2017 Academy of Management

Congratulations to all those who presented at the Academy of Management Annual Meeting this year! Below is a list of sessions that included RCRC partners (partners denoted with asterisk) as well as any media or notes available from the sessions. We will be adding media as we receive it.

Sessions

Coordinating Change at a Scale of the Whole: Relational Alliances from Whole Systems Perspectives

View Session Handout (PDF)

Sunday, August 6th at 10:30am – Hyatt Roswell Room

Why do relationships matter for organizational change? This question sets the premise for this presenter symposium, which brings together four empirical scholarly papers that examine social change from whole systems perspectives. Each presentation included explores relational theories and approaches that contribute to the complex task of coordinating at team, organizational, and systemic levels. Integrated throughout these papers are common themes pertaining to the importance of relational and sociostructural dynamics in implementing critical policies that affect broad change, particularly within multi-stakeholder collaborative contexts.

Sponsored by: All Academy Theme and Public and Nonprofit Division

Co-Chairs:

Anna Perlmutter*, Case Western Reserve

Brenda Bond*, Suffolk University

Co-Discussants:

Ronald Fry, Case Western Reserve

Susan Helper, Case Western Reserve

Presenters:

Examining Organizational Change in Urban Child Care Centers: Perspectives from Relational Bureaucracy Theory (Anne Douglass*, University of Massachusetts Boston)

Interagency Networks as Conduits for Social and Organizational Change: Testing Relational Coordination Within a Comprehensive Community Safety Initiative (Brenda Bond*, Suffolk University and Erika Gebo, Suffolk University)

Hub and Spokes for a Cause: Building Relational Capacity Within Inter-Organizational Nonprofit Networks (Anna Perlmutter*, Case Western Reserve University)

Operating for Justice: Social Identity, Partnerships, Strengths and Challenges in Social Movement Work (Callie Watkins Liu*, Brandeis University)

Up, Down & Sideways Approaches to Building Trust and Dispelling Distrust Across National Boundaries

Sunday, August 6th 2:00 PM to 3:30 PM – Hyatt Spring Room

National boundaries are often the lines in the sand between the trusted “us” and the distrusted “them.” Alternatively, national boundaries can be transformed into sites of collaboration and bridges that bring people together.

In a time when people around the globe are reinforcing boundaries, we bring together a renowned panel of trust scholars to engage the audience in a discussion of ways to build trust and reverse spirals of distrust across national boundaries. We will debate and integrate top-down versus bottom-up versus sideways approaches.

Some panelists will argue for bottom up approaches such as building cross-national understanding among employees, whereas others will advocate for the top-down approaches embodied in contracts and control systems that undermine distrust and ensure calculative trust. A third group will argue for sideways mechanisms such as those present in the gig economy and available through cross-sector and research collaborations. We will conclude by integrating these approaches and by highlighting new avenues of scholarship that have emerged from current global trends, such as trust in firms as political actors.

But the discussion will not end there. It will continue on social media with our partners, The LSE Business Review blog in the UK and beBee, headquartered in Spain, who will help us reach out to their broader global audience. Using social media (before, during and after) this session will engage people across continents and highlight the important partnership between management scholars and business leaders, policymakers and the general public. Tweet: #AOM2017 #BuildTrust17?

Sponsored by: All Academy Theme

Organized by:

Michele Williams*, University of Iowa

Presenters:

Deepak Malhotra, Harvard Business School

Roy J. Lewicki, Ohio State University

Sim B. Sitkin, Duke University

Rosalind Searle, Coventry University

Antoinette Wiebel, University of St. Gallen

Nicole Gillespie, University of Queensland

Roger C. Mayer, NC State University

Strategic Relational Human Resource Management: An Emerging Paradigm

Tuesday, August 8th at 1:15 PM – Atlanta Hilton Room 307

The literature on high performance work (HPW) practices and strategic HRM highlights the organizational benefits of synergistic HR practices and policies. These inter-dependent and complementary practices, leverage skill development, information exchange, and motivational factors to reduce turnover and enhance key outcomes like productivity, quality, and financial performance (MacDuffie, 1995; Ichniowski, Shaw, & Prennushi, 1997; Huselid, 1995). Yet the importance of complementarity among practices, and the theoretical mechanisms that link high performance practices to outcomes are subject to some debate (Chadwick, 2010; Gerhart, 2007, Cappelli & Neumark, 2002). Nevertheless, there is clear evidence that meso-level relational factors play a crucial role in facilitating superior organizational outcomes (Adler & Kwon, 2002; Collins & Smith 2006; Pil & Leana, 2009; Gittell, Seidner & Wimbush, 2010), These meso-level processes facilitate the creation of knowledge and its exchange and use, the development of a shared vision, and the emergence of collective trust – all of which enable superior individual and group-based outcomes. This symposium aims to establish a bridge between the HPW literatures, and the theoretical frameworks centered on these relational factors.

Sponsored by: Organization and Management Theory Division, Human Resources Division and Business Policy & Strategy Division

Co-Chairs:

Frits Pil, University of Pittsburgh

Jody Hoffer Gittell*, Brandeis University

Discussant:

Jody Hoffer Gittell*, Brandeis University

Presenters:

The Impact of Human Capital, Social Capital, and Epistemic Paradigms on Standardized Work Tasks (Frits Pil, University of Pittsburgh)

When Does HR Matter Most? Incorporating CEO Human Capital into Strategic Human Resource Management (Christopher Collins, Cornell University)

Out of Its Comfort Zone: SRHR in the Context of the Temporary Inter-Organizational Form (Dana Minbaeva, Copenhagen Business School and Iben Sandal Stjerne, Copenhagen Business School)

Relational Coordination and Human Resource Management at a Time of Exponential Change (Joel Cutcher-Gershenfeld*, Brandeis University)

New Developments in Coordination Theory and Practice

Tuesday, August 8th at 11:30am – Atlanta Marriott L503

This symposium highlights new developments in the theory and practice of coordination. While coordination is often defined as managing the interdependence between tasks (Malone & Crowston, 1994), theorists have come to see it also as the management of interdependence between the people who perform the tasks. As a result, while still attending to the technical requirements of the work that is being coordinated – uncertainty, complexity, time constraints, interdependence, etc. – theorists are paying greater attention to the quality of communication and relationships among participants (Weick & Roberts, 1993; Faraj & Sproull, 2000; Gittell, 2002; Quinn & Dutton, 2005; Faraj & Xiao, 2006; Bechky, 2006; Adler, Kwon & Heckscher, 2008; Kellogg, Orlikowski & Yates, 2006; Gittell, 2011). In a sense, coordination is now seen as a sociotechnical process with fundamental implications for how organizations work. In this symposium we explore four new developments in coordination theory and practice – formal structures as replacement for managerial authority, technological disruption, temporal disruption, and the policy-making process – highlighting the implications for how organizations work.

Sponsors: Organization and Management Theory Division, Organizational Communication and Information Systems Division and Health Care Management Division

Co-Chairs:

Jody Hoffer Gittell*, Brandeis Universtiy

Samer Faraj, McGill University

Discussant:

Linda Argote, Carnegie Mellon

Presenters:

Exploring Coordination in Self-Managing Organizations (Michael Y. Lee, Harvard Business School)

Losing Touch: How Robots Transform Coordination Practices (Anastasia Sergeeva and Marleen Huysman, VU University and Samer Faraj, McGill University)

Coordination Across Time When Practices are Disrupted (Martha Feldman, UC Irvine and Monica Worline, Stanford University)

Extending Relational Coordination Theory to Develop Policy Agreement Among Stakeholders (Elisabeth Okrant, Brandeis University)

Hatching New Ideas Through Conversation: A Research Incubator on Positive Relationships at Work

Friday, August 4th from 11:15 PM– 2:15 PM – Hilton Atlanta, Crystal Ballroom B, E

Join us for a three-hour workshop intended to provide scholars conducting research on positive relationships at work with focused feedback from experienced relationships researchers. The session will include intimate discussions (2 participants to every 1 facilitator) customized to participants’ specific research projects. Details on the many community members who have agreed to participate, as well as how to participate, is attached.

Integrating Human Resource Management and Social Networks Research

Organized by:

Scott Soltis, University of Kentucky

Jessica Methot, Rutgers

Teaching Positive Relationships at Work

Saturday, August 5th from 12:45 PM – 3:45 PM – Hilton Atlanta, Crystal Ballroom A,F

This lively and engaging PDW aims to put the “W” back in PDW with a focus on the intersection of teaching skills and positive relationships at work. As interpersonal processes continue to play a significant role in organizational life, workplace relationships are burgeoning within organizational behavior research as an important mechanism for explaining and enhancing organizational functioning and individual outcomes at work. Given the importance of positive relationships at work for both organizations and individuals, this PDW is designed to offer attendees insight on existing exercises for teaching the skills and knowledge required to participate in positive workplace relationships with well-crafted “teaching blasts” by invited presenters. In addition, attendees will work with each other to craft new teaching tools focused on self-selected topics of interest that can be used immediately after attending the PDW. Finally, by allowing time for attendees to share their newly developed teaching tools with each other during the closing exercise, participants will leave the workshop with multiple, actionable ideas for incorporating lessons on positive workplace relationships within a variety of possible class topics and formats. To pre-register, please complete the short survey (link below) regarding the teaching topics you are interested in:
https://babson.qualtrics.com/SE/?SID=SV_eEVpmdoLNXRimWh&Q_JFE=0

Primary sponsor: Organizational Behavior Division

Other Sponsors: Managerial and Organizational Cognition Division, Management, Education and Development Division and Human Resources Division

Organizers:

Jason Kanov, Western Washington University

Kerry Roberts Gibson, Babson College

Presenters:

David S. Bright, Wright State University

Angela Passarelli, College of Charleston

Jody Hoffer Gittell*, Brandeis University

Building a Research Community: Advancing a Social Network Perspective in Human Resource Management Professional Development Workshop

Saturday, August 5th from 8:00 AM to 10:30 AM – Hilton Atlanta Room 302

Managing constellations of employee relationships is a core competency in organizations. Curiously, however, whereas social network analysis—a science to understand structure, interactions, and strategic positions in social networks—has gained a foothold in the domains of organizational behavior, organizational theory, and business policy and strategy, its adoption has been markedly slower in human resource management (HRM). This is despite recognition that many of the phenomena related to human capital and human resource activities, such as recruiting and onboarding, communication and knowledge management, and retention and turnover, are reliant on relational networks among employees. The proposed PDW is intended to advance research integrating HRM and social networks by connecting scholars through dialogue, generating an engaging and thoughtful discussion about advantages and challenges of adopting a relational view of HRM, and stimulating ideas for future research. The proposed PDW includes: 1) a set of scholarly panels with established and emerging scholars whose research informs the integration of HRM and networks and 2) roundtable discussions with scholars and attendees to concentrate on specific questions and receive feedback on research ideas.

Sponsors: Human Resources Division, Organizational Behavior Division and Business Policy and Strategy

Organizers: 

Jessica Methot, Rutgers University

Scott Soltis, University of Kentucky, LINKS Center

Facilitators:

Richard Cotton, University of Victoria

Kristin Cullen-Lester, Center for Creative Leadership/ University of Houston

John E. Delery, University of Arkansas

Pat Downes, Rutgers University

Ingrid Fulmer; Rutgers University

Jody Hoffer Gittell*, Brandeis University

Daniel S. Halgin, University of Kentucky

Robert Kase, University of Ljubljana

Joe Labianca, University of Kentucky

Thomas W. Lee, University of Washington

Thomas P. Moliterno, University of Massachusetts, Amherst