A5005601659- Management and Organizational Studies
- Job Satisfaction and Organizational Behavior
- Team Dynamics and Performance
- Cultural Differences and Values
- Innovation and Knowledge Management
- Gender Diversity and Inequality
- Supply Chain Resilience and Risk Management
- Ethics in Business and Education
- Academic Writing and Publishing
- Social and Intergroup Psychology
- Knowledge Management and Sharing
- Gender, Labor, and Family Dynamics
- Digital Economy and Work Transformation
- Qualitative Comparative Analysis Research
- COVID-19 Pandemic Impacts
- Customer Service Quality and Loyalty
- Employment and Welfare Studies
- Consumer Behavior in Brand Consumption and Identification
- Public Policy and Administration Research
- Leadership, Human Resources, Global Affairs
- Management Theory and Practice
- Work-Family Balance Challenges
- Publishing and Scholarly Communication
- Health Sciences Research and Education
- Social Capital and Networks
University of Delaware
2023-2025
Boston College
2018-2023
Case Western Reserve University
2017
Arizona State University
2014-2016
Individuals need a situated identity, or clear sense of “who they are” in their local context, to function. Drawing largely on interpretivist research, we describe the process identity construction organizations. Organizations set stage for members construct identities through sensebreaking, rendering individuals more receptive organizational cues conveyed via sensegiving. utilize sensemaking construe as progress toward desired self. Affect (feeling “this is me”), behavior (acting “me”), and...
Despite recognizing the importance of personal identification in organizations, researchers have rarely explored its dynamics. We define as perceived oneness with another individual, where one defines oneself terms other. While many scholars found that is associated helpful effects, others it harmful. To resolve this contradiction, we distinguish between three paths to identification—threat-focused, opportunity-focused, and closeness-focused paths—and articulate a model includes each....
Why don't we blink when our organizations are described as friendly or aggressive? do expect to care about well-being? We argue that anthropomorphism—an attribution of human qualities behavior nonhuman entities, objects, and events—is both pervasive surprisingly important in organizational life. Anthropomorphism helps satisfy the motives for sensemaking social connection, even if veracity results is eye beholder. Although anthropomorphism has broad relevance various domains, primarily focus...
The increasing use of technology and rise virtual work has fundamentally changed how employees interact with each other. No longer can reliably predict when where their coworkers will work, transforming the very ways in which coworker relationships unfold over time. This is perhaps especially true for multiplex relationships, fuse a relationship friendship strongly affect job satisfaction turnover intentions. Through qualitative study Fortune 500 firm largely remote workforce, we build...
Positive work relationships often emerge when coworkers blur the boundaries of their and nonwork lives in interactions. A growing body scholarship suggests that such boundary blurring increasingly occurs a variety settings. However, existing research has drawn mixed conclusions about whether boundary-blurring interactions settings lead to beneficial or detrimental outcomes for coworker relationships. Through an inductive study users exercise platform Peloton, we build theory on how why...
The social sciences, including management, are at a crossroads. Globally, scholars increasingly pressured to publish in top journals, compelling editorial boards recruit more individuals—including those with less experience—to meet the demand. Furthermore, validity of sciences is under scrutiny light ethical violations, article retractions, and calls for relevant research. At epicenter this conundrum lie journal editors, who adjudicate quality potential submitted With these issues as...
Soldier-medic. Undercover police officer. Collaborative divorce attorney. Certain jobs require an individual to enact antithetical sets of role expectations (to do X and not-X), such as saving a life taking life, in the case soldier-medic. Despite their important consequences, we lack unifying framework for implied identity foils—where one is expected be both Dr. Jekyll Mr. Hyde (a life-saver life-taker). To this end, build theory on how why foils arise organizations. We offer model...
As jobs become increasingly unstable and contingent employees are geographically separated likely to communicate via technology, may find it more difficult feel connected with each other navigate work interactions. We theorize that, given such circumstances, engage in work-related imagined interactions, mental simulations of interactions others. Drawing on a core social motives framework (Fiske, 2010), we propose two primary types interactions: those aimed at helping others (i.e., concerning...
Organizations are fundamentally social structures that largely formed and experienced through interpersonal relationships, making research on relationships both central critical to our understanding of organizational life. There many closely related constructs in describe how people relate one another individuals may come define themselves terms or a work relationship. Consequently, these remains potentially elusive as scholars interchangeably use differentiated not fully grasp the...
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This symposium is focused on individuals who advocate for ethical and social issues in the workplace. There evidence that speaking up about such can be risky lead to negative personal professional consequences those do so. The papers this will explore various factors might discourage from up, as well drive them despite these risks. examine different contexts, diversity inclusion, organizational norm violations, broader institutional change, use a range of methodological approaches, including...
While the review process is well-recognized for its gate-keeping function (Crane, 1967; de Grazia, 1963), narrative regarding iterative that takes place between a “revise & resubmit&x201D; and letter of acceptance one about which we hear little, unless directly involved in process. In particular, notion theoretical contribution, or how work furthers our insight into particular topic, particularly fraught with challenges terms to craft what (Corley Gioia, 2011; Weick, 1995). How contribution...
There is a growing awareness among researchers that individuals have multiple identities, and these identities may be simultaneously salient (Ashforth & Johnson, 2001; Postmes Jetten, 2006; Ramarajan, 2014). This has led scholars to call for an increased understanding of how individuals’ many work together influence organizational outcomes (Ashforth, 2007; 2014; Roccas Brewer, 2002). In answer this call, studies examined the impact at collective level (e.g., Fiol, Pratt, O’Connor, 2009) as...
Identities, defined as the answer to “Who am I?” (Ashforth, Harrison, & Corley, 2008), evolve in response situational changes and proactive efforts manage self (Alvesson Willmott, 2002; Sveningsson Alvesson, 2003). Recognition of such temporality has led scholars increasingly examine ways that past, current, future identities might influence each other individuals' behaviors within organizations (e.g., Eury, Kreiner, Treviño, Gioia, 2018; Obodaru, 2017; Schabram Maitlis, Strauss, Griffin,...
This year’s Academy of Management theme is “broadening our sights.” An important lens through which people perceive and make sense their organizational environment the interactions relationships that they have with other at work. Work in organizations inherently relational (Blustein, 2011), an intrinsic need to connect each (Baumeister & Leary, 1995). Scholars even argued interpersonal “are foundation life” (Reis, Collins, Berscheid, 2000, p. 844). Indeed, individuals’ shape many aspects...
This symposium showcases current research on workplace relationships – including focus connection, disconnection, and dynamic transitions between the two in order to improve our understanding of how workers experience bridge space themselves others at work. The four papers presented (1) identify a novel phenomenon called “disrupted socializing,” which includes changes friendly social interactions that occur among coworkers reaction abrupt how, when or where work is conducted; (2) explore...
We build on the idea that identity is inherently relational and comparative to note that, as of yet, little known about how an organization its members experience being targeted for disidentification by another entity (i.e., contrast). develop theory from organization’s point view, in doing so, offer novel insights dynamic interplay between protagonist (the disidentifying) foil disidentified with). consider competitive context which two organizations coexist address why might engage...
Organizations and their members frequently face extra-organizational crises of various magnitudes. While several bodies literature have focused on how individuals react to that occur within one’s organization, we know less about are external a given organization influence internal dynamics. However, as the COVID-19 pandemic has made evident, can shape not only type work people may be able pursue, but also they go doing it, including see themselves relate others. In proposed symposium, ask...