Full Program

HR process research was established to explain the 'black box' in the relationship between HR practices and organizational performance. Bowen and Ostroff’s (2004) framework on HRM system strength, along with Nishii, Lepak, and Schneider's (2008) model of HR attributions, have served as foundational pillars that initiated a stream of HR process research. The five papers presented in this symposium conceptually build upon but challenge the core ideas of these two frameworks. They also methodologically advance HR process research by demonstrating its predictive validity, enhancing research designs and analyses, and enriching research contexts. By revisiting these foundational frameworks, the papers in the symposium encourage to apply of novel concepts and rigorous methods to unveil new horizons in HR process research. The symposium will conclude with Prof. Kaifeng Jiang providing insightful feedback on each paper and discussing how these papers contribute to the advancement of HR process research.

The goal of this symposium is to bring together scholars studying the distributional effects of technology to address three questions: (1) For whom can technology democratize access? (2) Can technology exacerbate inequalities? (3) What can managers and policymakers do to facilitate the equitable distribution of technology-enabled opportunities? To this purpose, the symposium consists of four unique papers that study questions around equity and equality related to the diffusion and adoption of various technologies (i.e., sound synchronization technology in movies, mobile money, AI, and crowdfunding platforms). With diverse theoretical perspectives (i.e., organizational technology adoption, industry emergence, labor employment, and social exchange), different levels of analysis (i.e., individual, organizational, market, and country levels) and various methods (i.e., historical and archival, abductive, survey experiments, and matching in large samples), these four studies together represent a thoughtful inquiry into the issue of technology and inequality and shed light on when and under what conditions technology may be more or less likely to foster (in)equity.

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.

Sexual harassment (SH) research has recently gone through a resurgence in practical relevance and scholarly interest. While advances have been made in understanding the nature of sexual harassment and its consequences for victims and organizations, much work is still needed to further understand the phenomenon from various cultural (i.e., countries) and work contexts (i.e., industry and job types). Through a collection of five papers representing data from seven countries, this symposium aims to broaden our understanding of SH by 1) examining contextual factors that facilitate, mitigate, and link SH with work outcomes, 2) uncovering similarities and differences in SH research findings from various cultural and industry contexts, and 3) highlighting actionable future research directions and practical evidence-based resolutions. This symposium also offers insights on current conceptual, methodological, and practical issues related to SH research as conducted in various parts of the world. Collectively, the five papers set the stage for further scholarship on SH to aid in the development of programs and policies to help mitigate its negative impact on individuals, teams, and organizations.

There is currently limited understanding of how the shift to hybrid work impacts line managers. This symposium addresses this gap and presents emerging research that explores the roles and experiences of line managers in the hybrid work environment, the challenges they face and the effects of managing in hybrid work environments on their attitudes, behaviors, and well-being. The papers in this symposium examine line managers experiences with both quantitative and qualitative methods with data from different countries. The insights they provide are not only critical for advancing hybrid work research, but also have important practical implications to organizations in training, coaching, and supporting line managers in the hybrid workplace.

In recent years, organizations and government institutions have made significant strides in closing some gender inequalities at work (e.g., gender pay gaps; International Labour Organization, 2022). Despite its importance in shaping other gender inequalities, women’s (reproductive) health is still largely considered a taboo topic in the workplace (Grandey et al., 2020). This is an important oversight considering the significant costs and productivity losses associated with women’s (reproductive) health. Many workplace gender inequalities such as pay and promotions widen at key reproductive junctures and roles (e.g., maternity and motherhood). Thus, our symposium sheds light on the role of reproductive transitions in women’s lives—namely menstruation, (potential) maternity and motherhood, and menopause in shaping their work experiences and career trajectories.

The increasing work digitization (exacerbated by the COVID-19 pandemic) may have boosted some task-oriented work outcomes, but because work relationships become more instrumental, there may be some unintended yet unexplored relational impacts on employees (e.g., inability to psychologically detach, loneliness). In the current symposium, we bring together scholars across the globe to explore when, why and how work digitization has relational consequences for employees as well as to critically reflect on and discuss current issues in research on workplace relationships in digital work contexts. Drawing upon a variety of methodologies (e.g., experiments, longitudinal dyadic survey, theory piece, and systematic review) and different levels of organizational analysis, our presenters shed light on (a) how expressing solitude (i.e., enjoying working alone) in remote work is evaluated by colleagues, (b) the spillover of always-on culture on partner violence at home, (c) relational crafting in human-AI teaming, and (d) the role of hierarchy and its differentiation in virtual work. We conclude with an integrative summary that showcases key insights from the presentations and important research questions to address moving forward. Finally, we aim to provide practical insights into what both employees and organizations can do to mitigate the unintended relational impacts in today’s digitalized workplaces.

We propose a symposium exploring the debates among “labor intellectuals.” By “labor intellectuals," we mean activists and policymakers who sought to develop and implement a sustainable model for labor power. US examples include Frances Perkins, FDR's Secretary of Labor, left wing New Deal critic Mary Van Kleeck, Walter Reuther's strategist Nat Weinberg, labor lawyer and sociologist Staughton Lynd, among more contemporary figures. Andre Gorz and Ken Coates are European exemplars. In New Men of Power, C. Wright Mills (2001) defined the “labor intellectuals” as researchers associated with unions or labor-based organizations. One fundamental axis upon which to compare these thinkers is their perspectives on state capacity to guarantee worker rights (the Wagner Act framework in the US.).While Perkins built on her experience in New York State regulating labor standards and played a leadership role on New Deal labor policy, Mary Van Kleeck opposed the Wagner Act and wrote presciently about the ease with which its support for labor might be undermined. We will employ a “critical biography” template. This approach suggests five emphases for research: the subject’s values and background, considerations of personal identity, important roles, contributions to theory and practice, and the social and historic context. For labor studies questions, one issue is the subject’s expectations of the likely performance of public and private hierarchies. We will investigate the process by which each individual learned to imagine an alternative to unaccountable hierarchies and turned to organizing these alternatives. A prerequisite for assuming the labor advocate role is consciousness of the contingency of organizational hierarchy.

Although much research exists on the antecedents and consequences of voice aimed at improving organizational efficiency, we know relatively less about antecedents of ethical voice. Ethical voice likely has a unique set of antecedents and consequences, due to its focus on societal ethical principles or super organizational interests that may conflict with organizations’ bottom-line goals. The purpose of this symposium is to advance our understanding of antecedents of ethical voice (and silence) and the underlying mechanisms by highlighting limitations of existing research and providing new insights.

Identity work—or the processes by which people form, repair, maintain, strengthen, or revise their sense of self at work—indicates, at least implicitly, agency or intentionality on the part of the individual engaged in these processes. This stream of research implies individuals to be identity-makers, who play an active role in determining their identities, and in prioritizing identities at work. Yet, research has also shown that external entities such as interaction partners, organizational or occupational norms, or even implicit or subconscious processes can influence or even force individuals to adopt or enact certain identities, suggesting that individuals are also identity-takers in the identity construction process. To systematically examine individuals as identity makers and takers, our symposium brings together four papers that explicate these questions: (1) What are the constraints upon agency in identity work processes and how do they operate? (2) Is agency in identity construction always desired? (3) Is agency in identity construction always individual- or self-focused? To encourage meaningful discussions on the topic between presenters and the audience, our symposium will adopt a roundtable format rather than feature a discussant, after the paper presentations.

In recent years, research in intragroup conflict has embraced a paradigm shift, advocating for the focus on the microfoundations of intragroup conflict. This symposium aims to spotlight this “new lens” for a deeper understanding of interpersonal conflict in teams. Four multi-method studies delineate the cognitive and affective processes shared among the individuals, and their attitudinal and behavioral patterns during and after conflict situations. Through these diverse works, this symposium aims to open a forum for thought-provoking exchanges that would nourish the microfoundations of interpersonal conflict, and ultimately, of team phenomenon.

This symposium aims to advance understanding of presenteeism through innovative discussions and research. It includes papers using person- centered approaches to analyze decision-making and attendance behavior patterns, alongside studies on gender, health, and the impact of organizational practices during COVID-19 on presenteeism. Additionally, it explores the consequences of presenteeism, using a blend of quantitative and qualitative methods to examine individual experiences within organizations.

This symposium examines the dynamic landscape of multicultural virtual teams in the post-COVID-19 era, advocating for a re-examination of research on virtual communication in multicultural teams. Established findings, rooted in the contrast between text-based and face-to-face communication, may not generalize to the new normal in which digital communication tools like Zoom, Microsoft Teams Slack, or Basecamp offer media-rich communication channels that make nonverbal behaviors and cultural differences in these behaviors much more salient. Accordingly, the key question that guides this symposium is: How can multicultural virtual teams thrive in a world where technological advances enable rich verbal and nonverbal communication among team members? To answer this question, we bring together four evidence-based papers that explore new frontiers in virtual communication and multicultural teams. Two of the papers explore a new cultural dimension of high/low-context communication and associated nonverbal behaviors in the context of virtual teams and two papers examine team processes and outcomes in global virtual teams. Collectively, the papers provide timely insights into various aspects of nonverbal communication, as well as the social, cultural, cognitive, and metacognitive skills required in media-rich digital and culturally diverse environments. In doing so, this symposium offers a comprehensive understanding of the challenges and opportunities faced by virtual teams, aiming to pave the way for improved teamwork in the future.

To explore the diverse mechanisms of how power influences trust, this symposium includes studies that introduce diverse perspectives using diverse methodological methods. The research questions answered in these studies consider how the power and trust of a buyer-supplier dyad influence each other, if and why power influences trust after third-party trust violations, how power influences self-disclosure which then influences trust, and when people are more trusting of those with power and those with more power are more trusting of others. These studies examine questions in various contexts including interpersonal relationships, buyer-supplier relationships, supervisor and subordinate relationships, and third-party relationships. They also utilize diverse research designs and statistical methods including lab experiments, field surveys, meta-analysis, and Actor-Partner Interdependence Model. Following the study presentations, Dr. Sim Sitkin will serve as the symposium’s discussant. Renowned for his seminal contributions to the field including numerous influential journal articles and books on the topic of trust and control, Dr. Sitkin will comment on the four presentations and offer an analysis on trust and power in organizational contexts. His insights promise to deepen the discourse of this symposium and enrich our understanding of the interplay between power and trust.

This proposed symposium aims to bring together prominent scholars who explore the modeling of firm growth and organizational design. The study of firm growth and organizational design has a long history within the management literature, and formal modeling has served as a useful methodological approach to generating meaningful insights on these topics. The scholars invited to participate in this symposium will share their cutting-edge research and insights into questions such as the interplay of centralization and knowledge complexity in decision-making, the effects of stress accumulation on organizational performance, the challenges and implications of scaling in digital platforms, and the evolution of hierarchy and span of control in new ventures. Overall, the symposium aims to shed light on the contingencies that improve or worsen decision quality, prevent organizational members' exhaustion, and provide practical implications for managers responsible for designing their organizational structures and scaling their new ventures.

In their 2023 introduction to a special issue on novel research on creativity published in Organizational Behavior and Human Decision Processes, “Escaping irony: Making research on creativity in organizations more creative,” Berg and colleagues argued that “Like most literatures as they mature, the creativity literature has become—ironically—less creative.” They maintain that while novelty exists in creativity research, there is a shift to incrementalism. Lua, Liu, and Shalley (2023) echoed Berg and colleagues’ call for new directions in creativity research and highlighted underdeveloped areas in creativity research in their review and synthesis of creativity research. Consistent with this theme and to answer recent calls for novelty and more radical approaches to creativity research, our symposium brings together five papers that push the field forward by looking at underexamined and newer forms of creativity such as creative reputation and unexpected precursors to creativity such as genetics. Utilizing various methodologies (e.g., experimental, survey-based, longitudinal), the studies included in this symposium explore a diverse set of contexts and conditions that examine creativity in new ways, thus demonstrating the novelty and significant advancements in creativity research.

Entrepreneurial firms have long been hailed as the force that stimulates innovations, employment, and economic growth writ large. For these reasons, organization and entrepreneurship scholars have long been interested in the growth of technology firms. Considerable research over the past two decades has drawn scholarly attention to issues relating to how entrepreneurial firms emerge and grow their capabilities through specific organizational structure and processes, which have been found to exert enduring influences on subsequent organizational development. More recently, an emerging body of research has sought to understand the growth and strategy of young firms’ organizational capabilities by examining their human capital growth as well as their strategic moves. In recent years, novel, large-scale, longitudinal datasets have emerged that enabled researchers to adequately track firms’ historical growth trajectories beyond what small hand-collected samples of entrepreneurial firms can reveal. This symposium intends to gather a group of papers that have leveraged such novel, large-scale data to address unanswered questions in the literature regarding the founding patterns of entrepreneurial firms as well as growth strategies adopted by entrepreneurial firms.

To contribute to the advancement of allyship theory and practice, we propose a symposium centered on new research addressing perceptions and misperceptions of allyship motivations and behavior, unintended consequences of allyship efforts, and underutilized approaches to allyship. Through this initiative, we aim to shed light on factors that can help organizations harness positive allyship intentions, ensuring the promotion of productive allyship behavior in organizational settings.

This symposium delves into the dynamics of migration and forced displacement, emphasizing challenges and opportunities in the inclusion of refugees and migrants in organizations, society, and the labor market. As migration reaches historic highs, with 108 million forcibly displaced, and a surge in global migration, achieving the UN Sustainable Development Goal #16 for inclusive societies is critical. Despite benefits, challenges persist, such as discrimination and inequality, revealing an ambivalent and paradoxical inclusion experience. The symposium, spanning diverse contexts, migration states, and inclusion needs, explores belonging, integration struggles, and challenges in agency, representation, and labor market discrimination. The goal of the symposium is to provide insights on the benefits and challenges of inclusion, and to connect these findings with wider discussions and future research opportunities in organization and management theory.

This symposium presents an in-depth exploration of the transformative impact of Artificial Intelligence (AI) on business and organizational operations. This symposium brings together a diverse range of research that delves into the multifaceted relationship between AI and various business aspects, including corporate social responsibility, human resource management (HRM) practices, and employee psychological experiences. Li, Zhu, and Yang's presentation initiates the symposium with an investigation into the U-shaped relationship between AI adoption growth rate and Corporate Social Responsibility (CSR) in Chinese firms. Utilizing the resource-based view and data from the China Stock Market and Accounting Research (CSMAR) database, this study reveals the nuanced evolution of AI integration and its implications for CSR. Ge, Song, Zhang, Zhong, and Tian follow with an examination of generative AI, particularly ChatGPT, in HRM practices focusing on age-diverse workforces. This study compares ChatGPT’s responses in HR decision-making scenarios with those of human professionals, highlighting the potential of AI in enhancing HRM efficiency and reducing age-based biases. Klonek and Hirschi's presentation shifts the focus to AI’s rapid integration into workplaces and its impact on work design and employee outcomes. Analyzing a vast dataset of tweets related to ChatGPT and work experiences, this research quantifies key work design experiences and employee attitudes, revealing both positive and negative effects of AI on job design and employee wellbeing. Lastly, Wu, Liu, Ruan, and Chen’s presentation investigates the augmentation effect of generative AI collaboration on human task performance and its psychological impacts. Through an experimental design involving tasks with and without ChatGPT assistance, this study uncovers the nuanced psychological effects of AI-human collaboration, highlighting the importance of balancing AI benefits with human psychological wellbeing. Overall, the symposium underscores the necessity of understanding the complex dynamics between AI and business to effectively navigate the evolving landscape of AI in the business world. It offers valuable insights for policymakers, corporate leaders, and stakeholders in harnessing AI's potential while addressing its challenges and ethical considerations.

Management research on humility and humble leadership has greatly increased over the past decade (Kelemen et al., 2023). Research has shown that humility has a variety of beneficial effects on individuals, teams, organizations, and even individuals themselves. This growing research on humility in the workplace has sparked additional research questions and study ideas. Acknowledging this backdrop, this symposium looks at humility from a range of areas including CEOs, entrepreneurs, leaders, and followers/employees. Examining humility from multiple perspective and levels of analysis can help scholars gain a better overall picture of the current state of the humility literature and help move this important area of research forward.

The interplay between moral capacities and career development represents a vital, yet often overlooked, dimension in organizational research. While existing literature underscores the significance of ethical behavior and moral competencies in organizations, their specific impact on individual career paths remains unclear. Behavioral ethics research has traditionally concentrated on ethical decision- making within organizations, exploring the factors that drive these decisions and their implications for both the organization and its employees. However, this line of inquiry tends to overlook the personal consequences of these ethical behaviors. In contrast, career research primarily focuses on aspects such as human capital, organizational support, and personal attributes, only occasionally intersecting with moral considerations and seldom examining the role of specific moral capacities in career advancement. This symposium aims to address this disconnect by merging insights from behavioral ethics and career research. It delves into the nuanced ways in which individual moral capacities influence career processes. By synthesizing these two fields, the symposium seeks to enhance our understanding of moral capacities in career trajectories, thereby contributing to the broader social mission of fostering meaningful work and careers in an increasingly complex world.

Research and drug development within the life sciences has increasingly relied on advances in genomics to generate new outcomes and treatments. New technologies such as CRISPR offer tremendous opportunities for new therapeutics and treatments. Not surprisingly, new institutions, policy changes towards intellectual property protection, and firm strategies have arisen to facilitate and govern innovative activity within this emerging sphere. This presenter symposium assembles three studies that provide new and complementary vantage points on the emergence of institutions, policies, and firm strategies for the development and commercialization of genomics-based therapeutics.

This presentation will delve into the dynamics of local leadership as we explore the ripple effects of governor charisma, the effectiveness of experienced leaders in crisis management, the complex relationship between political corruption and public trust, and the evolving concept of government accountability in our increasingly digital society.

This presentation will examine the complex interactions between nonprofit and for-profit entities, delving into the identity tensions of corporate volunteering, mandatory cross-sectoral CSR initiatives, collaborative approaches to providing social goods, and the effects of government support on social entrepreneurship outcomes.

This session focuses on examining the historical dimensions of governance and strategic decision-making, aiming to uncover the factors that shape organizational behavior and performance over time.