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Self-disclosure and personal communication are abundant in everyday life, including in the workplace. Given that personal communication often blurs the boundary between work and nonwork domains (Clark, 2002) and employees are being increasingly encouraged to 'bring their true selves to work' (Cha et al., 2019), it's important to understand the complexities of human conversations in the workplace. This symposium explores personal communication in the workplace with a unique lens on others' responses. Specifically, this symposium includes four empirical and one conceptual paper, all aimed at elucidating how employees respond to personal communication at work. Specifically, the papers in our symposium investigate (mis)matches between discloser expectations and responder reactions to sharing personal information at work, how coworkers evaluate the reputation of employees who disclose personal information, how leaders and followers react to a leader's disclosure of positive information, how romantic relationships at work affect others, and how employees anticipate compliance to favor-asking. In addition, the papers explore a breadth of relational contexts (e.g., leader-employee relationships, coworker relationships, romantic partnerships) and a variety of methodologies and analytical approaches (e.g., qualitative, experiments, field studies, dyadic analyses). As a set, the papers spark new conversations about workplace communication. Care to Share? Implicit Theories for Sharing Personal Information with Colleagues Author: Natalie Longmire; Tulane U. Author: David A. Harrison; U. of Texas at Austin Countervailing Reputational Implications of Sharing Personal Good News at Work Author: Catherine Kleshinski; Indiana U., Bloomington Author: Savannah Conder; Indiana U. Author: Trevor Watkins; U. of Oklahoma Author: Stephen Lee; Washington State U. Author: Satish Krishnan; Indian Institute of Management, Kozhikode I'm (Obligated to Be) Happy for You, Boss! The Divergent Implications of Leaders' Capitalization Author: Emily Poulton; Indiana U. - Kelley School of Business Author: Emma Laier Frank; U. of New Hampshire Romantic Relationships at Work—Ties that Bridge Productive Friction Author: Yejin Park; NYU Stern School of Business People Underestimate Compliance, but They Know Who to Ask: A Dyadic Perspective on Favor Asking Author: Casher Belinda; U. of Notre Dame Author: Brittany Solomon; U. of Notre Dame [ABSTRACT FROM AUTHOR]

The purpose of this symposium is to explore personal self-expression and self-disclosure in the workplace. Collectively, the papers in this symposium study predictors and consequences of bringing the personal self into the professional sphere using multiple different methodologies. These papers consider not only the perspective of the personal information discloser, but also the perspective of the disclosure recipient, thereby examining the effects of personal self sharing for both parties in the interaction. Furthermore, the current literature on self-disclosure in social psychology paints a rosy picture of this behavior, suggesting largely positive outcomes (e.g., Frattaroli, 2006). However, in this symposium, we also identify some potential drawbacks of self-disclosing to colleagues. This symposium will feature four papers as well as remarks from a session discussant in hopes of stimulating dialogue on personal self-expression and self- disclosure at work. Examining the Relationship between Daily Uniqueness Striving and Creative Idea Communication Author: Yifan Song; Texas A&M U. Author: Yixuan Li; U. of Florida Author: Junhui Yang; U. of Florida Author: Kaili Zhang; East China U. of Science and Technology These Are My (Micro) Confessions: An Episodic Theory of Micro-Confessions at Work Author: Emma Laier Frank; U. of New Hampshire The Complex Effects of Receiving Coworker Personal Disclosures: Implications for Work and Home Author: Remy E. Jennings; Florida State U. Author: Daniel Kim; U. of Florida Author: Klodiana Lanaj; U. of Florida Author: Satish Krishnan; Indian Institute of Management, Kozhikode Out-of-Context Encounters: Hierarchical Role Spillover across the Personal-Professional Boundary Author: Serenity Lee; The Wharton School, U. of Pennsylvania Author: Rachel Arnett; The Wharton School, U. of Pennsylvania [ABSTRACT FROM AUTHOR]

This symposium presents cutting-edge research on workers' daily goal process--what facilitates or interrupts daily goal pursuit and the downstream consequences, as well as the potential individual-level and daily-level contingencies. Decades of research have highlighted the importance of goal-setting and goal content, but the dynamic nature of daily goal processes is not fully understood yet. Therefore, this symposium presents four studies that examine daily goal processes from various perspectives and suggest ways to facilitate successful goal achievements. Building on multiple theoretical perspectives, these four studies advance our understanding of what creates obstacles of daily goal attainment, the outcomes of goal interruptions or failure, and possible remedies. * AI Dependence and Employee Self-regulation * Presenter: Pok Man Tang; Texas A&M U., Mays Business School * Presenter: Joel Koopman; Texas A&M U. * Presenter: David De Cremer; NUS Business School * Presenter: Haoyue Zhang; Washington U. in St. Louis, Olin Business School * Presenter: Philipp Reynders; Cardiff U. * Adaptive and Maladaptive Reactions to Daily Goal-Performance Discrepancy * Presenter: Min-Hsuan Tu; U. at Buffalo, The State U. of New York * Presenter: Yifan Song; Texas A&M U. * Presenter: Yanran Fang; Zhejiang U. * Presenter: Satish Krishnan; Indian Institute of Management, Kozhikode * The Benefits and Detriments of Leader Behaviors for Women Leaders * Presenter: Szu-Han Lin; U. of Georgia * Presenter: Marie S. Mitchell; U. of North Carolina at Chapel Hill * Presenter: Nai-Wen Chi; National Sun Yat-Sen U. * Presenter: Russell Eric Johnson; Eli Broad School of Business, Michigan State U. * A Within-Person Field Experiment to Understand Daily Temporal Leadership's Effects * Presenter: Yifan Song; Texas A&M U. * Presenter: Min-Hsuan Tu; U. at Buffalo, The State U. of New York * Presenter: Yanran Fang; Zhejiang U. * Presenter: Satish Krishnan; Indian Institute of Management, Kozhikode [ABSTRACT FROM AUTHOR]

Rather than focusing on titles and hierarchies, some recent work in the leadership literature has begun to explore how leaders view themselves, both within and outside of their formal roles. This symposium seeks to advance the field's understanding of the effects of leader self-perceptions on leadership outcomes and invites the audience into an inquiry of the role of leader self-awareness and leader identity in the leadership process. The research presented seeks to better understand (1) how leaders view themselves, (2) how leaders may increase identification with the leader role, and (3) the benefits of this identity for leadership behaviors, including leader effectiveness as well as outcomes for followers. [ABSTRACT FROM AUTHOR]

Disengagement at work has been a cause of concern for the business world for a while now. Claims are made that in excess of 70 percent of the workforce is either passively or actively disengaged, having enormous financial implications. However, urgency and extent of the practitioner discourse on the subject does not find resonance in academic research. In response to calls for better understanding of disengagement at work (e.g. Valentin, 2014; Wollard, 2011), we seek to consolidate the extant approaches employing Conservation of Resources (COR, Hobfoll, 1989) as the guiding theory. This integrative literature review proposes a conceptual model that explains the phenomenon of disengagement at work along with its antecedents, moderating influences and outcomes. Implications for research and practice have been discussed. Such an attempt is likely to encourage an informed debate on the subject in the academic domain, while simultaneously helping practitioners identify actionable antecedents and consequences of disengagement at work. [ABSTRACT FROM AUTHOR]

Utilizing the concept of "fit as moderation" from strategy literature, and by drawing from the literature on (1) corruption and growth; and (2) Hofstede's dimensions of national culture; this study investigates (1) the impact of systematic (or bad) corruption and idiosyncratic (or good) corruption on e-government maturity; and (2) the moderating effects of national culture in terms of power distance, individualism, masculinity, and uncertainty avoidance on the relationships of systematic and idiosyncratic corruption with electronic government (e-government) maturity. Based on publicly available archival data from 60 countries, for a cross-sectional period of 2004 to 2008, our results provided support for the hypothesized model. Specifically, while systematic corruption was negatively related with e-government maturity, idiosyncratic corruption was positively associated with it. Further, while the relationship of systematic corruption with e-government maturity was negatively moderated by uncertainty avoidance, the relationship of idiosyncratic corruption with e-government maturity was contingent on power distance in the negative direction, and on individualism, and masculinity in the positive directions. Our findings contribute to the theoretical discourse on e-government by not only understanding the differential impacts of corruption types on growth and maturity of e-government, but also by understanding how national culture affects the relationship of corruption with e-government maturity. [ABSTRACT FROM AUTHOR]