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It is a common assumption that organizations should avoid "bad" behaviors, as such behaviors have very few positive outcomes or they are likely motivated by undesirable antecedents. In this symposium, we question this prevailing wisdom, in several ways. We suggest that bad behaviors may both inspire positive outcomes (task performance) and be motivated by seemingly "positive" or innocuous antecedents (gratitude, psychological distance). Additionally, we find that engaging in "bad" behaviors (expressing anger) may have positive relational consequences. Together this symposium explores a series of counterintuitive findings that help explain why bad may be good, and good bad in ways that helps illuminate unexpected behavioral mechanism in workplace relationships. Responses to Observing Others Caught Cheating: The Role of Schadenfreude Author: Daphna Motro; Hofstra U. Author: Benjamin G. Perkins; U. of Arizona Author: Aleksander P.J. Ellis; U. of Arizona Building Swift Trust via Emotional Small Talk Prior to a Virtual Exchange Author: Laura Rees; Oregon State U. Author: Dejun Kong; U. of Colorado, Boulder Author: Liuba Belkin; Lehigh U. Be Cautious when you say 'Thank You': Leaders' Gratitude Expression Leads to Unethical Behavior Author: Hamed Ghahremani; U. of New Orleans Author: Ning Xu; Stockholm School of Economics Author: Dinah Payne; U. of New Orleans Who Finds Abusive Supervision Acceptable and Why?: The Role of Social Distance as a Mechanism Author: Jake Gale; Indiana U. - Kelley School of Business Author: Amir Erez; U. of Florida Author: Debra L. Shapiro; U. of Maryland Author: Eean Crawford; U. of Iowa Author: Richard Kuerston; - [ABSTRACT FROM AUTHOR]

In this symposium, we present five studies that examine the ways in which emotions simultaneously influence and are influenced by interactions at work. Our presenters use content-coding, experience- sampling, field and online experimental research methods, and rely on various organizational and emotion theories, to examine the joint influence of emotions and interactions on each other and on outcomes. Specifically, our presenters highlight how: (1) emotions influence employees' interactions with others and (2) others' interactions with the employee; (3) how interactions influence employees' emotions, which (4) can be regulated in ways that influence subsequent interactions; and (5) how emotions shape employees' interactions with their organizations and communities. In addition to the contributions to theory development, our presenters offer practical implications for managers to better understand the relationship between workplace interactions and emotions. Dr. Shane Connelly will discuss and integrate the findings presented and offer additional insight into the understanding of the relationship between emotions and interactions at work and beyond. From Road to Rage: How Commute Stress Causes Rudeness at Work (And What to Do About It). Presenter: Jake Gale; U. of Florida. Presenter: Trevor Foulk; Robert H. Smith School of Business, U. of Maryland. Presenter: Amir Erez; U. of Florida. Presenter: Satish Krishnan; Indian Institute of Management, Kozhikode. Battling Boredom: Identifying How People Behave Toward Bored Employees. Presenter: Manuel F. Gonzalez; Baruch College. Presenter: Yochi Cohen-Charash; Baruch College & The Graduate Center, CUNY. Presenter: Shirley Chiem; Bernard M. Baruch College. Presenter: Manav Tilwani; Baruch College. Envy You: When does Envy Yield Proactivity? Presenter: Neha Tripathi; National U. of Singapore. Presenter: Daan Van Knippenberg; Drexel U. Presenter: Jinlong Zhu; Renmin U. of China. Regulate Others' Emotions, Not Your Own: The Role of Emotion Regulation in Emergent Leadership. Presenter: Arik Cheshin; U. of Haifa. Presenter: Gil Luria; U. of Haifa. Affective and Behavioral Consequences of Corporate Social Responsibility: A Field Experiment. Presenter: Florencio F. Portocarrero; U. of California, Irvine. [ABSTRACT FROM AUTHOR]

Research on workplace incivility is blossoming (see Schilpzand, De Pater, & Erez, 2016) with many new quality papers published each year on experienced incivility, witnessed incivility, and instigated incivility. The goals of this symposium are to showcase the various ways in which the incivility literature is evolving and to stimulate ongoing incivility research that builds on these new theoretical and empirical insights. In pursuit of these two missions, for this symposium we invited a group of researchers who are conducting novel direction-setting and cutting-edge research on workplace incivility to contribute their latest work. The five included studies will reveal novel theoretical directions and empirical insights about uncivil workplace conduct that organizational behavior scholars may build upon in their own research. [ABSTRACT FROM AUTHOR]