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To date, co-creation research in the management literature has tended to examine creativity within predefined organizational structures and workgroups. The papers in this symposium focus on how co-creation unfolds in more open, flexible environments – within various creative industries – as well as across different stages of the co-creation process relative to the final product delivery. This theme highlights the evolving nature of collaboration between creators and clients or audiences and how this interplay affects the final creative outcome. By examining co-creation at different phases – from pre-interaction to post-delivery audience engagement – this symposium sheds light on the unique processes and outcomes that emerge absent the traditional constraints of workgroups or organizations. Ink-spiration The co-creation process between tattoo artists and their clients Author: Amnah Ameen; U. of Connecticut Author: Dhvani Badwaik; U. of Rhode Island Author: Monique Alexandria Alvarez Domingo; Louisiana State U. Author: Nora Y. Madjar; U. of Connecticut Author: Alexandra Rheinhardt; U. of Connecticut Bones and Ashes Managing Exploitation Concerns Through Co-creation in Expert-Client Relationships Author: Elizabeth Hood; U. of Southern California Author: Bess Rouse; Boston College Dialing Emotions in Early Release Pitches How Developers Involve Users in Video Game Development Author: Yanbo Song; INSEAD Do Creative Assessments Change? Comparing Oscar, Razzie, and Cult Movies' Audience Evaluations Author: Spencer Harrison; INSEAD Author: Yanbo Song; INSEAD [ABSTRACT FROM AUTHOR]

This symposium showcases recent research projects on when and how employees engage in activism. Employees are engaging in social movements in and around their organizations using both persuasive and disruptive tactics to oppose their companies' practices and policies and to create change. We present new insights into how employees use internal and external digital communication tools to engage in activism. We also examine factors that promote or discourage employee activism, including gender, race, past performance, organizational culture, and occupational norms. Finally, we examine the career paths of occupational activists, including how their backgrounds may change as positions are institutionalized. We contribute to social movement theories including resource dependence, opportunity structures, perceptions of risk, and organizational change as well as the literatures on occupations and employee voice. [ABSTRACT FROM AUTHOR]

Most of the work related to 'undocumented entrepreneurs' is related to refugee, asylum seeker entrepreneurs in the European context, and undocumented immigrants in the U.S. (mainly Mexican and Central American). This stream of research has emerged and diverged from international migration scholars and the purpose of this panel symposium is to bridge the conversation as it relates to undocumented immigrant entrepreneurs generally, and we hope to explore the various ways that these two groups overlap or not. Some of this work has focused less on the effect of undocumented immigrants on informal entrepreneurship and the role of local/national/domestic policies of this group as it relates to people shifting from informal to formal entrepreneurship. We aim to provide a space for scholars from different backgrounds to enrich the discussion of potential future studies for undocumented immigrants' entrepreneurship. [ABSTRACT FROM AUTHOR]

Organizations provide guidelines, or a scaffold, for constructing work identities through audience feedback and cultural norms. This symposium examines contexts in which workers either use feedback from their interactions with proximal others to navigate restrictions imposed by the organizational scaffold (as in the case of stigmatized or low-status identities), and/or exercise agency and use unconventional interactional cues to construct their identities in the complete absence of the organizational scaffold (as in the case of independent workers and brewery founders). Putting the worker front and center, we aim to explore the ways in which individual workers craft work identities both within as well as beyond organizational scaffolds. Our discussant, Michael Pratt, a leading scholar in identity construction processes at work, will integrate insights from the presentations, and facilitate the concluding discussion about future directions for this field of research. Out Enough: Disclosure processes of individuals with concealable stigmatized identities Author: Katie Winkelman; U. of Massachusetts, Amherst Author: Emily Dunham Heaphy; U. of Massachusetts, Amherst Metrics as identity baits: Hope labor sustained Author: Farnaz Ghaedipour; Stanford U. Follow me on Instagram? Image discrepancy and identity work among online independent workers Author: Rashi Sonal; The London School of Economics and Political Science Author: Niranjan Srinivasan Janardhanan; London School of Economics Author: Elaine Cahalan Hollensbe; U. of Cincinnati Crafting a second career: Role of previous identity in establishing identities in craft breweries Author: Alexandra Rheinhardt; U. of Connecticut Author: Jinyuan Song; George Mason U. Author: Elizabeth Embry; U. of Kansas Author: Heather Ciara Vough; George Mason U. Status compensation dynamics between women in cross-occupational collaboration Author: Michelle Checketts; U. of Illinois at Urbana-Champaign Author: Teresa Cardador; U. of Illinois at Urbana-Champaign Discussion Author: Michael G. Pratt; Boston College [ABSTRACT FROM AUTHOR]

This symposium seeks to bring together a panel of junior (pre-tenure) faculty members to discuss the trials and triumphs of qualitative research. The panel discussion will focus on the personal, qualitative journeys that the panelists have embarked upon, uncovering personal processes for engaging in and managing qualitative research, the various challenges that have arisen in this process and individual approaches to dealing with these challenges, as well as the benefits and rewards of engaging in such research. The primary goals of this panel symposium are to: 1) provide a platform for sharing personal struggles and valuable insights related to qualitative research; 2) provide an opportunity for other junior scholars -- at the doctoral, post-doctorate, and Assistant Professor stages -- to seek advice and ask questions that are not typically answered in a classroom setting, and; 3) create a community of practice for junior scholars beyond the AOM Annual Meeting. By bringing together a group of junior scholars with different research interests and backgrounds, but who have spent the majority of their academic careers engaging in qualitative research, this panel is uniquely positioned to provide a diverse set of perspectives, tips, and tricks to other scholars in the early stages of their qualitative careers. [ABSTRACT FROM AUTHOR]

Despite recognizing potential ramifications for employees who protest in the workplace, researchers have rarely explored the career consequences that stem from such instances of employee activism. We integrate research on employee activism and worker norms to theorize that workplace protest represents a perceived deviation from workplace norms that can influence an individual's organizational and labor market outcomes. We investigate this premise with the 2016 National Football League (NFL) "Take a Knee" protests as a strategic research setting. Using a difference-in-difference methodology comparing players who protested police brutality by kneeling during the US National Anthem to matched non-protesters, we find that protesting was associated with more rapid exits from NFL employment. We find a heterogeneous relationship between protesting and compensation by the presence of managerial allies, or those who share a social (racial) identity with the protesting employee. Players who protested on teams with few black coaches saw reduced compensation while players on teams with many black coaches did not. Overall, the findings offer contributions for research on careers, workplace deviance, and employee activism. [ABSTRACT FROM AUTHOR]

In recent years, corporate activism has increasingly become an important avenue by which firms and their internal stakeholders are able to communicate their views on sociopolitical and environmental issues, often as a means to precipitate change within the organization and/or society at large. However, the term "corporate activism" is a contested one with no established consensus. By simply searching the term, one might come across examples of shareholders advocating for changes, CEOs speaking out on sociopolitical issues, advertising campaigns connected to controversial societal topics, or corporations signing petitions advocating a given sociopolitical position. In addition to presentations of current research in these areas, this symposium will include corporate activists as guests in the discussion to share their first-hand perspectives and insights. The purpose of this symposium is to (1) elucidate the different forms of corporate activism, (2) explore how this phenomenon is reshaping expectations of corporations and corporations' expectations of themselves, (3) consider the impact of corporate activism on society, and (4) develop a future research agenda for this evolving literature. Firm Commitment or See if I Care? Examining Implications of Passive Majority on Shareholder Activism. Presenter: Maria Goranova; U. of Wisconsin, Milwaukee. Presenter: Mark R. DesJardine; Penn State Smeal College of Business. The Career Consequences of Employee Protest: Evidence from the NFL "Take a Knee"" Movement. Presenter: Alexandra Rheinhardt; U. of Connecticut. Presenter: Ethan Poskanzer; Massachusetts Institute of Technology. Presenter: Forrest Briscoe; Pennsylvania State U. Corporate Activism, Employee Motivation, and the Social License to Affect Policy. Presenter: Mary-Hunter McDonnell; The Wharton School, U. of Pennsylvania. Presenter: Michael Toffel; Harvard Business School. Market Capabilities, Nonmarket Strategy, and Brand Activism: Exploring Strategic Complementarity. Presenter: Maurice Jerel Murphy; U. of Southern California. Presenter: Anna Eileen McKean; Northwestern U. [ABSTRACT FROM AUTHOR]

Scholars have devoted extensive effort over the years to examining how the characteristics, values, norms, and logics of communities influence organizational and individual behaviors and outcomes. Yet, despite the plethora of research examining this community-organization linkage, this work remains largely fragmented and siloed within various sub-disciplines (e.g., institutional logics, occupational research, diversity research) as well as restricted to specific levels of analysis. The purpose of this symposium, therefore, is to bring together scholars from organizational behavior and organizational theory to present their work at the community-organization interface with the goal of building a shared agenda on community research. We hope to offer a more dynamic, ongoing, recursive, and multi-level view of communities and organizations as well as present an opportunity for a vibrant discussion among our presenters, discussant, and audience members in order to stimulate future work in this area. Profiting from Lack of Cohesion: Bank Profitability in Fractured Communities Presenter: Horacio Enrique Rousseau; Florida State U. Community Embeddedness as an Opportunity Structure for Employee Activism: The Take a Knee Movement Presenter: Alexandra Rheinhardt; Pennsylvania State U. Not Just Small Potatoes: Community Collaborations, Social Movements, and Organizational Change Presenter: Leanne Mara Hedberg; U. of Alberta School of Management Presenter: Michael Lounsbury; U. of Alberta Space Oddity: How Online Community Spaces Frustrate Possible Moments of Foment and Collective Action Presenter: Anna Elise Roberts; Pennsylvania State U. [ABSTRACT FROM AUTHOR]

Despite the recent surge in interest in organizations becoming more relational and the accompanying recognition that these role-relationships have unique identities (Van de Ven, 1976), organizational identity literatures have yet to address the notion that organizations assume unique identities for each of their interorganizational role-relationships. In this paper, I explore these role-relationships with a focus on what it is that organizations and their relational counterparts contribute to their shared partnerships. I follow by analyzing the organizational role-relational identities that define these role- relationships with greater interest devoted to how these identities inform the organization's behaviors within the corresponding role-relationships. I argue that indeed it is the organization's role-relational identities that inform the organization throughout its multitude of functions and ultimately inform the organizational identity. I conclude with a discussion regarding the value of considering that role-relationships play a significant role in shaping organizations and that understanding the unique identities that are associated with each of these role-relationships can be advantageous to strategy formation and the decision making process. [ABSTRACT FROM AUTHOR]

The individual domains of identity and leadership have received significant attention within the management and organizational realms, each covering a plethora of interesting and important topics. Scholars from various theoretical stances have linked leadership and identity, establishing relationships and offering theories and evidence supporting the significance of this marriage. Our reading of this literature is that the union of these phenomena is not only promising but also at a stage where a symposium that draws attention to the interplay between leadership and identity would be quite beneficial. Therefore, we organized this symposium with three primary objectives: 1) to draw attention to the growing body of scholarly work that binds identity and leadership; 2) to present four current research endeavors that each uniquely relates identity and leadership; and, 3) to demonstrate the importance of uniting these two domains within a forum that spurs opportunities for future exploration. Our proposed symposium involves four presentations that are diverse in multiple ways: their content; the contexts in which they are studied (i.e., corporations and military units); their methods (quantitative, qualitative, and conceptual); and in the level of leadership analyzed (i.e., CEOs, supervisor, and coworker levels). More specifically, the four presentations examine a wide swath of theoretically and pragmatically important questions, including: 1) how charismatic leadership primes increased identification of followers through three levels of identity; 2) how leaders influence the relational identification and resilience of their newcomer subordinates; 3) how relational identification influences the behaviors of dyadic team members engaged in a shared leadership context; and 4) how "self-transcendent" values embraced by an organization and its CEO influence members, customers, and partners of the organization. [ABSTRACT FROM AUTHOR]