OS Seminar

Upcoming Presenters

Previous Presenters

• February 22, 2024

  Peter Kim, US Marshall 

  When Transparency Confronts its Limits:  The Implications of Situated Cognition and the Struggle for Interpretive Dominance  

  Organizational transparency is generally portrayed as a phenomenon that can be controlled by altering the quantity and quality of information available. The present inquiry challenges that view with a field study of organizational stakeholders who sought to become as transparent as possible. Their efforts to promote transparency far exceeded those reported in any other setting. Yet despite those efforts, the perceived level of transparency among those stakeholders remained surprisingly low. This revealed that i creasing transparency may not be as straightforward as the literature suggests and prompted the development of a grounded theory to explain why such efforts can fail. This analysis details how increasing transparency can require overcoming four distinct challenges that can be far more elusive than the literature has presumed. It suggests that we view transparency, not as an objective state based on the information conveyed, but rather as a situated perception based on the sense that one's  ,interpretive goals have been fulfilled. And it considers how efforts to increase transparency may themselves become a basis for conflict as each stakeholder' s own interpretive goals interfere with the interpretive goals of others.  

• March 7, 2024

  Cindy P. Muir (Zapata), Mendoza College of Business – University of Notre Dame  

  Musings on Displays of Humility 

  Although humility is often considered a virtue, perhaps even a “meta-virtue” - essential to other virtues such as courage or wisdom (Grenberg, 2005: 133; see also McCullough, 2000), and scholarly work focusing on the outcomes of humility is associated with various demonstrable benefits for others (Chandler et al., 2023; Morris et al., 2005; Ou et al., 2017; Ou, Waldman, & Peterson, 2018; Owens et al., 2013) - outcomes for the humble person themselves seem less unequivocally beneficial (Exline & Geyer, 2004; Owens & Hekman, 2012; Zapata & Hayes-Jones; 2019). What explains why a meta-virtue would be associated with anything less than overwhelmingly positive consequences for the virtuous individual? Our work aims to develop theory to explain the disconnect between work that seems to exalt humble leaders with empirical evidence demonstrating mixed views on how humble leaders tend to be evaluated by others. We posit that this disconnect is partly attributable to the humility literature’s focus and conceptualization of expressed humility. We rely on both archival (from www.ratemyprofessor.com) and experimental data to test our predictions.    

   

• April 4, 2024

  Crystal Farh, Foster School of Business - University of Washington 

  The Gendered Costs of Voice (Un)Enacted: Differential Implications for Belonging in Traditionally Male-Dominated Contexts  

  Despite their potential to enhance team functioning, employees’ suggestions and concerns are often ignored or rejected. This is especially the case for women in traditionally male-dominated contexts, who are not only less likely to have their voice acted upon but also suffer lower belonging than their counterparts who are men. In this paper, we draw a novel link between these two phenomena. Integrating self-in-role (Kahn, 1990) and social belonging theories (Walton & Cohen, 2007), we argue that because voice employs and displays the self, voicers look to collective reactions to their voice—expressed through voice enactment—to inform whether the self fits in, is accepted, and is valued. We further argue that the effect of voice enactment on belonging is strengthened for women in traditionally male-dominated contexts due to their heightened experience of social identity threat, which makes them particularly attuned to voice enactment as a cue for belonging. Data from active-duty marines (Study 1) and student engineering project teams (Study 2) showed that low voice enactment indeed reduced belonging more strongly for women compared to men. Data from a randomized controlled experiment (Study 3) further showed that the strengthened relationship between voice enactment and belonging for women in majority-men settings was indeed mediated through social identity threat. Altogether, our work highlights the asymmetrical cost of low voice enactment – as well as the importance of high voice enactment for equalizing belonging – for women in traditionally male-dominated contexts. 

• April 18, 2024

  Judith Clair, Boston College 

  Holding Oneself Accountable for a History of Cultural Harms: A Visual Ethnography of U.S. Museums and the Catalyzing Impact of George Floyd's Murder 

  Pressure on museums to become more inclusive of diverse voices and narratives, to set the story straight on cultures that have been misconstrued or misrepresented, to repatriate cultural treasures, and to engage audiences around related critical conversations, has reached a sort of tipping point. As with other organizations, the #MeToo movement and George Floyd killing and protests sparked a wake-up call for many museums that they had not been doing enough. Museums have traditionally been conceived of as repositories of the past and as a place where one learns of history, enjoys art, and can be inspired by beauty. Is a museum also a site in which social justice is forged? A site for building gender, racial and cultural inclusion? In this context, I present a qualitative study exploring how general and natural history museums are grappling with inherent tensions regarding identity and structure amidst the ongoing 'culture wars' surrounding diversity, equity, inclusion, and accessibility (DEIA). Of particular interest is how these museums are endeavoring to "turn the page," leaving behind a problematic past and responding to calls for greater inclusion, despite their strong ties to history and culture rooted in a less equitable, diverse, and inclusive era, and given that their physical structures shapes what is possible to do and to achieve. 

• May 2, 2024

  Jennifer Petriglieri, INSEAD 

  Storying Loneliness:  The Psychodynamic Social Construction and Deconstruction of Persistent Loneliness 

  Through an inductive study, we examine how executives get trapped in experiences of persistent loneliness and how they can break free from them. We reveal the key roles of relational contexts and relational scripts - intrapsychic blueprints that encode how people believe they should behave in a specific context to elicit a desired response from others - in these processes. We find that competitive work contexts that value success activate a relational script that guides executives to be self-reliant and distance themselves from others, behaviors that led to persistent loneliness. These scripts were forged in early relational contexts that taught people to associate self-reliance with success. This association anchored executives’ stories of the pain, price, and payoff of loneliness and became the central theme of their self-narratives at work. Some executives were able to overcome persistent loneliness through a developmental crisis which led them to update the relational script they enacted in success-valuing contexts, and their self-narrative which it anchored. Building on these findings, we develop a psychodynamic theory of the social construction and deconstruction of persistent loneliness that shows how social contexts that value success can unwittingly encourage people to psychologically invest in loneliness at work.