2018 Academy of Management Conference, as it utilizes novel perspectives to further develop CWB theory, considers theoretical implications for understanding organizational behaviors, and will serve to stimulate thought-provoking discussion among management researchers. A Dynamic Multi-Level Model of Trajectory and Dispersion in Abusive Supervision Presenter: Lingtao Yu; U. of British Columbia Making Sense of Observer Reactions to Witnessed Mistreatment at Work Presenter: Tara Reich; London School of Economics Presenter: Sandy Hershcovis; U. of Calgary Presenter: Yannick Griep; U. of Calgary Presenter: Chris Stride; U. of Sheffield Whose Norms Promote Unethical Behavior? The Role of Ethical Leadership Presenter: Jingjing Ma; Michigan State U. Presenter: John Schaubroeck; Michigan State U. Presenter: Chunyan Peng; U. of Western Ontario Presenter: Yuhui Li; Renmin U. of China Presenter: Wei Zeng; School of Business Administration, Hunan U. Mea Culpa?: Do Abusive Supervisors Experience Moral Emotions That Impact Their Job Performance Presenter: Manuela Priesemuth; Villanova U. Presenter: Bailey A. Bigelow; U. of Central Florida Unrequited, Unfair, Depleted, or Unhappy? Meta-Analytic Tests of Mistreatment-CWB Mechanisms Presenter: Lindie Hanyu Liang; Wilfrid Laurier U. Presenter: Midori Nishioka; U. of Waterloo Presenter: Rochelle Evans; U. of Waterloo Presenter: Douglas J. Brown; U. of Waterloo Presenter: Winny Shen; U. of Waterloo. [ABSTRACT FROM AUTHOR]

Workplace ostracism and workplace incivility are similar constructs, leading to difficulty differentiating the former from the latter. We argue that one way to differentiate workplace ostracism from workplace incivility is through the reactions of third party observers to ostracism and incivility. Drawing on the evolutionary and stigmatization framework that conceptualizes ostracism as a signal of the targets' stigma, we expect observers of workplace ostracism to react negatively to the targets of workplace ostracism. On the other hand, as third party observers of incivility more likely perceive incivility as an injustice and causing more harm than ostracism, we argue that they react more negatively to the perpetrators of incivility than to the perpetrators of ostracism. Using a lab experiment, we demonstrate that observers react more negatively to the targets of ostracism compared to the targets of incivility, and react more negatively to the perpetrators of incivility compared to the perpetrators of ostracism. Implications for the workplace ostracism and incivility literature are discussed. [ABSTRACT FROM AUTHOR]

Proactive work behaviors - the ability to identify and bring about a meaningful change to the work environment - are crucial for organizational success in today's competitive and dynamic business environments (Crant, 2000). Although the proactivity literature has come a long way in explaining the phenomenon (i.e., identifying the antecedents, mechanisms, contextual and dispositional moderators, and consequences for various types of proactive behavior) there are still certain key features of proactivity that are not fully understood. The current symposium offers a step forward by exploring the future directions of the proactivity literature, through (1) developing the construct of workplace courage acts to understand why employees are proactive despite the risks; (2) examining the interplay between different proactive behaviors; (3) examining the impact of proactive behavior on targets; (4) examining the well-being consequences of proactivity, and (5) examining the role of the macro environment on proactive work behaviors. To address these research agendas, we draw on a set of rich theoretical frameworks and the strengths of multiple methodologies. On the whole, given the importance of proactivity for creating meaningful change in the organization, this symposium will make a contribution to the 2016 Academy of Management Conference by highlighting the new perspectives that provide a more holistic understanding of proactivity. [ABSTRACT FROM AUTHOR]

This study investigated the role of generational membership in moderating the effects of receiving idiosyncratic deals (i-deals) on behavioral outcomes of Chinese employees. Drawing from generation theory (Lyons & Kuron, 2014; Ryder, 1965) and the theoretical framework of generational memories (Dencker, Joshi, & Martocchio, 2008), we argued younger Chinese employees (i.e., those born following the social and economic changes of the late 1970s) possess stronger self-enhancement motives and expectations for idiosyncratic treatment from employers. We examined the moderating effect of generation membership on the relation between receiving i-deals and two previously established behavioral outcomes in the i-deals literature - proactive behavior and use of constructive voice. Our hypotheses were tested using a sample of hospital employees in mainland China. Our results provided support for five out of six hypothesized interaction effects, indicating that task, financial incentive, and flexibility i-deals were associated with positive outcomes for younger employees, but had little influence on the outcomes of older workers. Together, these findings indicate that i-deals do not have universally positive effects on Chinese employees and that certain employees (i.e., members of the younger generation) respond more favorably than others to idiosyncratic work arrangements. More broadly, our findings suggest that relative to their older work peers, younger Chinese employees may have different preferences for how they would like to be treated by employers. [ABSTRACT FROM AUTHOR]

Proactive personality represents a dispositional tendency to take initiative and bring about positive change in the organization. While we know what constitutes proactive personality, we still do not know what drives proactive personality. This set of studies draw on approach/avoidance temperaments to establish what drives proactive personality and the behaviors that they engage in. Specifically, in Study 1 we examine the relation between proactive personality and approach/avoidance temperaments and in Study 2 we experimentally manipulate feedback and examine the influence of avoidance temperament on the extent to which highly proactive individuals persist in the face of negative feedback. Overall the studies demonstrate that proactive personality is an indicator of approach temperament and this approach orientation helps them override their avoidance temperament and persist amidst resistance to their proactive behavior. The implication of these findings for the proactive personality literature is then discussed. [ABSTRACT FROM AUTHOR]

Although sexist attitudes are generally thought to undermine support for employment equity (EE) policies supporting women, we argue that certain forms of sexism - in particular, benevolent sexism - may actually increase support for EE policies by invoking a sense of compassion. We examine the effects of benevolent sexism on support for EE policies in three studies involving co-operative and internship job placements. In a correlational study (Study 1) and an experiment (Study 2), we show that benevolent sexism is related to greater support for an EE policy, and that this effect is mediated by compassion. In an experiment (Study 3), we identify a key boundary condition of the positive effect of benevolent sexism: the type of position for which EE policies promote the hiring of women. In particular, we find that the positive effect of benevolent sexism on support for the EE policy via compassion extends only to EE policies that promote the hiring of women in more feminine, and not in more masculine, positions. Thus while benevolent sexism may promote EE policies and appears to promote gender equality, it also subtly undermines it by contributing to occupational gender segregation. Contributions to the literature and practice are discussed. [ABSTRACT FROM AUTHOR]

Self-determination theory is one of the most prominent theories in personality and social psychology, yet its impact on organizational research has been minimal. The purpose of the current symposium is to highlight research applying self-determination theory concepts to organizational phenomena. In particular, we seek to illustrate how self-determination theory can enrich our understanding of organizational phenomena and how organizational research can inform and extend self-determination theory as well. The Dynamic Nature of Motivation Throughout the Work Day Presenter: Alison A. Benedetti; U. of Akron Presenter: James Diefendorff; U. of Akron Presenter: Allison S. Gabriel; Virginia Commonwealth U. Presenter: Megan M. Chandler; Novo Nordisk The Hidden Costs of High Intrinsic Motivation Presenter: Jihae Shin; U. of Pennsylvania A Need Satisfaction Perspective on Perceptions of Organizational Politics Presenter: Lance Ferris; Pennsylvania State U. Presenter: Christopher C. Rosen; U. of Arkansas Presenter: Douglas J. Brown; U. of Waterloo Presenter: Yuan Yi Chen; Hong Kong Baptist U. Presenter: Ming Nick Yan; Sun Yat-sen U. Humble Leaders and Satisfied Followers: The Roles of LMX and Neuroticism Presenter: Michael A Daniels; Singapore Management U. Presenter: Gary Greguras; Singapore Management U. [ABSTRACT FROM AUTHOR]