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Known by a variety of labels (e.g., latent profile/class analysis, latent growth curve modeling, latent transition analysis, fuzzy set qualitative comparative analysis), person-centered techniques represent a conceptual, methodological, and analytic departure from traditional variable-centered approaches to studying organizational phenomenon. Focused on identifying subpopulations, patterns, clusters, or classes of observations within samples, person-centered techniques represent an area of increased attention over the past decade in organizational behavior and human resource management. However, this increased attention has come with some "growing pains," as researchers still have questions about the value and design of person-centered studies, the application of person-centered techniques and the interpretation of findings, and the publication of articles based on person-centered techniques. This panel includes four experts on this topic who will address questions pertaining to three thematic domains: person-centered concepts and theory, research design and methods, and analyses, reporting, and interpretation. The panelists will provide their assessment of the current state of this research, and their recommendations for future research taking a person-centered perspective in an effort to inform organizational behavior and human resource management scholars interested in this approach. [ABSTRACT FROM AUTHOR]

Supporting employees to balance work and nonwork roles is important to contemporary organizations. Considerable research has focused on how formal organizational policies (family-friendly programs, flexible arrangements) and informal workplace support from the supervisor help employees navigate work-family issues. Nevertheless, less attention has been paid to work-family climates, another important form of informal workplace support from the organization. Adopting a work-home perspective, which highlights interdependencies in work-home relationships, we study the antecedents and outcomes of climates for work-life inclusion. For antecedents, we propose and test two organizational structural characteristics (the extent of women's top management representation and gender-inclusive HR practices) that may facilitate the formation of climates for work-life inclusion. For outcomes, we investigate the positive cascading effect of climates for work-life inclusion on employees' work-nonwork balance and whether women (vs. men) may benefit more from such climates. In addition, at the organizational level, we examine whether climates for work-life inclusion help promote financial performance (operationalized as return on sales) and prevent human capital loss (operationalized as voluntary turnover rate). We tested the research model with two waves of matched employer-employee survey data (2020-2021) from 207 firms in China and found general support for our hypotheses. We discuss future research implications. [ABSTRACT FROM AUTHOR]

Over the past decades, considerable research has been devoted to generating a better understanding of the impact of the aging population and workforce. At the request of the Alfred P. Sloan Foundation, the National Academies of Sciences, Engineering, and Medicine convened the Committee on Understanding the Aging Workforce and Employment at Older Ages (the Committee), an interdisciplinary panel of scholars, to assess what is known about the aging workforce in the United States, identify gaps in current knowledge and data infrastructure, and make recommendations for future research and data collection efforts. This symposium presents the findings of the Committee's forthcoming report Understanding the Aging Workforce: Defining A Research Agenda. The symposium is designed to highlight important research findings from the Committee's report and outline a new research agenda that is focused on further elucidating the heterogeneity of older workers' experiences and outcomes and identifying the role of workplaces in enabling and constraining work behaviors at older ages. To this end, the discussant will demonstrate how the conclusions reached by the four presentations together reveal a future research agenda and the methodological and data infrastructure needed to make this research agenda a reality. * Work and Retirement Pathways: A New Conceptual Framework * Presenter: Mo Wang; U. of Florida * A Life Course Perspective on Inequity in Work and Retirement * Presenter: Emma Aguila; U. of Southern California * The Effect of Workplace Practices on the Employment Decisions of Older Workers * Presenter: Peter B. Berg; Michigan State U. * Age Discrimination: Several Anomalies in Search of Some Answers * Presenter: Susan Fiske; Princeton U. [ABSTRACT FROM AUTHOR]

Over the years, the topic of gender and leadership has aroused considerable interest from organizational scholars, with research finding important gender differences across a range of outcomes relevant to leadership (e.g., Eagly & Karau, 2002; Paustian-Underdahl, Walker, & Woehr, 2014). For example, men and women differ in their propensity to attain positions of power within organizations (Gino, Wilmuth, & Brooks, 2015), with women remaining substantially underrepresented in leadership (Catalyst, 2020). Once a leadership position is attained, important gender differences emerge in how male and female leaders are then perceived by others. For instance, female leaders often suffer significant social penalties for performing traditional male-oriented roles (e.g., Eagly & Karau, 2002; Koenig et al., 2011) and, as a result, experience a greater likelihood of sabotage, criticism, and undermining relative to their male counterparts (e.g., Ely, 1994; Heim, 1990; Rudman et al., 2011). Likewise, scholars have studied potential gender differences in the behavior of leaders, with meta-analytic evidence suggesting that men and women often differ in how they lead and treat their direct subordinates (Eagly et al., 2003; Mackey et al., 2017). Despite these fruitful ?ndings and discussions, there is still much to be known at the intersection between gender and leadership. For example, little is known about how women's cognitive processes may affect leadership pursuit. Moreover, although research has investigated potential differences in how male versus female leaders are perceived by others, oftentimes such impressions are assessed using a single behavioral indicator (e.g., anger; Brescoll & Uhlmann, 2008). Likewise, while studies have shown that there may also exist important differences in the ways in which male and female leaders treat their direct subordinates, much of this work has focused somewhat narrowly on particular behavioral (e.g., transformational leadership) or decision-making (e.g., autocratic versus democratic) styles. Recent scholarship has taken notice of these limitations, and have called for additional insight into how gender effects the ways in which leaders emerge and are perceived, and for further research on the gender differences in "leader behaviors beyond transformational leadership and those that are highly agentic or communal in both intrapersonal and interpersonal leadership processes" (Shen & Joseph, 2021). Thus, it appears we may have only scratched the surface in understanding gender differences in leadership. Accordingly, there are likely important and interesting avenues still waiting to be explored within this area of research, such as the cognitive and structural underpinnings that can inform why men and women differ in their propensity to pursue leadership positions, the complex and evolving impressions formed about men and women once they attain leadership positions, and the potential differences in the ways in which male and females lead, react to, and potentially harm, their direct subordinates. Our symposium aims to tackle these questions and deepen our understanding of gender and leadership by bringing together four papers that explore a broad range of outcomes relevant to leadership. Moreover, the papers included in this symposium will explore a diverse set of contexts, theories, and conditions that further explain why, how and when gender differences in leadership manifest within organizations, thus providing exciting new directions for future research. * Women's Likelihood to Pursue Majority-male Leadership * Presenter: Rachael Goodwin; Syracuse U. Whitman School of Management * The Effects of Sequences of Female vs. Male Leader Behaviors on Subordinates' Perceptions of Them * Presenter: Jennifer R. Overbeck; Melbourne Business School * Presenter: Michael James Zyphur; U. of Melbourne * Gender Differences in Supervisor's Emotional and Behavioral Reactions to Subordinate Influence * Presenter: Joel B. Carnevale; Syracuse U. * Presenter: Lei Huang; Auburn U. * Presenter: Lingtao Yu; U. of British Columbia * Presenter: Lin Wang; Sun Yat-Sen U. * Supervisors' Gender and Promotion Speed on their Derogation of Subordinates' Promotability * Presenter: Ying Wang; U. of International Business and Economics * Presenter: Zhi Liu; Guanghua School of Management, Peking U. * Presenter: Siting Wang; Hong Kong Baptist U. * Presenter: Mo Wang; U. of Florida [ABSTRACT FROM AUTHOR]

Organizational scholars are coming to identify retirement as an important component of careers, with important implications for phenomena such as employee well-being and organizational competitiveness. However, important questions related to the psychological and social processes that predict individuals' retirement-related decisions, and well-being in retirement remain unexplored. This symposium advances our understanding of retirement by addressing some of these questions. We present four papers that draw on a variety of theoretical perspectives, levels of analysis, and research designs to offer novel insights into different aspects of retirement. Following the presentations, Mo Wang, a leading voice in the retirement literature will lead the audience in an interactive discussion. * Crafting a fulfilling second act: how personal projects facilitate well-being in retirement * Presenter: Min Yu; Arizona State U. * Presenter: Samir Nurmohamed; The Wharton School, U. of Pennsylvania * Presenter: Edward McClain Wellman; Arizona State U. * Retaining Retirement-Eligible Older Workers through Human Capital Development: The Effects of... * Presenter: Yixuan Li; U. of Florida * Presenter: Konrad Turek; Netherlands Interdisciplinary Demographic Institute (NIDI) * Presenter: Kène Henkens; Netherlands Interdisciplinary Demographic Institute (NIDI) * Presenter: Mo Wang; U. of Florida * The Role of Meaning in Life, Worker and Retiree Social Identities as Overlooked Key Challenges in... * Presenter: Shona G. Smith; U. of Texas At Arlington * Presenter: Ariane Froidevaux; U. of Texas At Arlington * Presenter: Andreas Hirschi; U. of Bern, Work and Organisational Psychology * The Role of Affect and Social Norms in Preferences for Guaranteed Income Streams in Retirement * Presenter: Helen Colby; Indiana U. * Presenter: Suzanne Shu; Cornell U. [ABSTRACT FROM AUTHOR]

A successful school-to-work transition is crucial for initial labor market entry as well as long-term career success. Scholarly interest in how young adults can achieve a successful transition to work has grown considerably in recent years in a range of disciplines. However, there is little interdisciplinary connectivity, which causes a lack of clear definition, scope, and empirical body of knowledge in this area. To synthesize this fragmented field, we systematically reviewed school-to-work transition literature published during the past 25 years, using a careers lens as an organizing framework. The objectives of this paper were threefold: a) to provide an overarching definition of the school-to-work transition, b) to systematically review the antecedents and outcomes of the school-to-work transition, and c) to synthesize the literature by developing an integrative theoretical model of antecedents and outcomes of the school-to-work transition. In doing so, we argue that school-to-career transition, thereby considering both short-term and long-term outcomes, is a more appropriate term to adopt moving forward. Finally, we provide suggestions for several key areas for further research, as well as practical implications for young adults, educational institutions, and human resource professionals. [ABSTRACT FROM AUTHOR]

The current research develops and validates a measure of employee Risky Instrumental Behavior (RIB), a new construct capturing a novel form of employee discretionary behavior which, while presumed to enhance one's performance, also poses physical and/or psychological risks to one's well-being. To assess RIB, we refined and validated a 7-item scale using six samples of individuals employed in various lines of work in three countries (USA, Israel, and China). Findings indicate that the RIB scale: (a) demonstrates high reliability and content validity; (b) is positively correlated, yet distinct from, other established employee discretionary work behaviors such as organizational citizenship behavior, pro-social rule breaking behavior, and working excessively; and (c) demonstrates incremental validity in the prediction of important employee outcomes including physical health, resource depletion, work exhaustion, and supervisor-rated performance, over and above demographics and other related discretionary work behaviors. We also identify situational (work pressure) and personality (conscientiousness and neuroticism) factors as antecedents of RIB. The theoretical and empirical implications of capturing this novel form of employee discretionary work behavior are discussed. [ABSTRACT FROM AUTHOR]

There is a growing research interest in the concept of silence that is broadly understood as employees' self-censorship in communication with their managers. Though the phenomenon is important for many organizations and attracts the interest of scholars, the field remains theoretically fragmented and predominantly conveys a rather narrow interest in how employees use silence in adverse organizational environments. Yet, an increasing number of research studies demonstrate that silence is not a uniform concept: it can play a variety of roles and lead to both favorable and unfavorable effects for employees and organizations. Therefore, in this symposium, we introduce a broader perspective and open up new frontiers of studying silence in organizations. A nationally diverse team of scholars will represent several theoretical approaches and discuss both positive and negative roles of silence in and around organizations. More specifically, we will 1) report novel empirical insights about the dynamic nature of silence and its relationship with leadership; 2) share conceptual developments in psychological safety and silence in teams; 3) theorize about the communicative constitution of silence; 4) propose the reconfiguration of a theory dealing with silent employee responses to adverse conditions at work; 5) and, lastly, present an analysis of the methodological challenges that hinder theoretical developments and suggest ways in which these challenges might be addressed. Finally, the discussant Amy Edmondson will provide the commentaries, discuss the state of the field, and propose future research directions. In with the New, Out with the Old: The Impact of Leader Succession on Team Silence. Presenter: Nate Zettna; U. Of Sydney. Presenter: Helena Nguyen; U. Of Sydney. Presenter: Yiduo Shao; U. of Florida. Presenter: Mo Wang; U. of Florida. Work Conversations that Work. Presenter: Tijs Besieux; KU Leuven. Presenter: Amy C. Edmondson; Harvard U. When speech is only silver: Exploring the importance of silence in theorization processes. Presenter: Dennis Clemens Jancsary; WU Vienna. Employee silence and the EVLN model revisited: A commentary. Presenter: Karen Harlos; U. of Winnipeg. Methodological Challenges to Studying Silence in Organizations. Presenter: Irina Liuberté; ISM U. of Management and Economics. Presenter: Dovile Petreikiene; ISM U. of Management and Economics. Presenter: Bernadeta Gostautaite; ISM U. of Management and Economics. Presenter: MARGARITA PILKIENE;. [ABSTRACT FROM AUTHOR]

The adoption of machine learning (ML) techniques in business research has significantly grown in recent years, with many studies using off-the-shelf ML algorithms to replace the labor-intensive coding of large unstructured datasets. Most published studies, however, failed to examine how errors in ML outputs affect the validity of the study results. This article shows, if unchecked, even a very small machine learning error (e.g., 5% for a binary output) could be amplified in subsequent statistical analysis to produce significant changes in research outcome, hence threatening its validity. After clearly differentiating two seemingly interchangeable concepts (i.e., ML error in the ML output vs. ML-induced bias in the empirical-analysis output), we develop a theoretical framework that demonstrates the possibility of having a large ML-induced bias despite of a small ML error. We discuss three common sources of the error-to-bias amplification stemming from the design of an ML algorithm. To mitigate the amplification, we introduce a novel correction process that not only significantly outperforms baseline approaches commonly adopted in the existing literature, but also can be readily adopted for a wide variety of ML algorithms and empirical studies. These advantages are demonstrated through a study that applies a state-of-the-art ML algorithm for facial recognition using real-world data. [ABSTRACT FROM AUTHOR]

Job search is a dynamic, self-regulated process during which individuals engage in various behaviors and strategies to obtain employment, while considering individual and contextual factors (e.g., network centrality). As individuals engage in job seeking over time, they are likely to behave in an adaptive manner, to adjust their job search strategies, and to recover from the depleting effects of job search self-regulation. Furthermore, individual differences have the potential to interact with contextual boundaries in a way which may be predictive of job search behaviors over time. Although there has been increased attention to these issues, there is a need for deepening our understanding of whether and how individual, social, and contextual factors affect job search self-regulation across the entirety of the job search process. As such, this symposium seeks to highlight current advancements in the job search literature by considering how one's social network, social capital, career alternative, and job search recovery affect self-regulatory processes and outcomes for better or for worse. By furthering the development of self-regulatory theory pertaining to job search, we highlight current and future directions for job search scholarship, while providing new, nuanced insights into job seekers' experiences. Social Capital During Job Search: Influence on Processes and Outcomes Presenter: Serge P. Da Motta Veiga; American U. Presenter: Annika Wilhelmy; U. of Zurich Presenter: Katrin Hasler; Skillsgarden AG Presenter: Mirjam Ambuehl; Skillsgarden AG Presenter: Martin Kleinmann; U. of Zurich A Networking Perspective of Job Search for Graduating Students Presenter: Jomel Wei Xuan Ng; National U. of Singapore Presenter: Zhaoli Song; National U. of Singapore A Multi-Wave Study on the Role of Progress in Shaping the Self-Regulatory Dynamics of Job Seeking Presenter: Edwin A.J. Van Hooft; U. of Amsterdam Presenter: Jessie Koen; U. of Amsterdam Presenter: Anouk Kranenburg; U. of Amsterdam How Low Self-Efficacy and Few Career Alternatives Hamper Unemployed Job-Seekers' Career Adaptation Presenter: Ute-Christine Klehe; Justus-Liebig U. Giessen Presenter: Thomas Kruppe; Institute for Employment Research Presenter: Ulrike Fasbender; Justus-Liebig U. Giessen Does Recovery Benefit Job Seekers? A Weekly Investigation Presenter: Rebecca MacGowan; U. of Arizona Presenter: Allison S. Gabriel; U. of Arizona Presenter: Serge P. Da Motta Veiga; American U. [ABSTRACT FROM AUTHOR]

Drawing upon the stage model of innovation and the Ability-Motivation-Opportunity (AMO) framework, we hypothesize the mediating role of top management team (TMT) creativity and the moderating roles of external social capital and environmental uncertainty in the relationship between TMT creative team environment and organizational innovation. Consistent with the stage model, results based on multiple-source data from 90 TMTs showed that TMT creativity mediated the relationship between a creative team environment and organizational innovation. Moreover, external social capital amplified, but environmental uncertainty weakened the relationships that a creative team environment has with TMT creativity and subsequently organizational innovation via TMT creativity. Our study advances team creativity theory and research by introducing a fresh external contingency perspective to modify the predictions of the internal environment perspective. In particular, we not only tested the stage model of innovation by showing TMT creativity as a mechanism linking creative team environment and organizational innovation, but also extended it by revealing external boundary conditions for this mechanism. Keywords: creative team environment, TMT creativity, organizational innovation   [ABSTRACT FROM AUTHOR]

The papers included in this symposium link to the Opening Governance theme because they each address the relationship between companies and their customers. Typically, companies view themselves as managing their employees, but as customer service work expands, the need for organizations to protect their employees is increasing. In this session, we present four papers that together advance our understanding of the consequences of customer mistreatment of employees, and potential ways to mitigate the negative effects on employees of these difficult interactions. These studies consist of field data collected from the service workforce using various research designs (e.g. event level, cross-sectional, and longitudinal) from multiple data sources including employees, co-workers, supervisors and customers. Moreover, these studies were undertaken in different countries (e.g., China, South Korea, the Philippines)-adding the opportunity for discussion about cross-national differences in customer mistreatment of employees. [ABSTRACT FROM AUTHOR]

In this session, we present three papers that together advance our understanding of the consequences of customer mistreatment of employees, and potential ways to mitigate the negative effects on employees of these difficult interactions. These studies all consist of field data collected from the service workforce using multiple designs (e.g. event level, cross- sectional, and tetradic collected at three points in time) from multiple sources of data including employees, supervisors and customers. Moreover, these studies are undertaken in different countries - China, the Phillipines, Canada, and South Korea adding the opportunity for discussion about cross-national difference in customer mistreatment of employees. The Role of Self-Esteem Threat in the Experience of Customer Mistreatment. Presenter: Rajiv Amarnani; Australian National U. Presenter: Simon Lloyd D. Restubog; The Australian National U. Presenter: Prashant Bordia; The Australian National U. Customer Mistreatment and Employee Attributions: An Event Level Analysis. Presenter: Yujie Zhan; Wilfrid Laurier U. Presenter: Xiaoxiao Hu; Old Dominion U. Presenter: Xiang Yao; Peking U. Presenter: Manuela Priesemuth; Wilfrid Laurier U. The Compensatory Effect of Supervisor Fairness in Predicting Employee Sabotage Toward the Customer. Presenter: Daniel Skarlicki; U. of British Columbia. Presenter: Danielle van Jaarsveld; U. of British Columbia. Presenter: Ruodan Shao; City U. of Hong Kong. Presenter: Young Ho Song; McGill U. [ABSTRACT FROM AUTHOR]

Emergent patterns of newcomer behaviors, as manifestations of their adjustment process, are important components of socialization theories and often have significant implications to employee and organization outcomes. However, the current newcomer socialization literature provides little insights in the possible shape, antecedents, and consequences of such patterns. In the current study, we focus on the growth trajectories of a type of risky but instrumental behavior for newcomers in many occupations, namely work-based heavy drinking. Drawing on the modeling literature and the stakeholder sensegiving literature, we predict the emergence of a high-risk upward trajectory and a low-risk flat trajectory of such behavior. Using longitudinal data from 147 newcomers, along with their veteran teammates and supervisors, in 57 sales and client-service teams, we demonstrate that veteran peer group alcohol use norms (i.e., modeling) and veteran peer group socialization (i.e., sensegiving) interact in predicting the likelihood of newcomers exhibiting the high-risk pattern vs. the low-risk pattern. In addition, compared with the low-risk pattern, the high-risk pattern is associated with higher performance ratings, but also higher work-family conflict and higher turnover probability. The findings are discussed in terms of theoretical and practical implications. [ABSTRACT FROM AUTHOR]

Drawing upon theory and research on leader differentiation and justice climate, we hypothesize and test an inverted U-shaped relationship between a leader's differentiated individual-focused transformational leadership (DITL, the degree to which a leader exhibits varying levels of transformational leadership behaviors to different followers) and leader performance. Results based on followers' and higher-level supervisors' ratings on 2176 U.S. managers indicate that at the low-to-moderate range, DITL is positively related to leader performance but this relationship becomes negative as DITL reaches the high range. In addition, the leader's group-focused transformational leadership has a positive indirect effect on leader performance via group's overall justice climate. Importantly, justice climate helps to connect group-focused leadership to DITL such that justice climate moderates the inverted U-shaped relationship between DITL and leader performance. This curvilinear relationship is more pronounced when justice climate is high as opposed to low. These findings shed important light on the critical balance leaders have to strike using the differentiation approach and the average-style approach. [ABSTRACT FROM AUTHOR]