Seminar Series
2019-2020 Academic Year
All seminars are held 10:00-11:30 am in Carlson 1-142 unless otherwise noted.
Kristie Rogers (Marquette University)
Title: Walking the Tightrope of Optimal Distinctiveness as a Woman in the Boardroom
Abstract: This study builds theory on how women experience the role of corporate director through first-hand accounts of those living it. Our qualitative data include an initial focus group, two board recruiters, and 48 one-on-one interviews with women currently serving on 93 corporate boards and collectively representing 835 years of board experience. These data indicate the shared, salient and pervasive challenge of balancing perceived similarity to peer directors with positive distinctiveness from them. Signals of dissimilarity were regularly described by participants and often associated with perceived separation from their majority counterparts. The data suggest that participants experienced a psychological progression from imbalance to balance between similarity and positive distinctiveness. An accumulation of informal board roles – from the prototypical functions of CEO advisor and board monitor, to roles enriching board process, to acting as a change agent – accompanied the progression toward balance on the similarity- positive distinctiveness tightrope. We discuss contributions to research on gender and corporate governance as well as research on individual identity dynamics, providing implications for advancing theory and board practice.
Pri Shah (University of Minnesota)
Title: Origins of Conflict
Abstract:
Peter Bamberger (Tel Aviv University)
Title: Pay Transparency's Wider Effects: How and When Pay Secrecy Affects Employee Turnover and Counter-Productive Work Behavior
Abstract: In this talk, after reviewing earlier research on pay transparency, I will discuss findings from two recent sets of studies building on uncertainty management theory. In the first set of studies, we develop and test a model explicating how and when secrecy in pay communication affect employee turnover-related outcomes (i.e., employee voluntary turnover intentions and firm turnover rates). Using data collected at the individual (Study 1) and enterprise (Study 2) levels, results indicate that rather than being universal, the relationship between pay secrecy and turnover is contingent upon perceptions of outcome fairness (i.e., distributive justice), with turnover intentions (at the individual level) and turnover rates (at the firm level) sensitive to the degree of secrecy in pay communication only under conditions of higher levels of distributive justice. In the second set of studies we examine the implications of procedural and distributive pay transparency on two forms of counter-productive work behavior (CWB), namely CWB directed towards the organization (CWB-O) and CWB directed against other individuals (CWB-I). Study 1, a field study, revealed that procedural pay transparency was inversely related to CWB-O with this effect mediated by higher perceived procedural justice, while distributive pay transparency was positively related to CWB-O via lower perceived distributive justice. Distributive pay transparency was also positively associated with CWB-I, with this effect explained by diminished social-mindfulness as moderated by social value orientation. Study 2, a lab-based team simulation manipulating participants’ pay level relative to that of teammates, extended these results. Pay transparency (vs. secrecy) generated higher (lower) levels of CWB-O via decreased (increased) perceptions of distributive justice when pay was lower (higher) than that of teammates. Moreover, for those low in social value orientation, pay transparency induced more CWB-I via reduced social-mindfulness when pay was lower than that of teammates, and via heightened entitlement when pay was higher than that of teammates.
Steve Burks (University of Minnesota - Morris)
Title:
Abstract:
Melanie Wasserman (UCLA)
Title:
Abstract:
Jasmine (Jia) Hu (Ohio State University)
Title:
Abstract:
Jennifer Chatman (Berkeley)
Title:
Abstract:
Steve Courtright (Texas A&M)
Title:
Abstract:
Ashleigh Rosette (Duke University)
Title:
Abstract:
Anthony Nyberg (University of South Carolina)
Title:
Abstract:
Mike Pratt (Boston College)
Title:
Abstract:
Cindy (Zapata) Muir (Notre Dame)
Title:
Abstract:
For more information about the Department of Work and Organizations Seminar Series, please contact worg@umn.edu.
Contact CHRLS
- Email: chrls@umn.edu
- Phone: 612-624-2500