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Self-disclosure is sharing personal information with another party, which is recognized in psychology as a behavior that acts as a vehicle promoting well-being. Recently, self-disclosure studies in the organizational context have gained increasing prominence. Yet, a classifi cation of the variety of possibleself-disclosure in this setting and the eff ects of self-disclosure on organizational outcomes at the diff erent levels of analysis (i.e., individual, interpersonal,and group levels) have received relatively little empirical and theoretical attention from management scholars. This symposium explores various types ofself-disclosure, including disclosure of multi-racial identity, disclosure of personal weaknesses, disclosure of a miscarriage, and disclosure of holdingmultiple jobs. The exploration takes place across very diff erent contexts. The symposium presents fi ve papers – one conceptual review/model, oneexperimental study, one qualitative study, and two survey studies – examining diff erent types of self-disclosure and its eff ects as well as its role inorganizations across levels. Specifi cally, the fi rst paper discusses new theoretical insights into the role of self-disclosure in fostering fl uidity for multiracialindividuals. Also, based on the idea of disclosing information perceived as a weakness, the second paper explores the infl uence of congruence betweenthe level of self-disclosure wanted and received by followers on trust felt by followers. The third paper investigates the role of virtual disclosure of privatemedical information related to remote work conditions during the pandemic to a group of colleagues. The fourth paper delves into female employee'sposition to self-disclosure. It identifi es the diff erent miscarriage disclosure decision-making paths women experience. The fi nal paper examines the roleof multiple jobholder disclosure on employees' psychological well-being (i.e., life satisfaction and job stress) through a sense of authenticity andattention residue or the attention multiple job workers give to these jobs. These papers feature myriad types of self-disclosures in organizations to clarifythe conceptualization and measurement of self-disclosure. We believe this symposium is an important step towards encouraging scholars to consider"opening up" conceptualizations and measurement of self-disclosure in organizations, which are representative and inclusive of individual experiences –ultimately important for fostering conditions of individual potential for innovation in the workplace. Multiracial Identity Fluidity at Work: An Examination Through the Lens of Disclosure Author: Marie-Helene Elizabeth Budworth; York U. Author: Sheryl Chummar; York U. Being More or Less Vulnerable? The Role of Follower Expectations for Leader's Self-Disclosure Author: Yaxin Zheng; U. of Exeter Business School Author: Alison Legood; U. of Exeter Business School Author: Hannes Leroy; Erasmus Research Institute of Management An Exploratory Study on the Impacts of Self-Disclosure Boundedness on In-Group Identification Author: Avery Thomson; Epic Author: Emre Yetgin; Rider U. Author: Quinn Cunningham; Rider U. Disclosing Miscarriage at Work: Motives, Processes, Outcomes, and Boundary Conditions Author: Hoda Vaziri; U. of North Texas Author: Zahra Heydarifard; Bryant U. Author: Nikki Drader; U. of North Texas Should I Tell My Boss or Not? Disclosure and Concealment of Multiple Jobholding Author: Sujin Jeong; U. of Iowa Author: Jennifer Nahrgang; U. of Iowa Author: Ji Koung Kim; Michigan State U. Author: Daniel Newton; U. of Iowa [ABSTRACT FROM AUTHOR]

Entrepreneurial behavior requires energy, and so entrepreneurs need to sleep. However, combining a scarcity perspective of energy with an abundance perspective of energy, we show that entrepreneurs high in entrepreneurial self-efficacy are less dependent on good sleep than are entrepreneurs low in self-efficacy. Conducting an experience sampling study of 93 entrepreneurs over one workweek, we studied how sleep quality and entrepreneurial self-efficacy affect entrepreneurs' day-to-day energy and their subsequent entrepreneurial behavior. The results showed that sleep quality has a positive indirect effect on daily creativity and daily monitoring (but not daily scanning/search) through morning vigor and that this relationship is contingent on entrepreneurial self-efficacy, with sleep quality unrelated to morning vigor and subsequent behavior for entrepreneurs high in self-efficacy. [ABSTRACT FROM AUTHOR]

In this study, we examine how feedback received by employees on social media affects their proactive behaviors at work. Drawing from the broaden-and-build theory of positive emotions, we posit that employees who receive favorable feedback on social media posts will experience elevated positive affect, energy, and relational self-efficacy, which will ultimately prompt their engagement in more proactive behaviors at work. To test this model, we surveyed 123 employees twice a week for eight weeks. The results indicated that the receipt of favorable feedback in the form of written comments (but not in the form of likes) on social media posts had an indirect effect on workplace proactive behaviors via increased positive affect, energy and relational self-efficacy. [ABSTRACT FROM AUTHOR]

Employees express voice in order to improve the status quo of their work units and organizations. However, sometimes employee voice attempts are not accepted by managers or violate group norms with regards to voice expression. When voice is unaccepted, it may not only negatively impact the effectiveness of their work units and organization, but also may take a toll on voicer well-being. Drawing from the appraisal theory of discrete emotions (Roseman, 1984, 1991, 1996), we examine the well-being implications of unaccepted voice for voicers. In a 10-day within-person study of 113 full-time employees, we found that employees experienced higher levels of fear and, subsequently, were more likely to suffer from insomnia at night, when their voice was rejected by their supervisors. In addition, we found that these effects of supervisory voice rejection on fear and insomnia were stronger for employees who had lower levels of affective commitment to their organization. Also, we found that employees were more likely to feel frustrated when their voice violated group or organizational norms, and this effect was stronger for employees who were higher in affective commitment. [ABSTRACT FROM AUTHOR]

In this study, we examined whether the expression of voice, as a prosocial yet psychologically costly behavior, during the day affects employee sleep quality at night and whether sleep quality affects the expression of voice on the next workday. Having surveyed 113 full-time employees twice a day over the course of two weeks, we found that the same-day effect of voice on sleep and the effect of sleep on the next day voice depend on the type of voice. Specifically, we found that employees who express promotive voice experience higher levels of positive affect at the end of the workday, more effectively detach from work at home, and as a result are less likely to suffer from insomnia at night. We also found that employees who express prohibitive voice tend to experience higher levels of negative affect at the end of the workday, are unable to effectively detach from work at home, and consequently are more likely to experience insomnia at night. Our study further demonstrates that, while there is no association between insomnia and next-day prohibitive voice, sleep-deprived employees are less likely to engage in promotive voice on the next day because of being psychologically depleted. [ABSTRACT FROM AUTHOR]

With an increasingly growing population of employees moving from traditional offices to home offices and loneliness becoming a wide-spread concern globally, we seek to examine predictors and outcomes of loneliness among full-time remote workers who arguably suffer from loneliness most. In our study, we seek to address question: What can remote workers do to decrease their feeling of loneliness and maintain well-being, apart from the commonly recommended remedies, such as engaging in the face-to-face interactions with co-workers during "in-the-office" days or engaging in social networking online. Drawing from conservation of resources theory (Hobfoll, 1988), we develop a model which explains how telecommuters' daily sleep quality impacts their next day loneliness and well-being by affecting their engagement at work. Having surveyed a sample of 107 full-time remote workers in 8 different countries every day over the course of a full work work, we find that high-quality sleep helps reduce loneliness and improve hedonic and eudaimonic well-being of remote workers by increasing their work engagement. [ABSTRACT FROM AUTHOR]

The benefits of voice for both individuals and organizations have been widely studied. However, research on the relational context of voice has focused on leader and follower interactions while other relationships and their influence on voice have received limited attention. And yet, we know that other relational contexts, such as the team environment, peer relationships, and family members, also likely play an influential role on whether or not voice is expressed, heard, and implemented. To build understanding about these overlooked relational contexts of voice, we have organized this symposium, which considers five papers that offer new perspectives about how the relational context of voice influences voice and its outcomes. In doing so, we hope this symposium illuminates new perspectives about employee voice and its outcomes. [ABSTRACT FROM AUTHOR]

Makeup calls occur when an individual compensates for an error or mistake. By making a subsequent decision that favors the harmed party and is proportional to the original harm, individuals seek to balance the scales. However, such a choice, while attempting to restore justice, may actually introduce unfairness and create conflict. Nevertheless, minimal evidence has been presented regarding the existence of makeup calls. Moreover, there is little research explaining what situational factors exacerbate the impact of bad calls on subsequent makeup calls. In our study, we use archival data from Major League Baseball to show the existence of makeup calls and the moderating impact of stakes. Our study not only provides evidence for makeup calls, but also illuminates how poor decision-making can lead to potentially unethical behaviors in an ironic pursuit of justice. [ABSTRACT FROM AUTHOR]

Drawing from conservation of resources theory and regulatory focus theory, we examined weekly effects of empowering leadership on follower psychological states and in-, extra-, and cross-role outcomes. Using a sample of 168 employees who completed two surveys each week over the course of six weeks (n = 773 matched weekly observations), we found that empowering leadership can be beneficial or costly for followers, depending on their regulatory focus. Although prevention focus did not influence the effects of empowering leadership, promotion focus played an important role in whether empowering leadership was beneficial or costly for followers. Specifically, for followers with stronger promotion focus, empowering leadership was associated with higher weekly opportunity for achievement, increased attentiveness at work, and improved weekly job performance, initiative-taking, and citizenship behaviors. For followers with weaker promotion focus, empowering leadership was associated with higher weekly role overload, elevated emotional exhaustion, and increased weekly work-family interference. We conclude that while empowering leadership is likely to energize followers with higher promotion focus by improving their attentiveness and in-role and extra-role performance, it may burn out followers with weaker promotion focus by increasing their emotional exhaustion and strain-based work-family interference. [ABSTRACT FROM AUTHOR]