Macro-level changes such as globalization and outsourcing have motivated employers to search for more flexibility in their relationships with employees, increasing the prevalence of nonstandard, low-wage, or precarious employment (Kalleberg, 2009). It is now more crucial than ever that organizations and society understand how socioeconomic disadvantage influences the way workers think and behave. Research suggests that socioeconomic disadvantages such as low-income levels, low socioeconomic status, and precarious work arrangements can affect workers’ perceptions, motivation, and behavioral patterns in ways that decrease others’ judgment of their performance and promotability, further exacerbating pre-existing inequalities (e.g., Meuris & Leana, 2015; Pitesa & Pillutla, 2019; Wang & Ford, 2020). More notable is that inequality associated with one’s socioeconomic status is often invisible to others at work (Bapuji et al., 2020), and both theory and practices targeting socioeconomically disadvantaged workers have been understudied and delayed. The invisibility of socioeconomic status may also lead some to neglect the situational burdens on workers, resulting in their disadvantageous outcomes and reinforcing the inequality stratified by workers’ socioeconomic disadvantages. This symposium aims to make such invisible inequalities more visible, with particular attention to how socioeconomic disadvantages affect the ways workers think and act. To this end, three research papers are assembled, each illuminating the effect of socioeconomic environment on individuals’ perceptions, judgment, personality, and behavioral patterns. Findings from these studies altogether shed important light on the mechanisms that maintain and reinforce workplace inequality and act as invisible barriers to workplace inclusion. What is Enough Money to Live On? Examining Americans’ Beliefs about a Living Wage Presenter: Jun Won Park; Princeton U. Presenter: Michael W. Kraus; Yale School of Management Echoes of Upbringing among Leaders Versus Followers: A Psychological Resource Perspective Presenter: Na Krystal Zhao; Lee Kong Chian School of Business, Singapore Management U. Presenter: Marko Pitesa; Singapore Management U. Presenter: Jared Nai; Singapore Management U. Precarious Work and Belief in Delayed Pay-off Explain Workers’ Temporally-Discounting Patterns Presenter: Yi-ren Wang; Asia School of Business Presenter: Michael Thomas Ford; U. of Alabama
Durban climate conference decided to continue the second commitment period of the Kyoto protocol, and announced to start Green Climate Fund, which provided great opportunities for the rapid development of the carbon trading market. The problem of grassland carbon sink has already received more and more attention from the countries all over the world, and the grassland carbon sink potential and value also got more attention from people. Xilinhot has abundant grassland resources and it is one of the main grasslands in Inner Mongolia. The huge carbon sink has important ecological function and also contains huge economic benefits. Based on the principle of additionality, this paper proposed the method of calculating the carbon sink potential of grasslands, and calculated and analyzed the carbon sink potential of degraded grasslands in Xilinhot. The results indicated that the existing huge carbon sink potential of Xilinhot grasslands was 0.733-0.869Tg C/a. According to the carbon sequestration cost price of afforestation cost method (260.9 RMB yuan / ton C), we estimated the value of grassland carbon sink was 191.2 - 226.7 million RMB yuan / year in Xilinhot.
Scholars have been increasingly interested in understanding how cultural tightness, the extent to which a group of people is constrained by rules and norms, shapes creativity. Tighter cultures are often linked to lower creativity. Extending this body of work, the current research examines cultural tightness in organizations and its impact on employee creativity. We differentiated cultural tightness in organizations into formal versus informal aspects. Organizations with high formal cultural tightness have extensive formal control systems to constrain employee behaviors, whereas those with high informal cultural tightness regulate behaviors through informal control systems. In a field study across nine diverse companies, we find that experienced informal cultural tightness has a negative linear effect on employee creativity but experienced formal cultural tightness has an inverted-U shape effect on employee creativity. These two forms of cultural tightness interact to affect employee creativity such that when experienced informal cultural tightness is low (i.e., employees are not constrained by unwritten social norms), increasing formal cultural tightness enhances creativity; when experienced informal cultural tightness is high (i.e., employees are constrained by extensive unwritten social norms), increasing formal cultural tightness has no effect on creativity. These findings contribute to cultural tightness-looseness theory and research on how organizational culture affects employee creativity.
We theorize territorial climate to extend the studies of individual-level territoriality to team level. Integrating theories on social interdependence with territoriality, we propose that goal interdependence and task interdependence jointly influence territorial climate. Integrating theories of territoriality with knowledge management, we propose that territorial climate impacts team performance through knowledge sharing and knowledge searching. We empirically test this theoretical model with a sample of 157 teams, and provide evidence that the congruency between goal interdependence and task interdependence exerts stronger effects on territorial climate. Specifically, the negative effect of cooperative goals on territorial climate is stronger when task interdependence is high, while the positive effect of competitive goals on territorial climate is stronger when task interdependence is low. Moreover, the indirect effects of territorial climate on team performance through knowledge sharing is supported, while through knowledge searching is not. Implications for theory, research, and practice are discussed.
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