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Counterproductive work behaviors (CWB) have received intense research attention over the past few decades. This research has resulted in extensive, evidence-based guidance on the effective prediction, reduction, and management of these behaviors in applied settings. However, the majority of the literature on CWB relies on several assumptions regarding the conceptualization and measurement of CWB that have been insufficiently examined or prematurely accepted at face value. In this symposium, we challenge managers and practitioners to reimagine employee deviance by presenting cutting-edge, empirical evidence to guide future assessment and investigations of employee deviance. Across four empirical presentations, this symposium specifically recommends optimal CWB assessment methods based on specific outcomes of interest; enhanced conceptualizations of employee deviance; and expanded exploration of the nomological net of deviance predictors to enhance organizational interventions. Findings will be relevant to both researchers and practitioners as they further our understanding of workplace deviance and provide novel solutions for applied settings. A discussant with extensive scholarly and applied experience in personnel selection will lead an engaging discussion of these theoretical and practical implications. [ABSTRACT FROM AUTHOR]

If you could easily and temporarily change a physical trait to give yourself a slight advantage on the job market, would you? This research experimentally investigates the extent to which hair characteristics influence hiring decisions. We manipulate hair color, style (including length), and texture on the same model in a LinkedIn profile and ask participants to respond to a series of questions regarding the candidate's personal characteristics, qualifications, and suitability for a job. We find that blondes and brunettes fare better with straight hair relative to curly hair and short hair relative to long hair. We also find that redheads are generally evaluated more negatively than blondes and brunettes, unless they have long, curly, red hair. Surprisingly, the long, curly, redheaded condition received the most positive ratings. We also discuss and empirically investigate several potential explanations for these effects. This study furthers the current understanding of biases in hiring decisions by exploring these previously unexamined triggers, hopefully providing an impetus for hiring managers to reduce hiring biases. [ABSTRACT FROM AUTHOR]

Over the past few decades, multiple fields have extensively examined counterproductive work behaviors. The management literature is filled with evidence of its pervasiveness in organizations as well as consequent endeavors to predict and prevent this unsavory behavior. However, by focusing study on only those behaviors within the work context, this construct may have been artificially isolated. In this symposium, we examine off-duty deviance - counterproductive behaviors in other life domains - to gain insights into employees' work behaviors. Across four empirical presentations, this symposium will address the relationships between deviant behaviors across life domains, the importance of off-duty deviance to organizations, and mechanisms to predict and reduce counterproductive behaviors. Findings provide insights for both researchers and practitioners as we contribute to the understanding of workplace deviance while also providing novel solutions for applied settings. Two discussants will utilize their combined academic and applied experiences to lead an engaging discussion of these theoretical and practical implications. [ABSTRACT FROM AUTHOR]