Although more organizations are seeking autistic applicants, autistic people remain in an unemployment crisis. This may be due in part to job interviews, which often implicitly evaluate relational and social skills—an area with which many autistic people struggle. To determine how to better support autistic applicants, we conduct a mixed methods study to identify, from their own perspective, the accommodations that would have the greatest impact on autistic individuals’ interview anxiety and performance. Additionally, we examine differences in interview anxiety and preferred adjustments to the interview process between both autistic and allistic participants and intersectionally across gender. Findings revealed additive effects of neurotype and gender on interview anxiety, with autistic participants reporting higher anxiety than allistic participants, and women reporting higher anxiety than men. Interestingly, despite a small number of notable differences, there were far more similarities between groups regarding preferred interview adjustments. These findings suggest that many adjustments to the interview process may be helpful across neurotypes, although they are perhaps particularly beneficial for alleviating the comparatively higher anxiety levels experienced by autistic applicants. Overall, there is a need to consider how and whether current interview best practices (e.g., standardization and structure) can be adapted to facilitate the inclusion of diverse neurotypes across a range of individual differences. As a starting point, we offer practical guidelines for managers wishing to improve the interview process for autistic and allistic applicants alike and set a foundation for future research.

Discussions of politics have become increasingly common in the workplace, likely due to increasing political polarization around the world. Because of this, political conversations have the potential to be emotionally charged and disruptive, creating tension in the workplace and negatively affecting employee productivity and well-being. In light of this possibility, the goal of the current investigation was to examine the costs of ambient political conversations in the workplace, assuming that simply overhearing such discussions-without being a participant in them-may have unintended consequences for employees. Across three studies, our findings indicated that employees experience negative affect after overhearing political conversations at work, with these effects being attenuated (amplified) in contexts where employees perceive that their coworkers are more (less) similar to them. In addition to unpacking the mechanisms through which ambient workplace political conversations might impact employee outcomes, our findings from Studies 3A-B provide evidence that under certain circumstances (i.e., when employees agree with the content of ambient workplace political conversations), employees may experience a boost in positive affect after overhearing such conversations at work. Altogether, our findings provide insight into the costs and potential benefits associated with overhearing coworkers discussing politics in the workplace, particularly for those employees who perceive themselves to be dissimilar from their coworkers. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The use of data analytics has seen widespread application in fields such as medicine and supply chain management, but their application in occupational safety has only recently become more common. The purpose of this scoping review was to summarize studies that employed analytics within establishments to reveal insights about work-related injuries or fatalities. Over 300 articles were reviewed to survey the objectives, scope and methods used in this emerging field. We conclude that the promise of analytics for providing actionable insights to address occupational safety concerns is still in its infancy. Our review shows that most articles were focused on method development and validation, including studies that tested novel methods or compared the utility of multiple methods. Many of the studies cited various challenges in overcoming barriers caused by inadequate or inefficient technical infrastructures and unsupportive data cultures that threaten the accuracy and quality of insights revealed by the analytics.

Organizations are demonstrating a burgeoning interest in hiring neurodivergent employees, prompting a parallel expansion of research on autism and employment. In this review, we evaluate, critique, and integrate diffuse research and theory on autism and employment across the domains of disability studies, autism, industrial relations, management, and rehabilitation. In doing so, we illustrate how incorporating the experiences of individuals on the autism spectrum can benefit management theory. Likewise, we highlight how existing management theory can help contextualize and enrich autism research. In addition, our review highlights barriers and potential enablers that individuals on the autism spectrum encounter during varying stages of employment, while also providing insight into steps that can be taken by organizations and practitioners to improve employment outcomes for neurodivergent individuals. We conclude with an agenda for advancing research and practice that enhances the employment experiences of autistic individuals and the outcomes of the organizations that employ them.

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This symposium explores the social barriers to creating inclusive neurodiverse workplaces and the challenge of overcoming them. Neurodiversity refers to the inclusion of neurodivergent people, those with autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), and other related neurodevelopmental conditions, in neurotypical spaces. Although neurodivergent employees offer many desirable skills and abilities, the social difficulties associated with these conditions often stand between neurodivergent applicants and long-term employment. We argue that resolvable misunderstandings drive these social difficulties and that knowledge of the origins of these misunderstandings is essential to creating inclusive neurodiverse workplaces. The papers in this symposium explore these misunderstandings in two theoretical and three empirical papers, which draw on qualitative and quantitative data collected using open-ended surveys, experiments, and a case study conducted in the field. Neurodiversity Exclusion in Organizations: A Neurotypical Stigmatizing Perspective Author: Dana L. Ott; U. of Otago Author: Emily Russo; Autism Spectrum Australia, Aspect Author: Miriam Moeller; U. of Queensland Are Image Norms Creating Misfits in the Workplace? Career Aspirations of Neurodivergent Individuals Author: Amy Hurley-Hanson; Chapman U. Author: Cristina Marie Giannantonio; Chapman U. Author: Amy Jane Griffiths; Chapman U. Not as Simple as Wearing Someone Else's Shoes: Understanding Autistic Empathy at Work Author: Maira Elize Ezerins; U. of Arkansas, Fayetteville Author: Lauren Simon; U. of Arkansas Author: Elizabeth Follmer; U. of Washington, Bothell Author: Timothy J. Vogus; Vanderbilt U. Naming and Framing: How Self-Disclosure and Information about Autism Affect Employee Selection Author: Debra R. Comer; Hofstra U. Author: Janet A. Lenaghan; Hofstra U. Author: Andrea Pittarello; Hofstra U. Author: Daphna Motro; Hofstra U. What Dandelions Teach Us about Daisies: Autism, Allyship, and Inclusive Socialization Author: Nikki Drader; U. of North Texas Author: Virginie Lopez Kidwell; U. of North Texas

In occupational safety and health, big data and analytics show promise for the prediction and prevention of workplace injuries. Advances in computing power and analytical methods have allowed companies to reveal insights from the “big” data that previously would have gone undetected. Despite the promise, occupational safety has lagged behind other industries, such as supply chain management and healthcare, in terms of exploiting the potential of analytics and much of the data collected by organizations goes unanalyzed. The purpose of the present paper is to argue for the broader application of establishment-level safety analytics. This is accomplished by defining the terms, describing previous research, outlining the necessary components required, and describing knowledge gaps and future directions. The knowledge gaps and future directions for research in establishment-level analytics are categorized into readiness for analytics, analytics methods, technology integration, data culture, and impact of analytics.

Coping with work-related stress is a key component of several theories that focus on employee well-being and performance. Yet, despite the myriad of ways that employees can cope, little is known about the complexities surrounding how employees may deploy multiple coping strategies in conjunction, particularly during unprecedented, uncontrollable, and novel socio-environmental events that disrupt work life, such as the COVID-19 pandemic. Drawing from the cybernetic theory of stress, we posit that taking a person-centered approach to coping may uncover the complex ways that employees cope with stress simultaneously, generating distinct profiles of coping. To illustrate this, we focus on employee coping within a context that has served as a significant socio-environmental jolt—working during the COVID-19 pandemic. Across two studies, we first consider distinct profiles of coping that may emerge (Study 1). We then consider antecedents related to the pandemic (i.e., work uncertainty, work location, and work arrangement autonomy) as well as outcomes of profile membership, including somatic complaints, job satisfaction, turnover intentions, and job performance (Study 2). Combined, our research contributes to the coping and stress literatures by adopting a person-centered approach that identifies how profiles of coping—rather than any one particular strategy in isolation—may facilitate employee well-being, work attitudes, and performance during periods of heightened work stress and uncertainty.

Despite the growing use of virtual communication technology and flexible work sites allowing for remote teamwork, little research has been done to systematically review workplace incivility within this context. The literature on workplace incivility has primarily been through the lens of Industrial/Organizational (I/O) Psychology, focusing on antecedents and correlational organizational outcomes. Organizational Behavior Management (OBM) strategies may provide additional insight for developing sustainable interventions for workplace incivility. The current paper discusses how OBM can supplement the I/O Psychological incivility literature and may provide additional insight into environmental context and prevention tactics for virtual workplace incivility. Specifically, we (a) identify contextual events that predict civil or uncivil behaviors by assessing antecedents, consequences, and interlocking contingencies, (b) consider value-enhancing or -abating motivating operations, (c) describe a functional assessment for pinpointing problem behaviors, and (d) suggest several potential interventions for mitigating virtual incivility.

This volume, written by thought leaders in the field of human resources management, focuses on human resources branding, innovation and creativity in HRM, high involvement work systems, work home boundary permeability, the emerging concept of grit, and data visualization issues in human resources management.

Neurodiversity is an emerging challenge and opportunity for organizations. Research on this topic explores the employment of people diagnosed with autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia, dyscalculia, and other related neurodevelopmental conditions and their inclusion in largely neurotypical organizations. This chronically underemployed population faces inaccurate stereotypes and other barriers to employment. Research presented in this symposium provides an inter-disciplinary review of research to date and as well as new insights on cultural stigmas, social and communication challenges, a framework for training neurodivergent leaders and an analysis of how they are perceived. Autism and Employment: A Review of the ‘New Frontier’ of Diversity Research Presenter: Maira Elize Ezerins; U. of Arkansas, Fayetteville Presenter: Lauren Simon; U. of Arkansas Presenter: Charles C. Calderwood; Virginia Tech Presenter: Timothy J. Vogus; Vanderbilt U. Presenter: Christopher C. Rosen; U. of Arkansas Cultural Perspectives on Neurodiversity Presenter: Miriam Moeller; U. of Queensland Presenter: Dana L. Ott; U. of Otago Presenter: Emily Russo; Autism Spectrum Australia, Aspect Not on the Same Page: Motivational Asymmetry as a Social Barrier in Neurodiverse Workplaces Presenter: Elizabeth Follmer; U. of Washington, Bothell Disclosing a Neurodiverse Identity as a Business Leader: Still an Asshole - The Case of Elon Musk Presenter: Carolin Auschra; Freie U. Berlin Leading on the Spectrum: The Case for Servant Leadership in Autistic Developing Leaders Presenter: Nikita Williams; Montclair U. Presenter: Jennifer Bragger; Montclair State U.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

In this study, we draw from 22 years of research in leadership to investigate the ambiguous relationship between the personality trait agreeableness and leadership. First, we conduct a comprehensive review of the leadership literature to build a foundational understanding of leader agreeableness that includes providing a broad definition for agreeableness, identifying emerging trends, and proposing an agenda for future research. Second, using the literature review as our theoretical foundation, we conduct a meta-analysis from the same body of literature to quantitatively decompose the relationship between leader agreeableness and leadership emergence and effectiveness. We also hypothesize and test the contextual moderating effects for gender, leadership level, and cultural context (as reflected by individualism-collectivism). Collectively, our findings provide a framework for future research on leadership agreeableness and support the notion that nice (highly agreeable) leaders can emerge as effective leaders.

This chapter discusses the emergence and decline of theories, highlighting many ways theories fall out of favor (e.g., the originator dies or loses interest, passage of time makes theory less unique, changes in the context make the theory less relevant, difficulty in testing the theory make is less attractive). Using a detailed discussion of the origins and development of political perceptions theory, this chapter illustrates the processes by which theories develop and change. We show how key concepts in political perceptions theory have developed over time, and how external factors influenced the development of the theory. We lay out the likely course of future development of this theory and links between this theory to other important trends in the literature (e.g., increasing attention to incivility).

The political landscape in the U.S. has become increasingly negative as members of major parties dislike each other more than at any time in the recent past. Some researchers characterize the dynamics as the “age of rage” (Webster, 2020). Against this backdrop we bring together four papers that outline the pervasive implications of political affiliation/ideology at work. Two papers suggest that political discourse at work, even if one is not engaging in it, has negative effects such as job dissatisfaction, rumination (on negative events), and insomnia as well as engaging in counterproductive work behaviors. A third paper addresses the explanatory variables that help understand why political affiliation/ideology related variables influence hiring. Results suggest that suspicion and trustworthiness are key variables such that suspicion helps predict negative outcomes such as expected CWBs while trustworthiness helps explain positive outcomes such as expected task performance. Our last paper addresses the issue of how political affiliation influences reactions toward anti-racism programs and shows that political affiliation was the strongest antecedent of reactions toward such programs and toward organizational attraction. All told, the papers suggest political affiliation/ideology is a critical variable with pervasive effects on employees’ cognitions, emotions, and well-being, as well as consequences for organizations. Political Discourse at Work: How and Why Ambient Political Conversations Impact Employee Outcomes Presenter: Maira Elize Ezerins; U. of Arkansas, Fayetteville Presenter: Young Eun Lee; Florida State U. Presenter: Christopher C. Rosen; U. of Arkansas Presenter: Philip L. Roth; Clemson U. Enough Already! The Implications of Political Discourse at Work Presenter: Cecily Cooper; U. of Miami Presenter: Kurt T Dirks; Washington U. in St. Louis Presenter: Craig D. Crossley; U. of Central Florida Presenter: Sharon Sheridan; College of Business, Clemson U. The Influence of Political Affiliation in the Workplace: The Role of Trustworthiness and Suspicion Presenter: Philip L. Roth; Clemson U. Presenter: Phil Bobko; Gettysburg College Presenter: Jason Thatcher; Fox School of Business, Temple U. Presenter: Wenxi Pu; U. of Manitoba Partisanship vs. Principles for Policies:What Drives Responses to Anti-Racist Workplace Initiatives Presenter: David A. Harrison; U. of Texas at Austin Presenter: Alison V. Hall; U. of Texas At Arlington Presenter: Laura Garcia; -

Big data and analytics have shown promise in predicting safety incidents and identifying preventative measures directed towards specific risk variables. However, the safety industry is lagging in big data utilization due to various obstacles, which may include lack of data readiness (e.g., disparate databases, missing data, low validity) and personnel competencies. This paper provides a primer on the application of big data to safety. We then describe a safety analytics readiness assessment framework that highlights system requirements and the challenges that safety professionals may encounter in meeting these requirements. The proposed framework suggests that safety analytics readiness depends on (a) the quality of the data available, (b) organizational norms around data collection, scaling, and nomenclature, (c) foundational infrastructure, including technological platforms and skills required for data collection, storage, and analysis of health and safety metrics, and (d) measurement culture, or the emergent social patterns between employees, data acquisition, and analytic processes. A safety-analytics readiness assessment can assist organizations with understanding current capabilities so measurement systems can be matured to accommodate more advanced analytics for the ultimate purpose of improving decisions that mitigate injury and incidents.

The COVID-19 pandemic propelled many employees into remote work arrangements, and face-to-face meetings were quickly replaced with virtual meetings. This rapid uptick in the use of virtual meetings led to much popular press discussion of virtual meeting fatigue (i.e., "Zoom fatigue"), described as a feeling of being drained and lacking energy following a day of virtual meetings. In this study, we aimed to better understand how one salient feature of virtual meetings-the camera-impacts fatigue, which may affect outcomes during meetings (e.g., participant voice and engagement). We did so through the use of a 4-week within-person experience sampling field experiment where camera use was manipulated. Drawing from theory related to self-presentation, we propose and test a model where study condition (camera on versus off) was linked to daily feelings of fatigue; daily fatigue, in turn, was presumed to relate negatively to voice and engagement during virtual meetings. We further predict that gender and organizational tenure will moderate this relationship such that using a camera during virtual meetings will be more fatiguing for women and newer members of the organization. Results of 1,408 daily observations from 103 employees supported our proposed model, with supplemental analyses suggesting that fatigue affects same-day and next-day meeting performance. Given the anticipated prevalence of remote work even after the pandemic subsides, our study offers key insights for ongoing organizational best practices surrounding virtual meetings. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Socioeconomic status (SES)—one’s objective economic and social standing—has the potential to yield critical implications for employee well-being. Despite the vast multidisciplinary literature on the topic, management scholars have historically treated SES as a control variable and have only recently begun to critically examine the role of SES at work. Because of this, relatively little is known about the role that work-specific factors play in the relationship between SES and employee well-being, as well as the role of the socio-environmental context (i.e., understanding who is more vulnerable to health inequalities due to demographics or the environmental contexts in which they operate). To integrate the study of SES more fully into management theory and research, we draw on resource-based theories to develop an organizing framework for reviewing and synthesizing the vast literature on this topic that spans multiple disciplines. In so doing, we unpack the dynamic and reciprocal relationship between SES and employee well-being, elucidating the role that work-specific mechanisms (i.e., job demands and resources) play in linking SES to well-being (and vice versa) and clarifying how these have the potential to amplify or attenuate the effects of SES on well-being. Further, we provide evidence for the role of the socio-environmental context in affecting the aforementioned relationships. We conclude with a critique of the literature, highlighting methodological limitations and opportunities for future research. Ultimately, our hope is for research in management and applied psychology to regard SES not merely as a nuisance variable, but as a subject meriting dedicated inquiry.