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In an era where team dynamics are central to organizational success, we studied the interplay between team goal orientations and its impact on performance, revealing the potential pitfalls of teams simultaneously pursuing both learning- and performance goal orientations. Three-wave, multisource data were collected from 109 teams at a large North American mortgage company. We found that teams that pursue both learning- and performance goal orientations find their task less meaningful, ultimately hindering their performance. Indeed, the relationship between team learning goal orientation and team performance via team task meaningfulness becomes more positive when team performance goal orientation is lower, and the relationship between team performance goal orientation and team performance via team task meaningfulness becomes more positive when team learning goal orientation is lower. Theoretical and managerial implications are discussed. [ABSTRACT FROM AUTHOR]

This symposium presents compelling theoretical and empirical research on the challenges that employees face to effectively manage work-home boundaries, role transitions, and well-being during an era of increased virtual work, which has been exacerbated by the Covid-19 pandemic. Our four papers highlight the struggles that modern employees face to maintain engagement and well-being when the boundaries between work and home are increasingly blurred. Importantly, the papers in this session also present promising solutions to enable employees to better manage their roles and the transitions between them. Through exploring research questions related to boundary work both before and during Covid-19, this session will provide a holistic perspective on the experiences of today's workers, as well as how employees and organizations can better utilize boundary work to improve well-being. Time Pressure and Transitions in a New Age of Virtual Work: The Moderating Role of Job Complexity. Presenter: Hayley Blunden; Harvard Business School. Presenter: Wonbin Sohn; U. of Texas at Austin. Presenter: Andrew Brodsky; U. of Texas at Austin. Presenter: Ethan Scott Bernstein; Harvard Business School. How Rituals Help Essential Employees' Work Recovery. Presenter: Benjamin Alan Rogers; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill. Presenter: Ovul Sezer; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill. Presenter: Trevor Watkins; West Texas A&M U. Presenter: Katherine Ann DeCelles; U. of Toronto. Presenter: Chen-Bo Zhong; U. of Toronto. Presenter: Michael Norton; Harvard U. Presenter: Hal Hershfield; UCLA Anderson School of Management. When Worlds are Forced to Collide: Emotional Regulation of Segmentors and Integrators in COVID-19. Presenter: Arianna M. Beetz; The Wharton School, U. of Pennsylvania. Presenter: Nancy Rothbard; U. of Pennsylvania. The Home Detachment Intervention: Boosting the Speed of Engagement and Daily Productivity. Presenter: Ryan M. Vogel; Fox School of Business, Temple U. Presenter: Jessica Beth Rodell; U. of Georgia. Presenter: Anastasiia Agolli;. [ABSTRACT FROM AUTHOR]

While extant research has outlined a list of strategic factors that might pressure organizations to adopt family-friendly programs, little work has been undertaken to develop a systemic understanding of what and how certain workgroup climate might motivate employees to announce their state of pregnancy (in contrast to concealment or delayed disclosure), and utilize the organization's on-leave benefits in a more extensive manner. Considering the persistent 'implementation gap' of family-friendly policies, the question of how such organizational initiatives become widely utilized may depend on how employees resolve their relational and professional uncertainties upon revealing their expected motherhood at work and requesting postpartum leave of absence. In this context, the present paper proposes team-level organizational justice climate as an antecedent of female employees' early pregnancy disclosure and the extensiveness (i.e., duration) of their subsequent maternal leave of absence. Under the overarching framework of uncertainty management model, dual-mediating mechanisms are proposed in such a way that pregnant employees will utilize the presence of positive team-level justice climate levels toward resolving perceived job insecurity while enhancing their sense of in-group belongingness, thereby alleviating the concerns of professional and relational uncertainties, respectively. [ABSTRACT FROM AUTHOR]