Business School Presenter Research Articles

Covid-19’s Impact Upon Careers: Findings from a Global Study

The Covid-19 pandemic has had a dramatic impact upon how people around the world enact their careers and contemplate how to change them. This in turn has impacts upon how employees are led and managed by leaders and organizations. This symposium presents four papers based upon data gathered in several countries during the course of the pandemic. The papers focus upon the relationship between career meaning and career resilience with older workers, how gender and child care roles impact proactive career behavior, how career shocks impact the relationship between social support, career meaning, and career management; and, how career shocks lead to changes in career values and proactive behavior. Beyond careers the symposium portends implications for organizational behavior and human resource management. Age and career resilience during Covid-19: Career optimism and positive career meaning as mediators Presenter: Bernadeta Gostautaite; ISM U. of Management and Economics Presenter: Bryndis Steindorsdottir; BI Norwegian Business School Presenter: Silvia Dello Russo; Luiss U. Presenter: Emma Parry; Cranfield U. Presenter: Marijke Verbruggen; KU Leuven Presenter: Jean-Luc Cerdin; ESSEC Business School Presenter: Katharina Chudzikowski; U. of Bath Presenter: Richa Saxena; Institute of Management Technology Ghaziabad, India Taking charge while taking care? The effect of gender and children on proactive career behaviors Presenter: Marijke Verbruggen; KU Leuven Presenter: Maike Andresen; U. of Bamberg Presenter: Eleni Apospori; Athens U. of Economics and Business Presenter: Jean-Luc Cerdin; ESSEC Business School Presenter: Emma Parry; Cranfield U. Presenter: Astrid Reichel; U. of Salzburg Presenter: Lea Katharina Reiss; WU Vienna Presenter: Bryndis Steindorsdottir; BI Norwegian Business School Presenter: Pamela Suzanne; U. de San Andrés Shock waves: A global study of career well-being, change intentions and subjective career success Presenter: Richard Cotton; U. of Victoria Presenter: Robert Kase; U. of Ljubljana, SEB Presenter: Maike Andresen; U. of Bamberg Presenter: Adam Smale; U. of Vaasa Presenter: Jon P. Briscoe; Northern Illinois U. Presenter: Mila Borislavova Lazarova; Simon Fraser U. Career meaning as mediator between career shocks, social support and adaptive career behaviors Presenter: Jon P. Briscoe; Northern Illinois U. Presenter: Eric J. Michel; Northern Illinois U. Presenter: Pamela Suzanne; U. de San Andrés Presenter: Émilie Lapointe; BI Norwegian Business School Presenter: Evgenia Lysova; Vrije U. Amsterdam Presenter: Mami Taniguchi; Waseda U. Presenter: Richard Cotton; U. of Victoria Presenter: Silvia Bagdadli; Bocconi U. Presenter: Martina Gianecchini; U. of Padova Presenter: Sushanta Kumar Mishra; Indian Institute of Management Bangalore

Are You Kind, Big Deal, or Kind of a Big Deal? The Role of Communication in Impression Management

People communicate constantly, in order to pursue different goals. One prominent goal in conversations and interactions is to make positive impressions on others, such as appearing trustworthy, warm, or competent. When successful at conveying positive impressions, people improve their chances of interpersonal and professional success. This symposium brings together novel research papers that theorize and empirically investigate the links among conversation goals, behaviors, and impression management. First, we identify the different—and often conflicting—goals that people may have in conversations, and the tradeoffs that people must make in managing their impressions. Next, across papers, we showcase several communication strategies that help people make positive impressions and effectively resolve the tradeoff that people face between appearing warm and appearing competent. Specifically, we identify when and why speech pauses, compliments to others, laughter, and ingratiating behaviors can help communicators achieve impression management and other interpersonal goals. Taken together, this set of research papers highlights the dilemmas we must navigate in conversation, and underscores the importance of communication for impression- and conflict management, and for organizational outcomes. The Conversational Circumplex, Informational and Relational Motives in Conversation Presenter: Alison Wood Brooks; Harvard U. How Pausing Shapes Person Perception Presenter: Alex Bryant Van Zant; Rutgers Business School Presenter: Jonah Berger; The Wharton School, U. of Pennsylvania Presenter: Grant Packard; York U., Toronto Presenter: Harry Wang; Rutgers Business School Bragging Better, The Benefits of Promoting Peers Presenter: Einav Hart; George Mason U. Presenter: Eric VanEpps; U. of Utah, David Eccles School of Business Why Do Women Laugh More Than Men? Presenter: Thomas Bradford Bitterly; HKUST Business School Presenter: Alison Wood Brooks; Harvard U. Presenter: Jennifer Aaker; Stanford Graduate School of Business A Silver Lining for Women at Work? Actor Gender Predicts Responses to Ingratiation Presenter: M. Ena Inesi; London Business School Presenter: Einav Hart; George Mason U.

The Promise and Perils of Collaboration for Performance and Learning

Effective collaboration is essential and ubiquitous in the modern workplace, whether between teammates, managers and their subordinates, or mentors and their mentees. All of these situations bring together individuals with diverse experiences and specialized skills who need to work together to achieve shared goals in performance and development. While collaboration would seem like an ideal environment for individuals to grow and learn, it also brings unique tensions that can undermine not only learning, but group success. In this symposium, we will explore the promises and challenges that collaboration presents for performance and learning, focusing on how group performance and individual learning can be easily helped or hindered by tensions that reside at the individual and collective levels. These papers provide new insights and tools for organizations to foster both performance and learning outcomes from collaborations, so that organizations can help individuals and teams reach their full potential. Familiar Faces in New Places: How Pre-Existing Relationships Affect Individual and Team Performance Presenter: Emma Zhao; U. of Virginia - McIntire School of Commerce Presenter: Catherine Shea; Carnegie Mellon U. - Tepper School of Business Presenter: Seth Li; William and Mary, Mason School of Business Paying it Forward: How Previous Protégé Experiences Contribute to Social Class Gaps in Mentorship Presenter: Kathy Vo; Emory U., Goizueta Business School Presenter: Andrea Dittmann; Emory U., Goizueta Business School Leader Care as a Relational Driver for Employee Learning and Development Presenter: Grace Cormier; Harvard Business School Presenter: Ting Zhang; Harvard Business School Presenter: Bradley R. Staats; U. of North Carolina, Chapel Hill Presenter: Francesca Gino; Harvard Business School Crooked Teams: Coordination for Deviant Purposes Presenter: Marlys K. Christianson; U. of Toronto Presenter: Katherine Ann DeCelles; U. of Toronto Presenter: Rebecca Hinds; Stanford U. The Takeover Toll: When Taking Over for Teammates Hurts Task Performance Presenter: David Levari; Harvard Business School Presenter: Adam Mastroianni; Columbia Business School Presenter: Jacob Verrey; Harvard U. Presenter: Daniel Gilbert; Harvard U.

Allyship in the Workplace: An Examination of Antecedents and Consequences

The importance of allies—broadly defined as those who “actively work toward the eradication of prejudicial practices” (Sue et al., 2019)—In organizational contexts has been increasingly evident with the rise of #MeToo and Black Lives Matter. In highlighting the persistence of sexism and racism, these social movements have encouraged broader participation in efforts to reduce existing social inequalities. For instance, the Black Lives Matter protests following the murder of George Floyd in May 2020 constituted the largest social movement in United States history with an estimated 15 to 26 million participants (Buchanan, Bui, & Patel, 2020). Companies responded to this societal reckoning with an outpouring of statements and commitments, with the biggest 50 companies in the U.S. pledging nearly $50 billion to combat racial inequality (Jan, McGregor, & Hoyer, 2021). Given increased attention on allyship behaviors in organizational settings, this symposium brings together five presentations that explore diverse yet interconnected facets of allyship. Spanning experimental, archival, and observational methods, these five papers examine the psychological, identity-based, and contextual factors that affect both decisions to engage in social justice efforts and ultimate evaluations of allyship efforts. By considering how individuals come to participate in advocacy as well as how onlookers perceive and appraise allyship, this symposium helps to shed light on both sides of allyship efforts. In turn, this symposium offers insights into strategies to increase participation in allyship that truly makes marginalized groups feel supported. “Am I an Ally or Is That a Lie?” Performativity Concerns, Authenticity, and Allyship Presenter: Olivia Foster-Gimbel; New York U. Presenter: Julianna Pillemer; New York U. Preaching to the Choir or Converting the Masses when Garnering Support for Social Justice Presenter: Deshani Buddhika Ganegoda; Melbourne Business School Presenter: Jigyasu Shukla; U. of Central Florida Presenter: Debra L. Shapiro; U. of Maryland “Am I an Ally or Is That a Lie?” Performativity Concerns, Authenticity, and Allyship Presenter: Olivia Foster-Gimbel; New York U. Presenter: Julianna Pillemer; New York U. Preaching to the Choir or Converting the Masses When Garnering Support for Social Justice Presenter: Deshani Buddhika Ganegoda; Melbourne Business School Presenter: Jigyasu Shukla; U. of Central Florida Presenter: Debra L. Shapiro; U. of Maryland Should That Count? Fairness Judgments of Resource Allocations Accounting for Structural Sexism Presenter: Alyssa Tedder-King; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill Presenter: Elad Netanel Sherf; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill Examining Women’s Reactions to Male Managers’ Ally Work: A Divergence Framework Presenter: Carolyn Thi Dang; Pennsylvania State U. Presenter: Soojin Oh; Pennsylvania State U. Presenter: Aparna Joshi; Penn State Smeal College of Business Sincere Solidarity or Performative Pretense? Evaluations of Organizational Allyship Displays Presenter: Rebecca Ponce de Leon; Columbia Business School Presenter: James T. Carter; Columbia Business School Presenter: Ashleigh Shelby Rosette; Duke U.

The Consequences of Competition in Organizations

Competition is prevalent in organizations. For example, people often compete against their colleagues for status and recognition in the workplace or for opportunities for advancement. Workers also compete against others to get hired into organizations in the first place. It is thus both practically and theoretically important to understand the interpersonal consequences of competition–broadly construed–in organizations. We present five empirical papers that examine understudied or poorly understood areas of research related to organizational competition and provide novel insights into the consequences of competition on important organizational outcomes such as hiring, group decision making, organizational fit perceptions, and negotiation outcomes. The first paper draws on theories from the realm of the psychological consequences of competition and optimal distinctiveness to shed light on instances when workers are more likely to join groups in which their salient identities will be underrepresented. The second paper significantly extends rivalry theory by integrating it with other theories of motivation and performance and uncovers two key moderators of the effects of rivalry on performance. The third paper examines how feelings of (in)authenticity shape the experiences and behaviors of individuals following a status gain. The fourth paper draws on theories of regulatory focus and attribution to examine the impact that being an alternate choice has on newcomer socialization behaviors and outcomes, such as feedback seeking and performance. The fifth paper expands upon the conflict expression theoretical framework, evidencing why status claims may backfire and how challengers can manage the defender’s perceptions of the status negotiation. Together, we hope the papers in this symposium provide important insights into the consequences of competition in organizations and provide actionable insights for managers, while also spurring future research by academics. Organizational Competition: A Catalyst for Workplace Diversity and Desires for Uniqueness Presenter: Samantha Nicole Smith; Harvard Business School Presenter: Edward Chang; Harvard Business School Presenter: Erika Kirgios; The Wharton School, U. of Pennsylvania Presenter: Katherine Milkman; U. of Pennsylvania The Role of Identity Authenticity in Shaping Group-Oriented Behaviors Following Status Gains Presenter: Sarah Doyle; U. of Arizona Presenter: Sijun Kim; Texas A&M U., Mays Business School Presenter: Hee Young Kim; Rider U. How Individual Skill and Risk of Status Loss Moderate the Effects of Rivalry on Performance Presenter: Tom Grad; Copenhagen Business School Presenter: Christoph Riedl; Northeastern U. Presenter: Gavin J. Kilduff; New York U. Alternate Choice Aftermath: Implications for Newcomer Socialization Presenter: Samir Nurmohamed; The Wharton School, U. of Pennsylvania Presenter: Zoe Schwingel-Sauer; Ross School of Business, U. of Michigan Respect Affirmation: A Strategy for Claiming Status in Status Negotiation Presenter: Jieun Pai; U. of Virginia Presenter: Corinne Bendersky; U. of California, Los Angeles

Burgeoning Research in Emergent Leadership

This symposium features emerging developments in emergent leadership research, reflecting some of the following questions: What role can computational modeling play in exploring different theoretical perspectives of emergent leadership? What do the patterns of leader emergence within team networks reveal that single occurrences of the phenomenon cannot? What influence do cultural norms have on the effectiveness of informal leadership status-seeking behaviors? Of what importance is the gender of those being evaluated for emergent leadership status, and what about the evaluator? More specifically, the studies included in this symposium focus on utilizing agent-based computational modeling as a way to compare social-cognitive and social-interactionist perspectives of leadership emergence (Acton, Foti, & Lord), how social network analysis can reveal patterns of emergent leadership in teams, and how maintaining multiple leader relationships impacts team member stress (Choudhury & Maupin), how high-ability team members' self-promotive behaviors are interpreted differently based on cultural norms (Liu & Hanna), and how the gender of those granting leadership status, as well as the gender composition of informal teams, is predictive of emergent leadership evaluations (Farro, Kukenberger, & D'Innocenzo). The discussant, Dr. William Gardner, will discuss themes across studies, highlight future research directions, and lead an interactive discussion between presenters and the audience. Who recognizes women's emergent leadership? Multilevel effects of gender on emergent leadership Presenter: Andrea Farro; Rowan U. Presenter: Michael Kukenberger; U. of New Hampshire Presenter: Lauren D'Innocenzo; Drexel U. Using agent-based modeling to test core components of the leadership emergence process Presenter: Bryan Acton; Durham U. Business School Presenter: Roseanne Foti; Virginia Tech Presenter: Robert G. Lord; Durham U. Demands of informal leadership in self-managing teams: Stress and well-being in team members Presenter: Anwesha Choudhury; Binghamton U.-State U. of New York Presenter: Cynthia Kay Maupin; U. of Mississippi One impression to rule them all? Culture's role interpreting promotive tactics by emergent leaders Presenter: Bo Liu; Jiangxi U. of Fiance and Economics Presenter: Andrew A. Hanna; U. of Nebraska, Lincoln

Strategy and Innovation in the Biopharmaceutical & Healthcare Sectors

The purpose of this symposium is to foster and accelerate scholarly conversations around the strategy and innovation of the bio- pharmaceutical and healthcare sectors. Our goal not only includes highlighting the aspects of importance of these sectors, but also involves contributing to the emergence of new ideas and research agenda, in light of recent events including Covid-19. We bring together a great set of five working papers and two senior scholars as discussants, who all study important theoretical issues and emerging phenomena in the biopharma and healthcare sectors. We have organized this presenter symposium with three goals in mind. First, to provide and motivate the importance of these sectors as an important empirical setting for strategy and management scholars. Second, to provide a brief overview of the strategy literature that has grounded their studies in these settings. We especially would like to highlight the theoretical insights from studies ranging from the management of innovation to the relationships between incumbents and entrepreneurial firms. Lastly, to introduce the working papers that use these settings that shed light on the direction and trajectory of the literature. When do Firms Provide Early Access prior to Commercialization? Evidence from Expanded Access Program Presenter: Sukhun Kang; London Business School Presenter: Sungyong Chang; London Business School Targeting vs. Expansion: What does physical connectivity actually provide? Presenter: Daniel Erian Armanios; Oxford U., Saïd Business School Presenter: Sunasir Dutta; U. of Minnesota Presenter: Maria Roche; Harvard Business School The Problem of Fragmentation and the Paradox of Network Intervention: Evidence From Policy Change Presenter: Russell James Funk; U. of Minnesota Presenter: Sohyun Park; U. of Minnesota Tight or Loose? Unpacking the Impact of Organization Design on the Development &Commercialization Presenter: John Eklund; U. of Southern California Looking Beyond Dyad: Impact of Information Environment on Value Capturing from Technology Partners Presenter: Sandip Bisui; U. of Colorado, Boulder Presenter: Jeffrey J. Reuer; U. of Colorado, Boulder

New Frontiers of Organizational Culture Research:Expanding and Integrating Methodological Approaches

The symposium offers an integrated and updated understanding of the key gaps in organizational culture theory and how organizational researchers might address them, by showcasing novel and cutting-edge methodological approaches and highlighting how they can inform culture theory building. The papers focus on two key theoretical gaps in the existing literature: the microfoundations of how organizational culture emerges and the extent to which it is shared across different groups, and the role of organizational identity as perceived by various audiences and how it influences individual and firm performance. Using a range of methods, including online experiments, Q-sort assessments of culture, natural language processing (henceforth, NLP) in the form of topic modeling, and computational simulations, papers 1, 2, and 3 focus on the mechanisms leading to the emergence of shared cultural understanding, or the lack thereof. Then, using NLP in the form of word-embedding, paper 4 offers insights on how organizations may leverage atypicality with regards to competitors to achieve superior outcomes in their competitive landscapes. Promoting Shared Understanding Across Cultures: Comparing U. and Chinese Populations in Online Games Presenter: Douglas Guilbeault; U. of Pennsylvania Where You Sit Affects What You See: Examining Perspectives On Culture Across Hierarchical Levels Presenter: Arianna Marchetti; London Business School Presenter: Jennifer Chatman; U. of California, Berkeley The Role Of Others’ Attention In Learning Organizational Culture Presenter: Anjali M. Bhatt; Harvard Business School Presenter: Jennifer Dannals; Yale School of Management Doing Organizational Identity: Earning Surprises and Performative Atypicality Premium Presenter: Paul Gouvard; USI (Lugano) Presenter: Amir Goldberg; Stanford U. Presenter: Sameer B. Srivastava; U. of California, Berkeley

Feedback in Organizations: The Role of Giver, Receiver, and Feedback Characteristics

Feedback is an integral part of organizational life. It is a crucial process through which individuals can improve their learning, growth, and development (Ashford & Cummings, 1983; Higgins & Thomas, 2001). Past research has highlighted how the influence of feedback on employee attitudes and behaviors can depend on the approach through which feedback is delivered (Brutus, 2010; Ilgen et al., 1979; Kluger & DeNisi, 1996; Shute, 2008; Zhou, 1998). This symposium aims to deepen our understanding of the antecedents and consequences of different feedback styles and approaches. The presented work offers insights from the giver perspective of providing different forms of performance feedback, as well as the receivers’ perspective regarding preferences for and receipt of different forms of feedback. Altogether, this symposium highlights two primary aspects of feedback in organizations, using a variety of methodologies. First, papers 1 and 2 demonstrate how givers’ work experiences and goal frames influences the type and delivery of feedback offered, which can lead to different employee attitudes and perceptions. Subsequently, papers 3 and 4 turn to feedback receivers, and highlight gender differences in the types of feedback women and men receive and prefer. Overall, this symposium offers insights into how givers’ experiences and attitudes can meaningfully impact the type of feedback offered, and how recipient gender can shape the experience of receiving different types of feedback. Managers’ Experience at Work Determines Their Approaches in Feedback Presenter: Jinseok Chun; Duke U. Presenter: Jin Nam Choi; Seoul National U. When Best Intentions Backfire: The Interpersonal Cost of Motivational Feedback Presenter: Min Ju Lee; U. of Texas at Austin Presenter: Paul Isaac Green; U. of Texas at Austin Presenter: Ethan Burris; U. of Texas at Austin Benevolent Sexism in Workplace Feedback Presenter: Ariella Kristal; Harvard Business School Presenter: Michael Yeomans; Imperial College Business School Relative Performance Feedback: Gendered Preferences and Asymmetric Costs Presenter: Judy Qiu; London Business School Presenter: Selin Selin Kesebir; London Business School

New Insights into Moral Psychology

The present symposium brings together a group of experts in moral psychology and organizational behavior to explore questions such as: What are the antecedents to (i) the development of a particular moral belief and (ii) the assigning of moral sacredness to an object (papers 1 and 2, respectively)? How can we best predict whether an individual will engage in a given moral behavior (paper 3)? What prompts individuals to judge (i) the spreading of falsehoods as more or less ethical and (ii) individuals in their ingroup who choose to cooperate with outgroup members on behalf of their ingroup (“intergroup brokers”) as ethical or unethical (papers 4 and 5, respectively)? Are individuals willing to have honest conversations with others about others’ (im)morality, and if not, why (paper 6)? We believe that a better understanding of moral psychology and how it relates to individuals’ belief formation, judgments of others, and moral conversations is critical when trying to Create a Better World Together. The Antecedents to Moralization: The Head, The Heart, and The Hands Presenter: Samantha Kassirer; Northwestern Kellogg School of Management Presenter: Isaac Smith; Brigham Young U. Collective Transcendence Beliefs Shape the Sacredness of Cultural Objects Presenter: Siyin Chen; U. of Toronto, Rotman School of Management Presenter: Rachel Lise Ruttan; U. of Toronto Presenter: Matthew Feinberg; U. of Toronto, Rotman School of Management The Conceptual and Empirical Value of Bivalent Moral Judgments Presenter: Hajin Kim; Stanford U. Presenter: Julian Jake Zlatev; Harvard Business School Presenter: Dale T. Miller; Stanford U. It Might Become True: How Prefactual Thinking Licenses Dishonesty Presenter: Beth Anne Helgason; London Business School Presenter: Daniel A. Effron; London Business School The Immorality of Boundary Spanning: Social Sanctioning of Intergroup Brokers Presenter: Adiel Moyal; Stanford Graduate School of Business Presenter: Dafna Goor; London Business School Presenter: Nir Halevy; Stanford U. Understanding the Reluctance to Deliver Moral Feedback Presenter: Yena Kim; U. Of Chicago Presenter: Emma Levine; U. Of Chicago

Mind Your Category in a Shifting World: New Frontiers in Market Categories and Firm Strategy

Research interests at the intersection of strategic management and market categories has grown significantly in recent years and current market environments have posed tremendous challenge for firms seeking to classify themselves and their offerings for competitive advantage in a rapidly changing market structure. This symposium invites scholars interested in strategic management and market categories to present and discuss their views on firms’ strategic choice of category labels, meanings, and positions as they consider and engage with other key stakeholders in the marketplace. By examining factors associated with firms’ strategic categorization, including motivations, occasions and contexts, we hope to open conversations and future research opportunities to clarify the multiple mechanisms through which categories and categorization processes in the market can be associated with firms’ strategic choices. More broadly, we hope this symposium would also contribute to the understanding of market categories and firm strategy in dynamic market environments. Market positioning, spanning competitive sets or market category features: Effects on firm value Presenter: Elizabeth Pontikes; UC Davis Presenter: Amanda Sharkey; U. Of Chicago Dynamic Positioning and Accelerating Product Launches by Ventures Presenter: Emily Cox-Pahnke; U. of Washington Presenter: Michael Deane Howard; Texas A&M U., College Station Close to Functional Ideal: Product Positioning and Performance Implications in High-growth Markets Presenter: Amy Zhao-Ding; Technical U. of Munich Beef- it’s what’s for dinner: Incumbent responses to category transformation in the U.S. meat market Presenter: Anders Dahl Krabbe; King's Business School Presenter: Eunice Yunjin Rhee; Seattle U. Presenter: Jade Lo; Drexel U. The Role of Categories in Market Coordination: A Framework and Map Presenter: Enlan Wang; U. of Southern California Presenter: Peer Fiss; U. of Southern California

Managed by Algorithms: How Humans Act, React, and Interact in the Future of Work

Algorithmic management has rapidly grown to play an influential role in managing workforces in large organizations. Platforms such as Uber, Upwork, and Deliveroo, are now able to coordinate and assign tasks of many workers, provide evaluation and feedback, and maximize the profit of organizations across different industries. While some have incorporated human input and interventions, many have the capacity to make fully automated decisions that are criticized as “human-out-of-the-loop systems”. Despite concerns, criticisms, and challenges, the future of work of algorithmic management is here. This symposium aims at exploring nascent attempts to view humans managed by algorithms (including both employees and managers) as more active, dynamic, and interactive actors of algorithmic management systems. In particular, this stream of research investigates the behaviors, reactions, and interactions of human actors in such systems. We address such questions as: How do app-workers’ experience at work, including emotional resources and self-regulation, fluctuate on a daily basis? How can we incorporate artificial intelligence (AI) in organizations without compromising employee decision-making and work motivation? How can gig workers exercise “voice” and “choice”, and eventually form a collective action against AI platforms? How do managers who formerly made promotion decisions react to those made by AI? How will they react if candidates selected by AI turn out to be underperformers? Influences of Algorithmic Surveillance on Workers' Intrapsychic Responses and Career Sustainability Presenter: Yu-Ping Chen; John Molson School of Business, Concordia U. Presenter: Pamela Lirio; U. of Montreal Presenter: Simon Pek; U. of Victoria The Impact of Distinct Employee AI Perceptions on Task Motivation and Decision Compliance Presenter: Oneg Singer; Tel-Aviv U. Presenter: Ilanit SimanTov-Nachlieli; Tel Aviv U. Examining Resistance and Voice in the Gig Economy–A Systematic Review Presenter: Prakriti Dasgupta; U. College Cork Presenter: Ronan Carbery; Cork U. Business School Presenter: Anthony McDonnell; U. College Cork Presenter: Stefan Jooss; U. College Cork AI-Supported Promotion Decisions –Would it Help to Dismantle Bias in Organizations? Presenter: Sibel Ozgen; Florida International U. Presenter: Nathan J. Hiller; Florida International U.

When Hierarchy Helps: Exploring Positive Outcomes of Social Hierarchies at Work

Social hierarchies—vertical differences among individuals in relation to a socially valued resource (Anderson & Brown, 2010)—are a fundamental feature of organizations (van Kleef & Cheng, 2020). The main two types of hierarchical differentiation in organizations are power, which refers to control over valued resources, and status, which refers to respect afforded by others. These social hierarchies may emerge both formally (e.g., receiving a promotion to a leadership role wherein one has authority over subordinates) and informally (e.g., referent power in a team from one’s expertise) (Magee & Galinsky, 2008). Although there are recognized benefits for organizations of formal social hierarchies (e.g., division of labor, motivating performance through hierarchy-related incentives; Halevy et al., 2011), at the individual and team levels, social hierarchies have traditionally been viewed through a negative lens by scholars and practitioners alike. This is demonstrated through maxims like “power corrupts” and “heavy is the head that bears the crown,” and supported through empirical studies. For example, studies have suggested that feeling powerful is associated with negative outcomes such as less trust in others (Schilke et al., 2015), greater abuse of subordinates (Foulk et al., 2018), overconfidence in decision making (Fast et al., 2012), and reduced connection with others (Galinsky et al., 2006; Lammers et al., 2012). At the team level, hierarchy may hurt team effectiveness (Greer et al., 2018) and hinder collective learning (Bunderson & Reagans, 2011). Summarizing these ideas, Fleming and Spicer (2014, p. 3) remarked that “power generally has negative connotations when it comes to understanding organizational life.” Despite their negative reputation, social hierarchies may not always be detrimental in organizational settings (e.g., Foulk et al., 2020; Tost & Johnson, 2019). Recent work has suggested that the effects of social hierarchies may be more nuanced than previously recognized (e.g., Foulk et al., 2021), and therefore, in this symposium, we seek to explore ways that power and status may be beneficial to individuals and teams, in addition to the more traditionally recognized costs of social hierarchies. In highlighting some positive effects of power and status, we contribute to management scholarship by bringing more balance to the literature on social hierarchies, underscoring the complex impact of social stratification in organizational settings. Taken together, the papers in our symposium suggest instances where power and status may be a welcome resource for enhancing work performance, wellbeing, and team functioning. The Influence of Negative Gossip about The Supervisor on Gossipers’ Work Engagement Presenter: Rui Zhong; Sauder School of Business, U. of British Columbia Presenter: Pok Man Tang; Texas A&M U., Mays Business School Presenter: Stephen Lee; The Wharton School, U. of Pennsylvania Power is Sticky: The Complicated Nature of Power for the Powerholder Presenter: Daniel Kim; U. of Florida Presenter: Remy E. Jennings; Florida State U. Presenter: Klodiana Lanaj; U. of Florida At the Intersection of Power and the Underdog Presenter: Tyler Sabey; Arizona State U. Preoccupation or Internalization? Pruning Perspectives on Decoupling Conflict Presenter: Ryan Scott Hemsley; Eli Broad School of Business, Michigan State U. Presenter: Zhiya Guo; Michigan State U. Presenter: Ajay Somaraju; Michigan State U. Presenter: Brian Alan Burgess; Michigan State U.

Leaving the Office, Leaving the Lead? Conceptualizing Leadership Identity Across Time and Domains

With this presenter symposium we seek to challenge the status quo of how individuals get to see themselves as leaders in organizations. The four presentations expand current conceptualizations of leader identity through the medium of time and across domains, thereby going beyond to-date predominantly static and work-centric approaches. The evidence derived from three empirical presentations contributes to the understanding of long-term and short-term change in leadership identities as well as the predictors of such change including: (a) claiming and granting across domains (work, community, personal); (b) automatic activation of leadership self-schemas; and (c) employee centrality in buy-in networks in organizations. The studies utilize experience sampling, reaction time experiments, and social network analysis, reflecting a range of important advancements in quantitative methodology for a better understanding of identities from a dynamic perspective. The fourth, theoretical presentation develops a novel model that integrates temporal perspectives on leader-follower identities with self-regulatory theory. It offers insightful perspectives on the relevance of time by incorporating long-term development (e.g., employee career stages) as well as short-term changes related to momentary requirements (e.g., project stages) as predictors of leader identity. Two discussants synthesize these theoretical and empirical contributions to address (a) implications for future theorizing and measurement of identities in organizational scholarship, and (b) the development of leadership and followership identities in future managerial and organizational practice. Leader identities across multiple life domains: Examining congruence of leadership claims and grants Presenter: Greg Thrasher; Oakland U. Presenter: Michelle Hammond; Oakland U. Presenter: Benjamin Biermeier-Hanson; Radford U. Tapping Into the Leader Self? Reaction-Time Experiments Testing Leadership Self-Schema Activation Presenter: Karolina Wenefrieda Nieberle; Durham U. Presenter: Susanne Helena Braun; Durham U. Presenter: James Houston; Middle Tennessee State U. Presenter: Robert G. Lord; Durham U. Presenter: Philip A. Allen; U. of Akron The Coevolution of Leader Identity, Social Network Buy-In, and Leader Effectiveness Presenter: Andrew Parker; Durham U. Business School Presenter: Christian Waldstrom; Aarhus U. Understanding Leadership and Followership Self: A Dynamic Perspective of Regulatory Focus and Time Presenter: Dina Van Dijk; Ben Gurion U. of the Negev Presenter: Ronit Kark; Bar Ilan U. Presenter: Marianna Delegach; Sapir Academic College Presenter: Ariel Daniels; Ben Gurion U.

Communication Misperceptions: Mispredicting the Outcomes of Interpersonal Interactions

We communicate with others constantly: in our work life, our family life, and beyond. However, emerging research suggests that these ubiquitous interpersonal communications are fraught with misperceptions. This symposium brings together novel research papers identifying communication misperceptions across various domains that are critical to interpersonal and organizational success such as interviews, conversations, contracts, and negotiations. We discuss the extent to which people rely on uninformative cues, and the misperceptions that arise when people attempt to reach agreements. In particular, the papers presented will show that people (1) overlook social forces such as responsiveness that promote connection in conversation, causing them to undervalue communication media that entail dialogue for connecting with others; (2) overestimate how helpful communication cues are for evaluating speakers’ abilities; (3) overestimate recipients’ subjective feeling of consent to undesirable agreements, which undermines their trust and organizational commitment; and (4) underestimate the normativity of negotiations and have exaggerated concerns about jeopardizing an agreement. Moreover, this set of papers shows the detrimental consequences of communication misperceptions, particularly for missed opportunities: We miss opportunities to form new and better connections, accurately evaluate others, as well as negotiate better terms and empower consent. Taken together, this symposium highlights the fraught nature of interpersonal communication, and points to avenues for improving communications. These papers underscore the importance of understanding and correcting these communication misperceptions in interpersonal and organizational contexts. People are insensitive to social forces that promote connection in conversation Presenter: Michael Kardas; Northwestern Kellogg School of Management Presenter: Nicholas Epley; U. Of Chicago How verbal, nonverbal, and prosodic cues mislead interpersonal inferences Presenter: Nicole Abi-Esber; Harvard Business School Presenter: Adam Mastroianni; Columbia Business School Presenter: Alison Wood Brooks; Harvard U. You knew what you were getting into, Honesty increases perceptions, but not feelings, of consent Presenter: Rachel Schlund; Cornell U. Presenter: Vanessa Bohns; Cornell U. I avoid because I care, Negotiation avoidance due to (inflated) concern about jeopardizing a deal Presenter: Einav Hart; George Mason U. Presenter: Julia Bear; Stony Brook U.-State U. of New York

Gaining Influence within Ecosystems and Platforms

Research on organizational ecosystems and multi-sided platforms has recently attracted a lot of scholarly interest. The structure of technological interdependencies varies across ecosystems, resulting in different governance and market structures. In this symposium we will not present a dichotomy between “decentralised” ecosystems and “centralised” platforms. Instead, we bring together ecosystems and platforms research by highlighting different types of interdependencies and by examining how organizations gain influence within these different ecosystem structures. Decentralized Innovation Platforms Presenter: Aija Elina Leiponen; Cornell U. Presenter: Llewellyn D W Thomas; IESE Business School Presenter: Qian Wang; Cornell SC Johnson College of Business Dominant Complementors: The Problem and a Solution Presenter: Natalie Jane Burford; INSEAD The Impact of Aggregators on the Performance of Companies Inside a Platform Presenter: Eduardo Boada; IE Business School Presenter: Juan Santalo; IE Business School Technology Disclosure Restrictions, Structural Holes, and Firms' Influence in Innovation Ecosystems Presenter: Qingqing Chen; The Wharton School, U. of Pennsylvania

Sustainable Careers in Nursing: Focusing on Health, Happiness and Productivity

The purpose of this symposium is to illustrate factors resided on a personal and contextual level that effect the sustainability of a career in the nursing profession. Based on a systematic literature review, a quantitative and two qualitative empirical examinations, the papers refer to the individual level, the work-family intersection, the team and organizational context as well as the institutional context. The opening paper, Proactive Personality, Recovery Experiences, Stress and Turnover Intention of Registered Nurses, will provide insights about workplace demands and the role of proactive behavior on perceived stress of registered nurses based on a quantitative survey. The second paper, a qualitative study entitled “Who is On-Call to Take Care of my Kids?”: The Country and Occupation Contexts Enabling Informal Childcare and Nursing Careers, will explore the way in which nurses with little children manage their work-family balance. The third paper will be a qualitative study on Organizational Resources for Sustainable Careers in Nursing. The final paper Uniformity along the Way: A Scoping Review on basic Structures of Nursing Education in OECD Countries illustrates similarities and differences in nursing education based on a literature review. Altogether, the four papers aim to address a rich variety of individual and contextual layers for sustainable careers in nursing, and after the presentations our discussant is going to reflect on those and will come up with ideas for connecting the insights. Proactive Personality, Recovery Experiences, Stress, and Turnover Intention of Registered Nurses Presenter: Christine Brown Mahoney; Minnesota State U., Mankato Presenter: Marilyn L Fox; Minnesota State U. The Country and Occupation Contexts Enabling Informal Childcare and Nursing Careers Presenter: Wee Chan Au; Newcastle U. Business School Presenter: Melika Shirmohammadi; U. of Houston Presenter: Mina Beigi; Southampton Business School, U. of Southampton Organizational Resources for Sustainable Careers in Nursing Presenter: Markus Latzke; IMC Krems Presenter: Beatrice Van Der Heijden; Radboud U. Nijmegen Presenter: Harald Stummer; UMIT Tirol Presenter: Stephanie Kainrath; UMIT Tirol Uniformity Along the Way: Scoping Review on Basic Structures of Nursing Education in OECD Countries Presenter: Julia Van Kraaij; Radboud U. Medical Center Presenter: Hester Vermeulen; Spaarne Gasthuis Academy Presenter: Catharina Van Oostveen; Erasmus U. Rotterdam

Ecosystems and Platforms Track: Emerging Ecosystems: Configuring and Reconfiguring Actors in an Ecosystem

This symposium brings together four studies of ecosystem actor (re-)configuration. In ecosystems, value creation and value capture strongly depend on the configuration of actors and the innovations they develop. This symposium focuses on the question of how such configurations emerge and change. The presenters approach this question from diverse viewpoints (from bottlenecks imposing strategic directions to endogenous shaping processes) and through a broad range of contexts and methods. Together, they help form a more complete understanding of the drivers and consequences of ecosystem structure. Ecosystem Bottlenecks and Industry Evolution Presenter: Rahul Kapoor; The Wharton School, U. of Pennsylvania Presenter: Kathleen Eisenhardt; Stanford U. Power Distribution and Leverage in the Music Streaming Ecosystem: Evidence from Spotify Playlists Presenter: Luis Aguiar; U. of Zurich Presenter: Joel Waldfogel; Carlson School of Management Presenter: Axel Zeijen; ETH Zürich Battle for the Core? How Industry Leaders Leverage Digital Technologies to Shape their Ecosystems Presenter: Xavier Mundet; ETH Zürich Presenter: Mary Tripsas; U. of California, Santa Barbara Forced Ecosystems and Digital Stepchildren Presenter: Pinar Ozcan; Oxford U., Saïd Business School Presenter: Douglas Hannah; Boston U.

Stakeholder Heterogeneity and Corporate Purpose

The goal of this symposium is to draw attention to the critical importance of stakeholder heterogeneity for corporate purpose research. The proposed papers explore the influence of the different motives and interests of individual stakeholder groups on these stakeholders’ perception of corporate purpose and sustainability efforts and how these effects result in varying levels of resource provision for the company by these stakeholders. The symposium therefore highlights how examining stakeholder-level heterogeneity can enrich our understanding of how the management of corporate purpose contributes to the achievement of individual and organizational goals. Purpose-Driven Companies and Sustainability Presenter: Claudine Madras Gartenberg; The Wharton School, U. of Pennsylvania When One Isn't Enough: Organization-level and Product-level Sustainability in New Ventures Presenter: Vanessa Burbano; Columbia Business School Presenter: Natalie Carlson; The Wharton School, U. of Pennsylvania Presenter: James Ostler; The Wharton School, U. of Pennsylvania Can “Radical Transparency” Improve the Credibility of Corporate Sustainability Efforts? Presenter: Anna Szerb; INSEAD Presenter: Matthew Lee; Harvard Kennedy School Employee Misconduct at Startup Firms: Evidence from a Field Experiment and Archival Data Presenter: Aleksandra Joanna Kacperczyk; London Business School Presenter: Santiago Campero Molina; U. of Toronto Presenter: Keun Woo Jeong; London Business School

Putting Mindsets into Context: Extending the Study of Fixed-Growth Lay Theories to the Workplace

Over the last two decades, organizations across a wide range of industries have increasingly started to discuss mindsets, or lay beliefs, about the fixedness or malleability of human attributes could shape employees experiences, performance, and thus organizations. These organizations build their approaches from initial research showing that the growth (vs. fixed) mindset shapes how managers evaluate their employees, how employees respond to challenges and setbacks in their environments, and how much trust and belonging they feel in organizations (Canning et al., 2020; Emerson & Murphy, 2014; Heslin & VandeWalle, 2008, 2011; Murphy & Reeves, 2019; Rattan & Ozgumus, 2019). Despite these encouraging insights, however, mindsets research in the workplace settings is still in its nascent stages. The purpose of this symposium is to feature new research that examines whether, how, and which mindsets shape important outcomes in the workplace, in order to more rigorously build a scholarship of mindsets in organizations. We believe that researchers in organizational behavior must seize upon this moment of engagement to accelerate the development of a substantial body of rigorous research on mindsets in workplace contexts. Inspired by the Academy of Management 2022 theme, “Creating a Better World Together,” these projects extend research and theory on how mindsets help individuals to overcome challenges in their careers and workplaces, as well as organizational leaders to foster a better workplace for the employees. By elucidating the processes with which mindsets shape previously understudied outcomes in the workplace, we hope to contribute to a fascinating new area of mindsets research that promotes human flourishing in organizations. Frugality Mindsets: Exploring Entrepreneurs’ Beliefs about the Nature of Resourcefulness Presenter: Jeffrey M. Pollack; NC State U. Presenter: Tim Michaelis; Northern Illinois U. Presenter: Joseph Billingsley; NC State U. Presenter: Jeni Burnette; North Carolina State U. Mindsets and Employee Experience in the Workplace Presenter: Eva Hsin-Lian Lin; London Business School Presenter: Aneeta Rattan; London Business School Support for Increasing Low-Wage Workers' Compensation: The Role of Fixed-Growth Mindsets Presenter: Shilpa Madan; Virginia Tech Presenter: Ramadhar Singh; Amrut Mody School of Management Presenter: Aneeta Rattan; London Business School Presenter: Krishna Savani; Department of Management and Marketing, The Hong Kong Polytechnic U. Why Do American Workplaces Still Lack Paid Family Leave? The Role of Gender Role Mindsets Presenter: Ezgi Ozgumus; London Business School Presenter: Aneeta Rattan; London Business School