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As management scholars have attempted to paint a more complete picture of the employee experience, the connection between the work and nonwork domains remains a large part of the conversation. While a vast collection of research focuses exclusively on an employee's work- specific factors, an ever-increasing body of literature acknowledges that the work and nonwork domains consistently spill over into one another (Edwards & Rothbard, 2000; Greenhaus & Beutell, 1985; Greenhaus & Powell, 2006). The literature has long recognized that these domains can come into conflict with one another while simultaneously enriching each other. Yet, the interplay between personal and professional has become increasingly complicated for the modern employee. Changes in the shape and structure of both the family and work domains have proven that these domains are not as static as once thought (Powell, Greenhaus, Allen, & Johnson, 2019). Instead, employees exist beyond the tight bounds of a single work domain and family domain with a spouse and kids. In response, the study of these domains has attempted to look beyond the common parameters of conflict and enrichment and turn instead to the lived experience of individuals as they traverse between the domains. Indeed, the latest concentrations on specific populations, such as breastfeeding mothers (Gabriel, Volpone, MacGowan, Butts, & Moran, 2020), or on specific activities in the nonwork domain, like exercise (Calderwood, Gabriel, ten Brummelhuis, Rosen, & Rost, 2021; ten Brummelhuis, Calderwood, Rosen, & Gabriel, 2022), inform that the nonwork domain contains a wide range of experiences. Recognizing these changes for employees, our symposium takes new angles to common types of spillover (including leisure activities' influence on work performance and the crossover effects from partners) while also considering new types of social interactions (such as online dating or participating in team-based leisure activities) that spillover in distinct ways. Through these explorations of spillover, we aim to provide novel examples of how the nonwork domain affects the work domain that better represents the modern workforce. Specifically, the papers in our symposium explore well-being outcomes of dating app usage, in-role and extra-role behavioral outcomes of partner sacrifice, proactivity benefits of hobby job participation, and team learning outcomes of team-based leisure activity participation. "Swiping left or right": Individual dating app experiences and the influence on work Author: Jinfeng Chen; Purdue U., West Lafayette Author: Kelly Schwind Wilson; Purdue U., West Lafayette Author: Jordan Nielsen; Purdue U. Grateful yet guilty: The emotional and behavioral consequences of receiving daily partner sacrifice Author: Min Yu; Arizona State U. Author: Edward McClain Wellman; Arizona State U. Passion projects outside the 9-5: Exploring expressiveness and the nostalgic impact on work outcomes Author: Katelyn Zipay; Purdue U. Author: Sophie Pychlau; Iowa State U. Leisure as a source of team skill-building: Team impacts of group-based leisure learning Author: Brandon Mathew Fogel; U. of Nebraska, Lincoln Author: Amy Bartels; U. of Nebraska, Lincoln Author: Troy Smith; U. of Nebraska, Lincoln Author: Alexandria Lauren Garcia; U. of Nebraska, Lincoln Author: Wu Wei; Wuhan U. [ABSTRACT FROM AUTHOR]

The papers in this symposium explore the complex interplay between work experiences and employees' post-work recuperation. Together, this set of research illuminates the intricacies of recovery processes pivotal in the wellbeing of employees and examines the practices and strategies people employ to enable smooth work and non-work experiences. The first paper probes the 'recovery paradox,' spotlighting the significance of psychological detachment in high-stress work scenarios. The second paper proposes after-work rituals as a valuable practice, substantiated by field experiments and surveys. The third paper delves into the often-neglected aspect of reattaching to work, tying it to fundamental psychological needs and work-related outcomes. Lastly, the fourth paper scrutinizes proactive pushbacks against the prevailing 'always-on' work culture, evaluating its work and non-work implications for employees. Together, these papers present novel theoretical insights and empirical evidence, shedding light on the dynamics between work, recovery, and employee well-being. The symposium offers new directions on recovery research and the importance of fostering a more robust and healthier relationship with work. When is it Difficult to Detach From Work? An Empirical Test of the Recovery Paradox Author: Sabine Sonnentag; U. of Mannheim Author: Laura Venz; Leuphana U. Lüneburg Author: Alexander Pundt; MSB Medicalschool Berlin After-Work Rituals as a Tool to Overcome the Recovery Paradox Author: Benjamin Alan Rogers; Boston College Author: Ovul Sezer; Cornell U. Author: Trevor Watkins; U. of Oklahoma Author: Katherine Ann DeCelles; U. of Toronto Author: Chen-Bo Zhong; U. of Toronto Author: Michael Norton; Harvard U. Author: Hal Hershfield; UCLA Anderson School of Management The Motivational Benefits of Reattachment at Work: A Self-Determination Theory Perspective Author: Aqsa Dutli; Purdue U., West Lafayette Author: John P. Trougakos; U. of Toronto Author: Allison S. Gabriel; Purdue U., West Lafayette Author: Sabine Sonnentag; U. of Mannheim Author: Jason Dahling; College of New Jersey Proactive Pushbacks: Examining the Social Reactions to Work Culture Rebels Author: Katelyn Zipay; Purdue U. Author: Matthew Shurman; Purdue U., West Lafayette Author: Jingran (Mia) Zhou; Purdue U., West Lafayette [ABSTRACT FROM AUTHOR]

In alignment with the theme for AOM 2023, our symposium seeks to put the individual worker at the forefront and focus on how we can help essential workers recover from workplace challenges that affect them both at work and outside of work. As workers take part in intense work intervals, it necessitates a recovery period in which they can relax and recover from workplace strains and demands (Sonnentag, Mojza, Demerouti, & Bakker, 2012). Researchers have proposed four different experiences of recovery (psychological detachment, mastery, control, and relaxation; Sonnentag & Fritz, 2007), and empirical work has begun to examine how workers use these processes individually and in tandem (Bennett, Gabriel, Calderwood, Dahling, & Trougakos, 2016; Sonnentag, Binnewies, & Mojza, 2008). The prevailing assumption is that when workers recover, it not only benefits the worker's level of strain from workplace stress but also prompts other positive outcomes for the worker. Yet, our understanding of recovery experiences has been relatively limited in terms of outcomes. While research has connected recovery processes to outcomes such as job performance (Liu, Ji, & Dust, 2021) and job engagement (Sonnentag, 2003), there remain a great deal of personal and professional outcomes that our papers seek to connect directly to recovery processes. Our symposium investigates the ways that recovery practices can enhance personal and workplace outcomes by examining both common and novel recovery processes (including sleep, leisure time, social support, and coping) and considering their impacts on individual work behavioral outcomes. Specifically, the papers in our symposium explore behavioral outcomes of physiological and psychological resource replenishment, career outcomes from dyadic leisure practices, employee voice outcomes from discussing work at home, and well-being outcomes from collections of individual coping strategies. Across these papers, we also take a dynamic approach to consider how recovery processes and subsequent effects can differ across time. Understanding Parallel & Synchronized Leisure Practices for Couples & Influence on Career Outcomes Author: Katelyn Zipay; Purdue U. Author: Catherine Kleshinski; Indiana U., Bloomington Author: Savannah Conder; Indiana U. "How Was Work Today?" An Enrichment Model of Spouse Voice Cultivation to Propel Voice at Work Author: Nathan Black; U. of Iowa Author: Daniel Newton; U. of Iowa Author: Amy Bartels; U. of Nebraska, Lincoln Author: Brandon Mathew Fogel; U. of Nebraska, Lincoln Author: Stephen Hyrum Courtright; Tippie College of Business, U. of Iowa Latent Transitions of Coping with Work-Nonwork Stressors Author: Catherine Kleshinski; Indiana U., Bloomington Author: Kelly Schwind Wilson; Purdue U., West Lafayette Author: Julia Stevenson-Street; Purdue U., West Lafayette Author: Lindsay Mechem Rosokha; Purdue U., West Lafayette "It's Not You, It's Me": A Self-Regulation Perspective on Principled Behaviors in Policing Author: Shuqi Li; Broad College of Business, Michigan State Author: Brent Scott; Michigan State U. Author: John R. Hollenbeck; Michigan State U. Author: Scott Wolfe; Michigan State U. Author: Joseph Hamm; Michigan State U. [ABSTRACT FROM AUTHOR]

An increasing number of employees are following their passion by adopting hobby jobs--passion-driven hobby activities that generate supplemental income alongside primary jobs. The intrinsic motivation and career-like commitment associated with hobby jobs suggests that hobby jobbers experience enriching positive emotions by putting their passion to work. Although this conclusion is intuitive, we assert that the drive and commitment for hobby jobs may also be characterized as a compulsive and obsessive attachment that bogs down hobby jobbers with negative emotions. Integrating the dualistic model of passion (Vallerand et al., 2003) and theories of emotional appraisals, we build theory that distinguishes between the "life giving" and "life draining" potential of hobby jobs. We argue that the degree to which hobby jobbers experience harmonious versus obsessive passion for their hobby jobs elicits different emotional appraisals and discrete emotions----pride, guilt, gratitude, and anger----that, in turn, enhance or diminish hobby jobbers' vitality in their primary jobs. We test our model in a multi-wave field study of 293 hobby jobbers. Overall, we offer novel and important theory about the substantial population of hobby jobbers who walk the line between pursuing a passion that fuels their energy at work and one that consumes it. [ABSTRACT FROM AUTHOR]

Research pertaining to work-nonwork spillover proposes that individuals' experiences are linked across domains in a variety of ways (Edwards & Rothbard, 2000; Greenhaus & Beutell, 1985; Greenhaus & Powell, 2006). Although research on this topic has grown, one aspect that is less studied is how individuals' interpersonal relationships and experiences shape such spillover processes, for better or for worse. Our proposed presenter symposium explores how our complex interpersonal relationships at work and home shape employees' experiences across domains, with such experiences including recovery, emotions, well-being, and helping behaviors at work, as well as how individuals cope with significant global events such as the COVID-19 pandemic. Encompassing both empirical and theoretical research, our symposium provides new perspectives and insights into individuals' well-being and behavior both at work and home. The Daily Effects of Partner-Instigated Incivility on Helping at Work. Presenter: Mahira Ganster; U. of Arizona. Presenter: Allison S. Gabriel; U. of Arizona. Presenter: Marcus Butts; Southern Methodist U. Presenter: Wendy R Boswell; Texas A&M U. Examining the Emotional and Behavioral Effects of Dyadic Leisure Practices in Dual-Income Couples. Presenter: Katelyn Zipay; U. of Oregon. Presenter: Catherine Kleshinski; Purdue U., West Lafayette. Presenter: Kelly Schwind Wilson; Purdue U., West Lafayette. A Dual Spillover Model of Grief and Compassion at Work. Presenter: Elizabeth E. Stillwell; U. of Minnesota. Presenter: Michelle K Duffy; U. of Minnesota. An Exploratory Investigation of Working Parents' Proactivity-Change Patterns during COVID-19. Presenter: Laura McAndrews Little; U. of Georgia. Presenter: Katelyn Zipay; U. of Oregon. Presenter: Emily Poulton; U. of Georgia. Blurring Work and Life: Applying Social Network Analysis to Work-Nonwork Multiplex Relationships. Presenter: Jessica Rae Methot; Rutgers U., School of Management and Labor Relations. Presenter: Andrew Parker; U. of Exeter Business School. [ABSTRACT FROM AUTHOR]

There is a growing body of literature examining the impact of employees' non-work lives on critical workplace outcomes. Notwithstanding this progress, there is still a disproportional theoretical and empirical focus on work either (a) in isolation or (b) as an antecedent to non-work consequences, compared to research illuminating how the non-work domain (e.g., after-work, evening) influences work. The purpose of this symposium is to expand upon the current foundational understanding of the impact of employees' experiences in the non-work domain -- including leisure, recovery, relational dynamics, and domestic thoughts and activities -- in order to illuminate the theoretical and practical role employees' non-work lives have on organizationally- relevant outcomes. By bringing these five papers together -- which all predominantly explore what happens during "after-work" hours -- this symposium aligns with the All-Academy theme, "Broadening our Sight" by broadening the scope of what management researchers should study. Indeed, these papers expand beyond the rigid confines of the workplace and present work that blurs the outdated dichotomy between work and non-work. [ABSTRACT FROM AUTHOR]

Employees engaging in wrongs is an unfortunate workplace reality that can prove costly for organizations. Although research has shown that individuals respond destructively to such behavior, emerging work has shown that some turn the other cheek and react in a kindhearted manner (e.g., forgive, reconcile). The literature is still in its infancy; we do not have a full understanding of when and why people react in a kindhearted manner, and what the consequences are of these kindhearted reactions to organizations. This symposium addresses this research agenda by: (1) examining different antecedents of kindhearted reactions, such as features of the wrongdoing (e.g., seriousness, intentionality), individual factors of individuals engaging in the kindhearted reaction (e.g., perspective taking, narcissism), situational factors (e.g., climate, power), and different types of wrongdoing (e.g., abusive supervision, misconduct) that influence kindhearted reactions; (2) identifying different types of kindhearted reactions (e.g., coworker protective behavior, forgiveness, leniency); (3) highlighting behavioral strategies and psychological mechanisms (e.g., gossip, unfairness) that explain how kindhearted reactions influence outcomes; (4) exploring distal consequences of kindhearted reactions, such as emotions, perceptions, and behaviors; and (5) uncovering moderators (i.e., offender need, gender, mindfulness) that influence the impact of kindhearted reactions on downstream outcomes. [ABSTRACT FROM AUTHOR]

Humans have a fundamental need to belong and to be a part of a community, yet it is said that we are currently living in an "age of loneliness" plagued by isolation, fragmentation, and social disconnection. The changing nature of work offers limited opportunity to create the social glue that binds us together, and thus exacerbates social disconnection. Management scholars have been increasingly concerned with promoting a sense of community (SOC) in organizations. This symposium examines new frontiers in community research. Four of the papers included examine how community can be cultivated in non-traditional organizational settings such as co- working space (papers 1 and 2) and third places that are not the home or workplaces (paper 3) and emerge swiftly in temporary organizations (paper 4). Our collection of papers also addresses the consequences of experiences of community in non- traditional settings on thriving, well-being (paper 1 and 2), employee proactive and prosocial behavior (paper 3), and highlight community as an asset to draw from but also as an obligation or a source of responsibility (paper 5). This symposium integrates qualitative/quantitative methodologies drawing on a variety of micro/macro theoretical frameworks, challenging some of the self-imposed dichotomies around community and thus allows us to see other alternatives to building community in the 21st century and beyond. [ABSTRACT FROM AUTHOR]

We join a conversation surrounding CEO shirking and develop theory challenging the literature's current assumption that CEO leisure can generally be considered costly an indicator of shirking that is detrimental to firm value. Specifically, we draw on theory and empirical research from the leisure studies domain suggesting that leisure activities yield varying levels of benefits for participants, and we theorize that whether engaging in leisure equals shirking depends on the leisure activities CEOs pursue. We introduce and focus on CEO endurance leisure and theorize that CEOs who engage in this type of leisure will experience physical and psychological benefits that will lead to greater CEO performance, and subsequently, greater firm value. We also theorize about a number of moderators. Consistent with these ideas, we find that CEO endurance leisure'as assessed by marathon running'is positively associated with firm value, and we find that endurance leisure is most beneficial when CEOs are older or appear to be facing stressful conditions. We also find that CEO endurance leisure is associated with positive stock returns and mutual funds' investment decisions'two alternative measures of firm value. [ABSTRACT FROM AUTHOR]

The study of employees' emotions and affective experiences at work has been a burgeoning area of interest, with prior empirical work demonstrating its effects on various work outcomes, ranging from task and interpersonal performance (e.g., Staw & Barsade, 1993) to withdrawal behaviors (e.g., Donovan, 2000; Pelled & Xin, 1999). However, the majority of extant work has aggregated several discrete emotions into corresponding positive and negative dimensions (Gooty, Gavin, & Ashkanasy, 2009), focusing on employees' general positive or negative affective experiences. Critically, scholars have emphasized the need to examine the unique processes and outcomes associated with discrete emotions (e.g., Ashkanasy & Humphrey, 2011; Brief & Weiss, 2002; Gooty et al., 2009). The proposed presenter symposium aims to address this limitation of extant work, with each of the five papers focusing on the singular and distinct effects of varying discrete emotions (guilt, pride, boredom, envy, and loneliness). In doing so, we provide critical insight on the cognitive, motivational, and behavioral processes and outcomes associated with employees' experiences of discrete emotional states. Guilty as Charged: Spillover Effects of Employees' Post-Work Maladaptive Interactions Presenter: Nitya Chawla; U. of Arizona Lenient Reactions to Misconduct: Examining the Role of Self-Conscious Emotions Presenter: Katelyn Zipay; U. of Oregon Presenter: Marie S. Mitchell; U. of Georgia Presenter: Michael Baer; Arizona State U. Presenter: Hudson Sessions; U. of Oregon Presenter: Robert Bies; Georgetown U. Breaking Boredom: The Role of State Boredom and Task Significance on Future Productivity Presenter: Shimul Melwani; U. of North Carolina, Chapel Hill Presenter: Casher Belinda; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill Presenter: Chaitali Kapadia; Hong Kong U. of Science and Technology Presenter: Noah Eisenkraft; U. of North Carolina, Chapel Hill Mindful or Paranoid? Indirect Effects of Envy on Anxiety and Incivility Presenter: Elizabeth A. Adair; U. of Minnesota Presenter: Kristin L. Scott; College of Business, Clemson U. Presenter: Thomas Joseph Zagenczyk; Clemson U. Presenter: Michelle K Duffy; U. of Minnesota Feeling Lonely at the Top: An Examination of Leader Loneliness Presenter: Allison S. Gabriel; U. of Arizona Presenter: Klodiana Lanaj; U. of Florida [ABSTRACT FROM AUTHOR]