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IACM 2024
 OpenConf Peer Review and Submission Management System

Full Program

If you would like to create a personalized program, check the boxes next to the sessions you would like to attend, then click the Create My Program button at the bottom of the page. You may then save or print your personalized program through your browser.

Sunday, 23 June 2024
10:00am-4:00pm
(Amphi 102)

The IACM DSW is Co-Sponsored and Supported by the
AOM Conflict Management Division

IACM an the CM Division will once again host a its pre-conference consortium for doctoral students to connect with each other and with mid-career and senior scholars. During this consortium, we will have sessions that include the following topics:

  • Conflict management as a field
  • Life and the profession
  • Diversity, inclusion, respect, and having a voice
  • Research, teaching, and service

The opening DSW session is scheduled from 10:00am to 4:00pm on Sunday, June 23, with additional events scheduled during the conference.

We look forward to a wonderful opportunity to connect, collaborate, and develop relationships with our doctoral students!
12:00pm-2:00pm
(101-5)

By invitation only.
12:00pm-1:00pm
(The Grove (INSEAD))

Doctoral Student Workshop Attendees and Board of Directors Only.
2:00pm-4:30pm
(101-7A)

Have a question or concern that relates to IACM policies or requires a private conversation? IACM Ombuds Natalie Landau Gibson will be present to assist you in a confidential manner.
3:00pm-4:00pm
Amphi 101Flatroom 1015

Doctoral Student Workshop Attendees Only.

Board of Directors Only.
6:00pm-7:30pm
(The Grove (INSEAD))

Join us as we offiically kick off IACM 2024 at our wonderful host campus, INSEAD! We have a jam packed program waiting for you. We'll briefly welcome you to IACM and touch upon the week to come.

Dinner will be buffet style. We will have an open bar from 6pm until 8pm with any alcohol after that being purchased on a cash basis.

Dinner will be immediately followed by our annual Coffee & Dessert Poster Sessions -- with a new twist this year!
7:30pm-9:00pm
(The Grove (INSEAD))

Gone are the bulky posters that our presenters must travel with and spend immense time and money on only to throw them away when the presentation is completed. Instead, we are shifting toward digital posters. Presenters will have links and QR codes that can be accessed by attendees for direct engagement with the presenter and the content. This will almost entirely remove the environmental waste that such poster sessions typically result in.

We have an incredible 54 posters being presented this year. With so many posters and attendees at the conference, we strongly encourage all to partake in the poster session experience. Grab your coffee and make your way around the room to discuss research with all of our wonderful authors! Please realize that this digitization of our poster session is a work in progress. It will most certainly not be without flaws, but we ask that you engage in it so that we can learn how to better the process and outcomes moving forward.

Poster Presenters: Poster engagement locations will be assigned leading up to dinner. Your Paper ID # (which will be posted at dinner) will correspond to a spot in the dining hall. An announcement will be made following dinner as we make our way into dessert that we're moving into the poster sessions. Presenters should bring a QR code and any other item that may assist accessibility. Posters will be setup at approximately 7:30pm, give or take based on the flow of dinner. Don't worry if 7:30 comes around and we're not quite ready to roll into the session.

Recommendation: Add an additional QR code that contains your CV, LinkedIn profile, or any other relevant contact information. This will allow attendees to follow-up on your work!

Attendees: Please help us explore this new approach to poster presentations while considering the benefits we're striving to achieve from it. We'll be seeking constructive feedback from presenters and attendees alike following the conference, but we do see this as being the future of poster presentations. Please make it a point to get around to several digital posters and engage with our authors!

Relinquishing Control: A Paradox Perspective On Downward Deference and Leadership EffectivenessMy Nguyen, Singapore Management University, Singapore; Michael Schaerer, Singapore Management University, SingaporeRefocusing The Conceptualization of The Colorblind Ideology: Implications For Hiring Bias In Ethnicity-Salient and Nationality-Salient ContextsMelody Chao, Hong Kong University of Science and Technology, Hong Kong; Kevin Nanakdewa, Peking University, China; Krishna Savani, Hong Kong Polytechnic University, Hong KongAuthentic Allyship? Unique Threats and Benefits of Authenticity To AllyshipOlivia Foster-Gimbel, Rutgers University, United States; Julianna Pillemer, New York University, United States; L Taylor Phillips, New York University, United StatesJust Say Yes? Accepting Aid From Individuals Vs. OrganizationsDavid Hunsaker, NYU Stern, China; Teng Zhang, Penn State Harrisburg, United StatesAdaptation In The Context of Intercultural NegotiationsMariusz Sikorski, Sheffield Hallam University, United Kingdom; Arnd Albrecht, Munich Business School, GermanyStrategy But Not Goal Determines Group Emotions Regulation EffectivenessYajun Cao, Harvard Business School, United States; Amit Goldenberg, Harvard Business School, United StatesSilent Struggles: Asian Employees Experience More Exploitation At WorkGloria Danqiao Cheng, UCLA Anderson School of Management, United States; Ji Woon Ryu, Portland State University, United StatesHow Perceived Lack of Benevolence Harms Trust of Ai ManagementMingyu Li, Hong Kong University of Science and Technology, China; Thomas Bradford Bitterly, Hong Kong University of Science and Technology, United StatesDecoding Ransomware Negotiations: Analyzing Phases and Influence StrategiesMichalis Georgiou, University of Twente, Netherlands; Ellen Giebels, University of Twente, Netherlands; Miriam S. D. Oostinga, University of Twente, Netherlands; Remco Spithoven, Saxion University of Applied Sciences, NetherlandsEvaluations of Dominant Black Women Leaders: The Moderating Role of Employee Rank and Feedback DirectionTamera Shaw, Emory University, United States; Enuma Anekwe-Desince, Emory University, United States; Arielle Lewis, Emory University, United States; Erika V. Hall, Emory University, United StatesSome Biases Are Weirder Than Others: Testing Canonical Behavioral Biases In Two Non-Weird SamplesNicholas Calbraith Owsley, University of Chicago, Booth School of Business, United States; Narges Hajimoladarvish, Ashoka University, India; Aditya Laumas, Ashoka University, IndiaLocal and Global Status Threat Increase Compensatory Jargon UseZachariah Brown, Hong Kong University of Science & Technology; Adam Galinsky, Columbia Business SchoolFrom Incentives To Conflict: Unraveling The Effects of Pay For Performance On Counterproductive Work BehaviorYanting Wang, Peking University, China; Li Ma, Peking University, China; Han Li, peking University, China; Xiaode Ji, The Hongkong Polytechnic University, Hong KongDifferentiating Two Loyalty MotivesGaoyuan Zhu, Cornell University, United States; Angus Hildreth, Cornell University, United StatesFrom Sustainability To Diversity: Sustainability Framing Increases Women’s Likelihood To Apply For Leadership PositionsMy Nguyen, Singapore Management University, Singapore; Michael Schaerer, Singapore Management University, Singapore; Insiya Hussain, University of Texas Austin, United StatesSizing Up Status: A Typography & Framework For Understanding Status SignalsZachariah Brown, Hong Kong University of Science and Technology, Hong Kong; Adam Galinsky, Columbia Business SchoolIn The Shadow of Self-Doubt: Investigating Impostor Syndrome's Impact On Unethical BehaviorMcKenzie Rees, Brigham Young University, United States; Alexander Keogh, Brigham Young University, United States; Isaac Smith, Brigham Young University, United States; Jeff Bednar, Brigham Young University, United StatesChoice of Contract Approach Under The Lens of Cultural TheoryMaximiliano Marzetti , IESEG School of Management, France; Elena Poliakova, IESEG School of Management, France; Calliope Sudborough, IESEG School of Management, FranceDisagreement Gets Mistaken For Bad ListeningZhiying (bella) Ren, The Wharton School, University of Pennsylvania, United States; Rebecca Schaumberg, The Wharton School, University of Pennsylvania, United StatesPreferences For Honesty In Medical Communication Across CulturesZaijia Liu, Fudan University, China; Emma Levine, University of Chicago; Karen Kim, The Pennsylvania State University, United StatesNavigating Minds: Perceiving Self-Awareness In OthersKristina Wald, The Wharton School, United States; Shereen Chaudhry, Chicago Booth, United StatesSpiritual Appeals Underperform Civic Appeals In Depolarizing Christian PartisansJames Chu, Columbia University, United States; Yejin Park, New York university, United StatesBiting Off More Than You Can Chew At Work: Developing The Culturally Imposed Ideals of Hard and Excessive Work (chew) ScaleHsuan-Che (brad) Huang, Sauder School of Business, University of British Columbia, Canada; Friedrich Götz, University of British Columbia, Canada; Lieke Ten Brummelhuis, Beedie School of Business, Simon Fraser University, CanadaLeader Communication During Environmental Shocks: Message Translation and Its Impact On Employee BehaviourMiriam Yates, University of Queensland, Australia; Denise Lloyd, University of Illinois, United StatesAwe Enhances Racial Diversity In Professional NetworksMichael White, Columbia University, United States; Rebecca Ponce de Leon, Columbia University, United States; Modupe Akinola, Columbia University, United StatesStepping Into Newcomers’ Shoes : The Beneficial Effects of Leader’s Perspective-Taking and GratitudeSeola Kim, University of Minnesota, United States; Sophia Miri Yoo, University of Minnesota, United States; Michelle Duffy, University of MinnesotaPeople Prefer To Address Inequalities By Reducing Disadvantage Over AdvantageDavid M. Munguia Gomez, Yale School of Management, United States; Daniela Goya-Tocchetto, University at Buffalo, United States; Megan Burns, Yale School of Management, United StatesArtificial Intelligence (vs. Career Services) Use Is Perceived Differently For First-Gen (vs. Non-First-Gen) Students.Sangah Bae, Cornell University, United StatesResolving Work-Family Conflict In China: Humor Trumps Confidence In The StormYue Zhang , Northwestern Polytechnical University, Xi'an, China; Yutong Chen, Northwestern Polytechnical University, Xi'an, China; Oluremi (remi) Ayoko, UQ Business School/ The University of Queensland, AustraliaGender and The Decline of Leader-Directed Help Seeking Over TimeJudy Qiu, Essec Business School, France; Selin Kesebir, London Business School, United Kingdom; Sun Young Lee, University College London, United KingdomOn The Effects of Socioeconomic Status On The Access To and Usage of Ai In The WorkplaceEmma Zhao, McIntire School of Commerce, University of Virginia, United States; Mehran Bahmani, Schulich School of Business, York University, CanadaWhen Allyship Backfires: How Nonnative Accent and Disclosure Agent Affect Evaluations and Decisions In An Entrepreneurial ContextYunzi (rae) Tan, University of Baltimore, United States; Regina Kim, Fairfield University, United StatesEmbracing The Conflict: Exploring The Interactive Effects of Passion and Guilt For Family On Organizational Outcomes Among Female EntrepreneursXiaode Ji, The Hong Kong POlytechnic University, Hong Kong; Han Li, Peking University, China; Yanting Wang, Peking University, ChinaDo Women Overestimate The Extent To Which They Are Underestimated?Mana Saki, Rotterdam School of Management, Netherlands; Marius van Dijke, Rotterdam School of Management, NetherlandsMoving From Diverse To Inclusive Workplaces: Organizational Claims Can Promote The Self-Selection of Inclusive Job SeekersMichael White, Columbia University, United States; Mabel Abraham, Columbia University, United States; Sandra Matz, Columbia University, United StatesThe Politics of Minority Representation: Perceptions of Stereotype Portrayal Depend On IdeologyElizabeth Jiang, UCLA Anderson, United States; Margaret Shih, UCLA Anderson, United StatesIn The Eyes of The Beholders: Status Acuity Drives Recognition of Subtle Discrimination In Backhanded Compliments and Support For Affected IndividualsSiyu Yu, University of Michigan, United States; Huisi Li, University of Washington, United States; Yufei Zhong, Georgia Tech, United States; Dejun "Tony" Kong, University of Colorado, United StatesAmericans Harbor Much More Negative Explicit Sentiments Toward Younger Than Older AdultsStephane Francioli, Wharton School, University of Pennsylvania, United States; Angela Shakeri, NYU Stern, School of Business, United States; Michael North, NYU Stern, School of Business, United StatesImpact of Perceived Overqualification On Speaking Up: Moderating Role of Employees’ Perceived Leader OverqualificationSongbo Liu, School of Labor and Human Resources, Renmin University of China, Beijing, China, China; Kairui Zhang, School of Labor and Human Resources, Renmin University of China, Beijing, China, China; Wei Hu, School of Public Administration and Policy, Renmin University of China, Beijing, China, China; Yifei Luo, School of Labor and Human Resources, Renmin University of China, Beijing, China, China; Zihan Li, School of Labor and Human Resources, Renmin University of China, Beijing, China, ChinaReactions To Electronic Communication After Work: The Roles of Family Supportive Supervisor BehaviorXin Chen, Renmin Business School, Renmin University of China, China; Wei Si, School of Business Administration, Zhejiang Gongshang University, China; Chu-Ding Ling, Renmin Business School, Renmin University of China, ChinaColleagues That Work Together, Move Together: How Pre-Existing Relationships Between New Team Members Affect Individual and Team PerformanceEmma Zhao, University of Virginia, United States; Catherine Shea, Carnegie Mellon University, United States; Siyuan Li, William and Mary, United StatesPunishment By Different Entities Shapes Third Parties’ Forgiveness DecisionsSarah Jensen, University of Utah, United States; Kristina Diekmann, University of Utah, United States; Jesse Graham, University of Utah, United StatesHow Does Intergenerational Trust Impact Culture Logic and Conflict Expression IntensitySantana Pathak, Institute of International Business, Georgia State University, United States; Leigh Anne Liu, Institute of International Business, Georgia State University, United StatesSocial Class and Imposter Syndrome: Evidence Across India and The U.s.Pooja Mishra, Indian School of Business, India; Subhasree Basak, Indian School of Business, India; Sridhar Polineni, Pennsylvania State University, IndiaUnderstanding Loss: Investigating Disclosure of Loss At WorkKatelynn Boland, Columbia Business School, United States; Modupe Akinola, Columbia Business School, United StatesGoogle-Nest Merger: Accessibility As A Workplace ShiftTheresa Klepper, Columbia University, United StatesSocial Class and Professional NetworkingGohar Harutyunyan, University of Utah, United States“How About You?”: The Effect of Reciprocity Request After Information Revealing In NegotiationsHan Li, Peking University, China; Yanting Wang, Peking University, China; Xiaode Ji, The Hong Kong Polytechnic University, Hong KongToo Much Or Too Little? The Effect of Frequency of Moral Communication On Perceptions of Leadership AbilityKian Siong Tey, INSEAD, Singapore; Roderick Swaab, INSEAD, SingaporeCompanion Animal Involvement and Its Impact On Employee’s Organizational Citizenship Behavior and Relationship Conflict At Work Through Gratitude and GuiltElizabeth Stillwell, London School of Economics, United Kingdom; Wei Wang, University of Manitoba, CanadaKnow Thyself: The Impact of Cultural Frame Switching On Bicultural Individuals’ Self-Construal PerceptionsPatrick Lee, Baruch College and the Graduate Center, CUNY, United StatesPeace of Mind: How Implicit Self Theories Help Employees Make Peace With Self, Job, and Organization Across 26 NationsAlexander Keogh, Brigham Young University, United States; Jeff Bednar, Brigham Young University, United States; Anthony Kagialis, University of Crete, GreeceWitnessing Rudeness and Prosociality Toward Uninvolved Others: Roles of Empathetic-Concerns and Personal DistressIdo Zigdon, Ben-Gurion University of the Negev, Israel; Dorit Efrat-Treister, Ben Gurion University of the Negev, Israel; Coby Morvinski, Ben Gurion University of the Negev, Israel
9:00pm-11:45pm
(The Insiders Den)
Monday, 24 June 2024
9:00am-11:30am
(101-7A)
9:00am-10:30am
Amphi 101Amphi 102Amphi 103Amphi 104Amphi 106
Difficult Conversations As Self-Regulatory ConflictsYena Kim, The University of Chicago Booth School of Business, United States; Emma Levine, The University of Chicago Booth School of Business, United States; Laura Wallace, The University of Chicago Booth School of Business, United States; T. Bradford Bitterly, The Hong Kong University of Science and Technology, Hong Kong; Nathan Lee, Rochester Institute of Technology, United States; Karen Kim, The University of Chicago, United StatesFake But Fit: The Effect of Presented Calling Orientation On Recruiter PerceptionsKelly Nault, IE Business School, Spain; Winnie Jiang, INSEAD, SingaporeYour Ground Is My Ground - The Measurement of Common Ground In NegotiationsFlorian Mehlhase, University of Potsdam, Germany; Uta Herbst, University of Potsdam, GermanyBeyond The Negotiation Table: Decoding Strategic Moves In Cross-Cultural SettingsSabrina Marx, University of Hohenheim, Germany; Nina Weinmann, University of Hohenheim, Germany; Markus Voeth, University of Hohenheim, Germany Redefining The Pursuit of Status: Investigating The Effects of Vertical Versus Horizontal Striving On Perceptions of VictimizationJieun Pai, Imperial College London, United Kingdom; Yaoxi Shi, Imperial College London, United KingdomThe Paradox of Team Conflict Revisited: An Updated Meta-Analysis of The Team Conflict–team Performance RelationshipsZhenyu Yuan, University of Illinois Chicago, United States; Jingfeng Yin, University of Illinois Chicago, United States; Jiaqing Sun, London School of Economics and Political Science, United KingdomWork-Life Faultlines: Perceptions of Unfairness and Social Exclusion As Micro-Mediating Processes, and The Moderating Roles of Gender and Status PerceptionsJulia Bear, Stony Brook University, United States; Xing Liu, Wayne State University, United States; Sherry Thatcher, University of Tennessee – Knoxville, United StatesHow do Conservative Ideologies Influence Humanization of Organizations?Vanessa Sa, Cornell University, United States Team-Work Or Team-Play?: How Play In Teams Fosters Team CohesionYejin Park, New York university, United States; Gavin Kilduff, New York University, United StatesForce and Free Will: Re-Evaluating Influence Tactics In Terms of Their Underlying Power and Volitional InfluenceCraig Lewis, The University of Melbourne, Australia; Jen Overbeck, Melbourne Business School, Australia; Michael Kirley, The University of Melbourne, AustraliaThe Contextual Effect of Grandiose Narcissism On Status Conflict In GroupsWiley Wakeman, Stockholm School of Economics, Sweden; Randall Peterson, London Business School, United Kingdom; Yang Zhao, London Business School, United KingdomHow Political Skill and Unknowingness Shape Shared Leadership’s Impact On Team Performance Through ConflictParaskevi Psoni, Athens University of Economics and Business, Greece; Ilias Kapoutsis, Athens University of Economics and Business, Greece The Shadow of The Past: Unveiled Undesirable Precedents Harm (objective and Subjective) Negotiation OutcomesChao Wang, ESADE, Ramon Llull University, Spain; Katharina Schmid, ESADE, Ramon Llull University, SpainThe Dark Side of Self-Efficacy: Overconfidence Backfires In Native Language NegotiationsAdrian Barragan Diaz, IESEG School of Management, France; Constanze Hermann, University of Hohenheim, Germany; Rocio Lopez Cabrera, IESEG School of Management, FranceBehavioral Differences In The Creation of Value Between Men and Women: An Exploration of Temporal Interaction Patterns In Integrative NegotiationsShayda Shwan, University of Amsterdam, Netherlands; Alfred Zerres, University of Amsterdam, Netherlands; Tanja Hentschel, University of Amsterdam, NetherlandsNegotiation On Rugged Landscapes: Explaining The Hidden Complexity That Drives ImpassesNelberto Nicholas Quinto, University College London, United Kingdom; Joshua Becker, University College London, United Kingdom; Jonathan Atwell, Standard Graduate School of Business, United States; Hart Posen, Tuck School of Business, Dartmouth College, United States; Cynthia Wang, Kellogg School of Management, Northwestern University, United States; Jennifer Whitson, UCLA Anderson School of Management, United States Amicable Rivalry: Competitive Relationships That Increase Motivation Without Compromising EthicalityValentino Chai, Stanford Graduate School of Business, United States; Patricia Chen, University of Austin, Texas, United States; Stephen Garcia, University of Michigan, United States; Benjamin Converse, University of Virginia, United StatesA Paradox Lens On Morality In International BusinessEriselda Danaj, Macquarie Business School, Australia; Joshua Keller, UNSW Business School, AustraliaCurvilinear Morality: Moralized and Amoralized Attitudes Predict Empathy and Perceived BiasBrian Lucas, Cornell University, United States; Adam Waytz, Northwestern University, United StatesTo Confess Or Not To Confess: do People Disclose Unethical Behavior To An Ethical Leader?Hsuan-Che (brad) Huang, Sauder School of Business, University of British Columbia, Canada; Ruodan Shao, Schulich School of Business, York University, Canada
10:30am-11:00am
(INSEAD Foyer)
11:00am-12:30pm
(INSEAD Foyer)

Ambassador Chan Heng Chee, PhD

  • Ambassador-at-Large with the Singapore Ministry of Foreign Affairs
  • Chair of the Lee Kuan Yew Centre for Innovative Cities at the Singapore University of Technology and Design
  • Member of the Presidential Council for Minority Rights in Singapore
  • Chair of the Institute of Southeast Asian Studies–Yusof Ishak Institute
12:30pm-1:30pm
Flatroom 1015Level 6 (Dining Hall)
1:30pm-3:00pm
Amphi 101Amphi 102Amphi 103Amphi 104Amphi 105Amphi 106
Performance Expectations and Risk-Taking: The Differential Effects of Favorite, Underdog, and Wildcard Statuses Across Competitive ContextsCory Eisenhard, Michigan State University, United States; James Matusik, University of Georgia, United States; Rebecca Mitchell, University of Colorado-Boulder, United States; Nicholas Hays, Michigan State University, United States; Lakshita Boora, Michigan State University, United StatesEnvy Hampers Win-Win NegotiationsHong Zhang, Leuphana University, Germany; Roman Trötschel, Leuphana University, Germany; Peter Gollwitzer, New York University, United StatesA Systematic Investigation of Age-Gender Intersectional Stereotypes and Their ConsequencesAngela Shakeri, NYU Stern School of Business, United States; Michael North, NYU Stern School of Business, United StatesVeiled Vices of Verticality: How Hierarchical Structures Encourage Leniency To Misconduct and Perpetuate The Cycle of MisconductSiyu Yu , University of Michigan, United States; Jiyin Cao, Chinese University of Hong Kong, China; Manju Ganti, University of Michigan, United StatesNavigating Communication Media: Online Versus Face-To-Face Voice Solicitation and Employee VoiceWen Feng, School of Labor and Human Resources, Renmin University of China, China; Fangzhou Liu, School of Management, Huazhong University of Science and Technology, China; Chunying Dong, School of Labor and Human Resources, Renmin University of China, China; Yuhan Liu, School of Labor and Human Resources, Renmin University of China, China; Meiqi Jiao, School of Public Administration and Policy, Renmin University of China, China; Xinyuan Zhang, School of Finance, Renmin University of China, ChinaUnderdog Spanning: How and When Newcomers With Less Prestigious Status Employ Strategies of Upward Networking For Career AdvancementWenming Deng, Tsinghua University, China; Yuchang Liang, Peking University, China; Siyu Yu, University of Michigan, United States; Jiatan Chen, Tsinghua University, China; Ning Li, Tsinghua University, ChinaGenerational Dynamics In Negotiation - Examining The Behavioral Impact of Basic Human ValuesJacqueline Sube, University of Potsdam, Germany; Uta Herbst, University of Potsdam, GermanyMultiple Anchor Points and Risk-TakingStefan Maric, Bentley University, United States; Shelby Gai, Michigan State University, United States; Nicholas Hays, Michigan State University, United StatesReflective Adjournments Make For An Integrative ProcessXiaolin Lyu, The University of Queensland, Australia; Matt Lohmeyer, Negotiation Partners, Australia; Daisung Jang, The University of Queensland, AustraliaEmbracing Silver Linings: Understanding When Menopause Facilitates Women’s Generative Behaviors At WorkYu Tse Heng, University of Virginia McIntire School of Commerce, United States; Nitya Chawla, University of Minnesota Carlson School of Management, United States; Wei Jee Ong, National University of Singapore Business School, Singapore; Abbie Oliver, University of Virginia McIntire School of Commerce, United States; Charmi Patel, University of Reading Henley Business School, United KingdomLost In Transition: Exploring The Link Between Moving Across Tight and Loose Cultures and Impostor FeelingsAlexander Keogh, Brigham Young University, United States; Steve Moody, Brigham Young University, United States; Jeff Bednar, Brigham Young University, United States East-West Differences In Feedback IntuitionsYena Kim, The University of Chicago Booth School of Business, United States; Raye Zhu, Northwestern Kellogg, United States; Emma Levine, The University of Chicago Booth School of Business, United States; Thomas Talhelm, The University of Chicago Booth School of Business, United States; T. Bradford Bitterly, Hong Kong University of Science and Technology, Hong KongStress and Sociocultural Learning: Individuals With More Stress-Reactive Physiologies Are Quicker To Learn Diverse Sociocultural Norms From Experiential FeedbackShilpa Madan, Singapore Management University, Singapore; Krishna Savani, The Hong Kong Polytechnic University, Hong Kong; Desiree Phua, Singapore Institute for Clinical Sciences, A*STAR, Singapore; Ying-Yi Hong, Chinese University of Hong Kong, Hong Kong; Michael Morris, Columbia University, Graduate School of Business, United StatesDisclosure Dynamics: Exploring The Role of Relational Mobility In Workplace Trust IncidentsS. Arzu Wasti, SABANCI UNIVERSITY, Turkey; Hwee Hoon Tan, Singapore Management University, Singapore; Ashley C. Fulmer, Georgia State University, United StatesIntersectionality of The High-Skilled Professionals’ Retention Decisions: Evidence From H1b Records.Xin Lucy Liu, Columbia Business School, United States; Yihan Becca Wang, Columbia University, United States; Michael Morris, Columbia Business School, United States How do We Manage Difficult Conversations?Einav Hart, George Mason University, United States; Hannah Riley Bowles , Harvard University, United States; Christine Q. Nguyen, Columbia Business School, United States; Daniel R. Ames, Columbia Business School, United States; Julia Minson, Harvard University, United States; David Hagmann , The Hong Kong University of Science and Technology, United States; Kara Luo, Stanford University, United States; Zhiying (bella) Ren, University of Pennsylvania, United States; Rebecca Schaumberg, University of Pennsylvania, United States; Ovul Sezer, Cornell University, United States; Mary Ross, Cornell University, United States; Salvatore Affinito, Harvard University, United States; Bradley Staats , UNC at Chapel Hill, United States Modeling Culture’s Influence On Emotion, Fixed Pie Bias, Mental Models, and Negotiation Outcomes: A U.s.-China InvestigationMeina Liu, Hong Kong Baptist University, Hong Kong; Lin Zhu, University of Massachusetts at Boston, United States; Wu Liu, Hong Kong Polytechnic University, Hong Kong; Jian-Dong Zhang, Shanghai University of International Business and Economics, ChinaToo Hot To Handle: Unintended Consequences of Warm Negotiation BehaviorLeopold Ried, University of Melbourne, Netherlands; Brian Gunia, John Hopkins University, United States; Maurice Schweitzer, University of Pennsylvania, United StatesOpening Up The Negotiation With Inquiry Or Disclosure: How Counterpart’s Information Seeking Versus Information Revealing Impact Truth-Telling and Offer-Making In NegotiationsHan Li, Peking University, China; Jingjing Yao, IESEG, France; Zhi-Xue Zhang, Peking University, ChinaPerspective-Taking Predicts Coalition Success In Low-Predictable Contexts But Not In High-Predictable ContextsAnabela Cantiani, Tilburg University, Netherlands; Ilja van Beest, Tilburg University, Netherlands; Thorsten Erle, Tilburg University, Netherlands Social Dynamics of Norm ViolationsGerben van Kleef, University of Amsterdam, Netherlands; Astrid Homan, University of Amsterdam, Netherlands; Hemant Kakkar, Indian School of Business, India; Peter Jin, Duke, United States; Zi Ye, Leiden University, Netherlands; Kelly Nault, IE Business School, Spain; Stefan Thau, INSEAD, Singapore Fit In Or Stand Out? The Effectiveness of Race-Based Impression Management Strategies In Salary NegotiationsKathy Vo, Kellogg School of Management, Northwestern University, United States; Gabrielle Lopiano, Owen Graduate School of Management, Vanderbilt University, United States; Tosen Nwadei, Rotman School of Management, University of Toronto, CanadaNavigating The Unknown: Understanding The Complex Relationship Between Humanitarian Aid and Civil ConflictJulius Kaut, TIlburg University (Zero Hunger Lab) & ZOA-DorcasExploring The Strategic Use of Metaphors In Negotiation: Insights From Practicing NegotiatorsElena Poliakova, IESEG School of Management, France; Frieder Lempp, IESEG School of Management, France; Leigh Anne Liu, Georgia State University, United StatesTraining Strategic Adaptability In NegotiationHenrike Heunis, University of Twente, Netherlands; Niels Pulles, University of Twente, Netherlands; Ellen Giebels, University of Twente, Netherlands; Bas Kollöffel, University of Twente, Netherlands; Aldis G. Sigurðardóttir, Reykjavik University, Iceland
2:00pm-4:30pm
(101-7A)

Have a question or concern that relates to IACM policies or requires a private conversation? IACM Ombuds Natalie Landau Gibson will be present to assist you in a confidential manner.
3:00pm-3:30pm
(INSEAD Foyer)
3:30pm-5:00pm
Amphi 101Amphi 102Amphi 103Amphi 104Amphi 105
White Americans’ Support For Class-Based Affirmative ActionSora Jun, Rice University, United States; Peter Belmi, University of VirginiaMassive Field Quasi-Experiments Reveal Inverted-U Causal Links Between Mood and Prosocial DecisionsDavid Daniels, National University of Singapore, Singapore; Polly Kang, INSEAD, SingaporeVoice In Multi-Issue Ultimatum BargainingNir Halevy, Stanford Graduate School of Business, United States; Valentino Chai, Stanford Graduate School of Business, United States; Jimena Ramirez Marin, IESEG School of Management, France; Saumitra Jha, Stanford Graduate School of Business, United States; Michele Gelfand, Stanford Graduate School of Business, United StatesField and Experimental Evidence From Chatgpt On The Goldilocks (curvilinear) Effect of Ai On Human CreativityHsuan-Che (brad) Huang, Sauder School of Business, University of British Columbia, CanadaUse of The Arrow of Time and The Criteria For Transmission of Cause Marks In Conflict Management In The Construction IndustryJoao Antonio de Almeida Junior, EXXATA TECNOLOGIA E ENGENHARIA DE CONTRATOS, Brazil; Vitor de Melo Oliveira, EXXATA TECNOLOGIA E ENGENHARIA DE CONTRATOS, Brazil; Ricardo Antinarelli de Araujo Soares, EXXATA TECNOLOGIA E ENGENHARIA DE CONTRATOS, Brazil; Leonardo Oliveira Braga de Souza, EXXATA TECNOLOGIA E ENGENHARIA DE CONTRATOS, Brazil; Edivilson Rodrigo da Silva, EXXATA TECNOLOGIA E ENGENHARIA DE CONTRATOS, Brazil; Fernanda Eneias Dutra, EXXATA TECNOLOGIA E ENGENHARIA DE CONTRATOS, Brazil; Igor Ferreira Fontes, EXXATA TECNOLOGIA E ENGENHARIA DE CONTRATOS, Brazil; Andre Dias Russo Marquito, EXXATA TECNOLOGIA E ENGENHARIA DE CONTRATOS, Brazil; Gabriel Apgaua Zeh, EXXATA TECNOLOGIA E ENGENHARIA DE CONTRATOS, BrazilNot Just The Two of Us: The Role of Emotions and Third Parties For Trust RepairJonathan Lee, University of Minnesota Duluth, United States; Rachel Campagna, University of New Hampshire, United StatesNetwork Penalty: Unveiling The Perceptual Consequence of Using Your NetworkJennifer Lee, INSEAD, Singapore; Hazel Lim, INSEAD, Singapore; Andy Yap, INSEAD, SingaporePatrolling The Powerful: The Reputational Benefits of Third-Party Punishing PowerholdersEna Inesi, London Business School, United Kingdom; William Fawson, IESE Business School, SpainPassion Gaps Create Ethical Cracks: Lacking Desired Passion Is Associated With Increased Unethical Pro-Organizational BehaviorMatt Lupoli, Monash University, Australia; Jon Jachimowicz, Harvard University, United States; Zach Brown, Hong Kong University of Science and Technology, Hong Kong; Joel Brockner, Columbia University, United States; Adam Galinsky, Columbia University, United States To Blame Or To Apologize? Resolving A Conflict Requires Negotiating Over A Shared RealityEva Chen, University of Chicago Booth School of Business, United States; Shereen Chaudhry, University of Chicago Booth School of Business, United StatesFlattering Advice: Avoiding Disappointment As A Driver of Gender DiscriminationAmanda (zaidan) Chen, Hong Kong University of Science and Technology, Hong Kong; David Hagmann, Hong Kong University of Science and Technology, Hong Kong Collectivism Increases Income Inequality: Insights From A Mixed-Method AnalysisAbhishek Sheetal, The Hong Kong Polytechnic University, Hong Kong; Yan Wang, Nanyang Technological University, Singapore; Krishna Savani, The Hong Kong Polytechnic University, Hong KongWhen (false) Progress Backfires: How Past Contact With Women and Racial Minorities Influences Future Board DiversityJack Lin, Stanford Graduate School of Business, United States; Edward Chang, Harvard Business School, United States; Erika Kirgios, University of Chicago Booth School of Business, United States; Julia Hur, New York University, United StatesTackling Stigma Through Trust: How Lack of Perceived Integrity Harms Trust of Individuals With Bipolar DisorderBrad Bitterly, HKUST, Hong Kong; Lisa O'Donnell, Wayne State University, United States; Melvin McInnis, University of Michigan, United StatesUnpacking Nested Identity Theory: The Case of Global Social IdentityNancy Buchan, University of South Carolina, United States; Anna Katherine Ward, Virginia Tech University; Isis Olimpia Gutiérrez Martínez, Universidad de las americas puebla, Mexico; Nasima Mohamed Hoosen Carrim , University of Pretoria Pretoria, South Africa; Sophia Jeong, NYU - Abu Dhabi, United Arab EmiratesA Relational Theory of Workplace MicroaggressionsSummer Jackson, Harvard Business School, United States; Basima Tewfik, MIT Sloan School of Management, United States Advancing Best Practices In Behavioral Interventions To Improve Moral Decision MakingSamuel Skowronek, University of California, Los Angeles, United States; Ilana Brody, University of California, Los Angeles, United States; Andrea Low, University of California, Los Angeles, United States; Daniel Effron, London Business School, United Kingdom; Jeremy Yip, Georgetown University, United States Misperceptions About Sensitive Topics and Their Social ConsequencesEinav Hart, George Mason University, United States; Julia Bear, Stony Brook University, United States; Zhiying (bella) Ren, The Wharton School, University of Pennsylvania, United States; Trevor Spelman, Northwestern University, United States; Abdo Elnakouri , Northwestern University, United States; Nour Kteily , Northwestern University, United States; Eli Finkel , Northwestern University, United States; Jennifer E. Abel, Harvard University, United States; Julian J. Zlatev, Harvard University, United States; Lauren Eskreis-Winkler, Northwestern U., United States; Luiza Tanoue Troncoso Peres , Northwestern U., United States; Ayelet Fishbach , University of Chicago, United States; Yaoxi Shi, Imperial College London, United Kingdom; Michael Yeomans , Imperial College London, United Kingdom
9:00pm-11:45pm
(The Insiders Den)
Tuesday, 25 June 2024
9:00am-11:30am
(101-7A)

Have a question or concern that relates to IACM policies or requires a private conversation? IACM Ombuds Natalie Landau Gibson will be present to assist you in a confidential manner.
9:00am-10:30am
Amphi 101Amphi 102Amphi 103Amphi 104Amphi 105
Mirror, Mirror On My Screen: How Self-View Affects Dishonest Behavior In Online Video Negotiations.Yvette Woltman, University of Amsterdam, Netherlands; Joris Demmers, University of Amsterdam, Netherlands; Alfred Zerres, University of Amsterdam, NetherlandsEncouraging Bone Marrow Donation Through Values Affirmation: A Field ExperimentL Taylor Phillips, New York University, United States; Sean Malahy, Google, United StatesThe Hidden Dark Side of Prestige-Oriented Leadership: The Role of Approval Motive In Explaining Why Prestige-Oriented Leaders Receive More Unethical RequestsJi Sok Choi, Cornell University, United StatesEmpowering Change: Unlocking Keys To Effective and Well-Received Employee Voice In OrganizationsBruce Mei, Duke University, United States; Richard Larrick, Duke University, United States Choosing To Change Course: The Salience of Choice Increases Cognitive Flexibility and Reduces The Sunk-Cost BiasKevin Nanakdewa, Peking University, China; Shilpa Madan, Singapore Management University, Singapore; Krishna Savani, Hong Kong Polytechnic University, Hong KongStructure— The Unwanted Ally: Perceptions and Preferences For Structured Vs. Unstructured TasksKelly Harrington, Northwestern University Kellogg School of Management, United States; Loran Nordgren, Northwestern University Kellogg School of Management, United StatesCostly Distractions: Focusing On Individual Behavior Undermines Support For Systemic ReformsDavid Hagmann, The Hong Kong University of Science and Technology, Hong Kong; Yi-Tsen Liao, The Hong Kong University of Science and Technology, Hong Kong; Nick Chater, Warwick Business School, United Kingdom; George Loewenstein, Carnegie Mellon University, United StatesThe Overdetermined Outcome Defense: Using and Seeking Happenstance Events To Justify Bad IntentionsStephanie Lin, INSEAD, Singapore; Julian Zlatev, Harvard University, United States; Dale Miller, Stanford University, United States The Three Minute Thesis (3mttm) Competition For Iacm 2024Ming-Hong Tsai, Singapore Management University, Singapore; Laura Rees, Oregon State University, United States; Jennifer Parlamis, University of San Francisco, United States; Michael Gross, Colorado State University, United States; Deborah Cai, Temple University, United States Prospect Under Pressure – Win-Lose Scenarios and The Impact of Deadlines In RenegotiationsYannick Urbitsch, University of Hohenheim, Germany; Tom Huhnke, University of Hohenheim, Germany; Markus Voeth, University of Hohenheim, GermanyPhysical and Psychological Costs of Social Class Imprint At Work: Role of Organizations In Explaining The Socioeconomic Status - Health RelationshipSridhar Polineni, Pennsylvania State University, United States; Pooja Mishra, Indian School of Business, IndiaUnderstanding and Improving Managers’ Influence Strategies: Can Managers Leverage Loss Aversion As An Influence Tool?David Daniels, National University of Singapore (NUS) Business School, Singapore; E-Yang Goh, National University of Singapore (NUS) Business School, SingaporeThe Paradox of Task Difficulty: Divergent Effects On Quitting Versus Effort In A Five-Year Natural Field Experiment Involving Volunteers At A Major Nonprofit OrganizationPolly Kang, INSEAD, Singapore; David Daniels, National University of Singapore (NUS) Business School, Singapore Enhancing Scientific Rigor and Transparency In ResearchMaryam Kouchaki, United States; Jennifer Dannals; Eric Uhlmann; Gerben van Kleef; Nazli Bhatia; Wilson Cyrus-Lai, Stanford University, United States
10:30am-11:00am
(INSEAD Foyer)
11:00am-12:30pm
Amphi 101Amphi 102Amphi 103Amphi 104Amphi 105
Relational Defensiveness At Work: An Attachment PerspectiveJeffrey Yip, Simon Fraser University, Canada; Dayna O.h. Walker, University of Colorado Colorado Springs, United StatesGendered Complexity of Providing Sponsorship: How Male and Female Sponsors’ Goals Shape Their Social Network StrategiesElizabeth Lauren Campbell, Rady School of Management, UC San Diego, United States; Catherine T. Shea, Tepper School of Business, Carnegie Mellon University, United StatesA Cylinder Model of Communication Behaviors In Military Investigative Interviews: Motivational Frame Matching and Interview OutcomesMattias Sjöberg , Durham University Business School, United Kingdom; Paul Taylor , Lancaster University, United Kingdom; Stacey Conchie , Lancaster University, United KingdomReverse The Curse of Failure: Learning Cues Increase Willingness To Seek (and Share) Failure ExperiencesXiawei Dong, Hong Kong University of Science and Technology, Hong Kong; Martha Jeong, Hong Kong University of Science and Technology, Hong Kong; Shaocong Ma, Hong Kong University of Science and Technology, Hong KongBaluchiatn Armed Conflict: Chronology, Causes and Remdial Actions By Central GovernmentMuhammad K. Riaz, COMSATS University Islamabad Attock Campus, PakistanExploring Antecedents To and Behavioral Consequences of White Privilege AwarenessChade Darby, Cornell University, United States; Sean Fath, Cornell University, United StatesA Wolf In Sheep’s Clothing? The Interplay of Perceived Social Norms and Threat In Hierarchy-Maintaining Action Tendencies Towards Disadvantaged GroupsNadine Knab, Tel Aviv University, Israel; Melanie Steffens, RPTU Kaiserslautern Landau, Germany; Samer Halabi, The Academic College of Tel Aviv-Yafo, Israel; Jaime Napier , NYU Abu Dhabi, United Arab Emirates; Nadler Arie , Tel Aviv University, Israel; Boaz Hameiri, Tel Aviv University, IsraelI & We Feel – Measuring Collective Emotion: The 2023 Israeli-Palestinian WarIdo Zigdon, Ben-Gurion University of the Negev, Israel; Dorit Efrat-Treister, Ben-Gurion University of the Negev, Israel; Coby Morvinski, Ben-Gurion University of the Negev, IsraelA Framework For Increasing Perspective-Taking In Conflictual DiscussionsCharlotte Elisabeth Vaassen, Vrije Universiteit Amsterdam, the Netherlands, Netherlands; Tijs van den Broek, Vrije Universiteit Amsterdam, the Netherlands, Netherlands; Hillie Aaldering, Vrije Universiteit Amsterdam, the Netherlands, Netherlands; Bianca Beersma, Vrije Universiteit Amsterdam, NetherlandsTrust Dispersion In Teams: A Configural Model From A Temporal PerspectiveMingshuang Ji, University of Illinois at Urbana-Champaign, United StatesLearning Conflict and Negotiation Skills Through Training Based On Analogical EncodingRocío López-Cabrera, IESEG School of Management, France; Lara Barros Martins, Universidad Loyola Andalucía, Spain; Francisco J. Medina, Universidad de Sevilla, Spain; Alicia Arenas, Universidad de Sevilla, Spain; Lourdes Munduate, Universidad de Sevilla, SpainA Little Humor Goes A Long Way? The Influence of Humor On Concessions In One-Shot Online NegotiationsEmma Garnier, IESEG School of Management, France; Melvyn Hamstra, IESEG School of Management, France; Frieder Lempp, IESEG School of Management, France; Martin Storm, IESEG School of Management, France How Punishment and Guilt Shape The Influence of Leader Anger On Leader Effectiveness Following Employee TransgressionsMatt Lupoli, Monash University, Australia; Bo Shao, Deakin University, Australia; Nathan Eva, Monash University, AustraliaWhen Expressing Pride Makes People Seem Less CompetentRebecca Schaumberg, University of Pennsylvania, United StatesExpressing Forgiveness As A Prestige-Oriented StrategyJin Wook Chang, Korea University Business School, South KoreaLoyalty Increases Perceptions of HarmSimone Tang, Cornell University, United States; Ji Sok Choi, Cornell University, United States Left-Wing Whites Are Uniquely Averse To Dominant LeadersKrishnan Nair, University of Illinois Urbana-Champaign, United States; Marlon Mooijman, Rice University, United States; Maryam Kouchaki, United StatesThe Compatibility of Equality and Harmony In Social Change: Joint Collective Action Reduces Intergroup Conflict and Polarisation Between Gender GroupsFeiteng Long, Leiden University, Netherlands; Zi Ye, Leiden University, Netherlands; Lijuan Luo, Shanghai International Studies University, ChinaMoral Framing As A Double-Edged Sword For Motivating Majority Group Leaders To Support Dei IssuesMcKenzie Preston, University of Pennsylvania, United StatesNot All Powerful People Are Created Equal: An Examination of Gender and Pathways To Social Hierarchy Through The Lens of Social CognitionCharlotte Townsende, University of California, Berkeley, United States; Sonya Mishra, Dartmouth College, Tuck School of Business, United States; Laura Kray, University of California, Berkeley, United States Advancing Conflict Management Research Through The Lens of AiHuiru (evangeline) Yang, IESEG School of Management, France; Kate Bezrukova, University at Buffalo, United States; Ray Friedman, Vanderbilt University, United States; Jeanne Brett, Northwestern University, United States; Alfred Zerres, Amsterdam Business School, Netherlands; Jesse Spencer-Smith, Vanderbilt University, United States; Jaewoo Cho, Vanderbilt University, United States; Xuhui Zhan, Vanderbilt University, United States; James Hale, University of Southern California, United States; Eleanor Lin, Columbia University, United States; Ian Wu, University of Southern California, United States; Kushal Chawla, University of Southern California, United States; Gale Lucas, University of Southern California, United States; Jonathan Gratch, University of Southern California, United States; Samuel Dahan, Queen's University, Canada; Terri Griffith, Simon Fraser University, Canada; Vincent Rice, University at Buffalo, United States; Chester Spell, Rutgers University, United States; Emily Grijalva, University at Buffalo, United States; Yu Rong, University of Southern California, United States New Perspectives On Gender Bias and Inequity In OrganizationsAnyi Ma, University of Wisconsin-Madison, United States; Stav Atir, University of Wisconsin-Madison, United States; Jungwoo Ha, ESDES Lyon Business School, France; Margaret Ormiston, George Washington University, United States; Elaine Wong, University of California, Riverside, United States; Zhiyu Feng, Renmin University of China, China; Yixin Tian, Singapore Management University, Singapore; Abigail Collins, University of Wisconsin-Madison, United States; Chia-Jung Tsay, University of Wisconsin-Madison, United States; Ivuoma Onyeador, Northwestern University, United States; Felix Danbold, University College London, United Kingdom; Clarissa Cortland, University College London, United Kingdom; Zoe Kinias, University of Western Ontario, Canada
12:30pm-1:30pm
(Level 6 (Dining Hall))
1:30pm-3:00pm
Amphi 101Amphi 102Amphi 103Amphi 104Amphi 105Amphi 106
Not For Me: People Are Less Willing To Help Asians Who Explicitly State Their IdentityGloria Danqiao Cheng, UCLA Anderson School of Management, United States; Joyce He, UCLA Anderson School of Management, United States; Erika Kirgios, University of Chicago Booth School of Business, United StatesIt's Not Me, It's Them: Anticipating Discrimination By Others Causes DiscriminationNicholas Calbraith Owsley, University of Chicago, Booth School of Business, United StatesThe Details Bring Us Closer: Mere Presence of Concrete Construal Promotes More Empathic Intergroup Perspective-Taking OutcomesYiran Wang, University of Southern California, United States; Sarah Townsend, University of Southern California, United StatesConflict and Cooperation In Community-Based Wildlife Management In Sub-Saharan Africa: A Comparative Case Study of Ethiopia, Namibia, and TanzaniaDaniel Ogbaharya, United States Iacm Fellows Session: How Is Iacm Relevant To The Current State of The World?Daniel Druckman, George Mason University, United States; Deborah Cai, Temple University, United States A Theory of Time-Based Discrimination In EvaluationChia-Jung Tsay, UW-Madison/UCL, United States; Curtis Chan, Boston College, United States; Erin Reid, McMaster University, CanadaFrom Words To Walls: Deciphering Cultural Impact On Gender Bias In Job DescriptionsWen Shan, Singapore University of Social Sciences, Singapore; Jovan Yu Quan Chew, NVIDIA Corporation, Singapore; Zhengkui Wang, Singapore Institute of Technology, Singapore; Hannah Riley Bowles, Harvard Kennedy School, United States; Anurag Sharma, Newcastle University, Singapore; Aik Beng Ng, NVIDIA Corporation, Singapore; Simon See, NVIDIA Corporation, SingaporeYou'Re Getting Colder: White Americans Decrease Warmth Presentation To High Status Black IndividualsArielle Lewis, Emory University/Goizueta Business School, United States; Cydney Dupree, University College London/School of Management, United Kingdom; Erika Hall, Emory University/Goizueta Business School, United StatesLatent Ally Opportunities: How Target Frame of Reference Affects Decision To Speak UpClaire Malcomb, Cornell University, United States; Elizabeth McClean, Cornell University, United States; Chade Darby, Cornell University, United States; Merrick Osborne, UC Berkeley, United States Bystander Intervention To Workplace DiscriminationRichard Burgess, University of Pittsburgh, United States; Angelica Leigh, Duke University, United States; Mike Christian, University of North Carolina, United States; Cagla Celik, University of Pittsburgh, United StatesThe Failure To Recognize Anti-Asian Discrimination At WorkSora Jun, Rice University, United States; Junfeng Wu, University of Texas at Dallas, United States; Dejun Tony Kong, University of Colorado Boulder, United StatesCumulative Inequality AversionDaniela Goya-Tocchetto, University at Buffalo, United States; David M. Munguia Gomez, Yale University, United StatesHeroization and Exploitation of First-GensShuang Wu, University of California, San Diego, United States; Peter Belmi, University of Virginia, United States Disagreement With A Smile: Multimodal Communication In NegotiationLaura Wang, Massachusetts Institute of Technology, United States; Arnab Sarker, Massachusetts Institute of Technology, United States; Jared Curhan, Massachusetts Institute of Technology, United StatesSmooth-Talking Bots: Ai Negotiators Make Better ImpressionsDavid Fang, Stanford Graduate School of Business, United States; Mohammed Alsobay, MIT Sloan, United States; Abdullah Almaatouq, MIT Sloan, United States; Jared Curhan, MIT Sloan, United StatesThe Caretaker Effect: How Seller Attachment Shapes Seller-Buyer InteractionsAlice Lee, Cornell University, United States; Daniel Ames, Columbia Business School, United StatesGender Similarities and Differences In Everyday NegotiationsKatherine Sun, UCLA Anderson School of Management, United States; Jordi Quoidbach, ESADE Business School, Spain; Roderick Swaab , INSEAD Business School, Singapore; Michael Schaerer , Singapore Management University, Singapore; Martin Schweinsberg , European School of Management and Technology Berlin, Germany; Eric Uhlmann, INSEAD Business School, Singapore Productively Engaging The Taiwan Strait Conflict: A Participatory WorkshopQing Guan, Strait Talk; Northwestern University, United States; Mu-Chiao Chiu, Strait Talk, Taiwan; Quinton Huang, Strait Talk, Taiwan
2:00pm-4:30pm
(101-7A)

Have a question or concern that relates to IACM policies or requires a private conversation? IACM Ombuds Natalie Landau Gibson will be present to assist you in a confidential manner.
3:00pm-3:30pm
(INSEAD Foyer)
3:30pm-5:00pm
Amphi 101Amphi 102Amphi 103Amphi 104Amphi 105
The Influence of Race and Sexual Orientation On Negotiation Outcomes For MenEdward Chang, Harvard Business School, United States; Erika Kirgios, University of Chicago Booth, United States; Julian Zlatev, Harvard Business School, United StatesToxic University: Exploring Faculty Conflict In Higher Education Institutions Through An Ecological LensKristen Foltz, The University of Tampa, United States; Theresa Macneil, The University of Tampa, United States; Stephen Kromka, The University of Tampa, United StatesParties Beyond The Table: The Effects of External Parties’ Presence and Veto Right On Negotiators’ DecisionsKai Zhang, Leuphana University of Lueneburg, Germany; Hong Zhang, Leuphana University of Lueneburg, Germany; Roman Troetschel, Leuphana University of Lueneburg, GermanySelf-Disclosure In Unequal-Power DyadsShuang Wu, University of California, San Diego, United States; Yidan Yin, University of Southern California, United States; Joseph Ocampo, University of California, Berkeley, United States; Christopher Oveis, University of California, San Diego, United States; Pamela Smith, University of California, San Diego, United StatesSexual Assault Victims Face A Penalty For Adjacent ConsentJillian Jordan, Harvard Business School, United States; Roseanna Sommers, University of Michigan Law School, United StatesAll Play and No Work: Antecedents and Consequences of Pursuing A Calling Outside of WorkChia-Jung Tsay, UW-Madison/UCL, United States; Otilia Obodaru, University of Bath, United KingdomRelational Mobility Predicts Conversation Depth and Conversation AvoidanceKatherine Sun, UCLA Anderson School of Management, United States; Michael Slepian, Columbia Business School, United StatesEffects of Hormonal Contraceptive Use On Women's Status-Relevant Decision-Making: A Multi-Study InvestigationSmrithi Prasad, Yale-NUS College, Singapore; Shivani Dayal, Yale School of Public Health, United StatesBeyond Face Value: Developing The Subjective Value Inventory For Chinese NegotiatorsDavid Hunsaker, NYU-Shanghai (Stern), United States; Alexander Keogh, Brigham Young University, United StatesExploring The Interplay of Fixed-Pie Bias, Mental Models Convergence, and Time Pressure In Intercultural NegotiationsElena Poliakova, IESEG School of Management, France; Adrian Barragan Diaz, IESEG School of Management, France; Leigh Anne Liu, Georgia State University, United States; Edward W. Miles, Georgia State University, United States; Wu Liu, The Hong Kong Polytechnic University, Hong KongManagers Give Additional Work To Employees Who Like Them More (vs. Less)Sangah Bae, Cornell University, United StatesUnderstanding Employee Responses To Diverging Ai Recommendations: Cognitive Appraisals and Consequent BehaviorsOlga Mondrus, Tel Aviv University, Israel; Ilanit Simantov Nachlieli, Tel Aviv University, Israel Messenger-Message Discordance: Who Speaks Up (and How) Matters In Advocating For Workplace EqualityElizabeth Jiang, UCLA Anderson, United States; Sherry Jueyu Wu, UCLA Anderson, United StatesWhere do The Low Performers Go? Gender Differences In Managerial Supervision of Low-Performing Junior EmployeesElizabeth Lauren Campbell, Rady School of Management, UC San Diego, United States; Ming Leung, Merage School of Business, UC Irvine, United States; Tingting Nian, Merage School of Business, UC Irvine, United StatesMentorship For Whom? Relational (vs. Traditional) Mentorship Frames Reduce Social Class Gaps In MentorshipKathy Vo, Kellogg School of Management, Northwestern University, United States; Andrea Dittmann, Goizueta Business School, Emory University, United StatesThe Detrimental Effects of Men’s Concern About Appearing Positively Biased Toward Physically Attractive WomenMichelle Duguid, Corell University, United States; Ashleigh Rosette, Duke University, United States Expanding Our Understanding of Third-Party Perceptions of Victims In The WorkplaceSamantha Dodson, University of British Columbia, Canada; Rachael Goodwin, Syracuse University, United States; Sarah Jensen, University of Utah, United States; Hsuan-Che "Brad" Huang, University of British Columbia, Canada; Ho Kwan Cheung, University of Calgary, Canada; Kristina Diekmann, University of Utah, United States; Jesse Graham, University of Utah, United States; Morteza Dehghani, University of Southern California, United States; Xiaoyu Yin, University of Utah, United States; Kylie Rochford, University of Utah, United States; Daniel Skarlicki, University of British Columbia, Canada; Lynn Bowes-Sperry, California State University, East Bay, United States; Caren Goldberg, Universidad de Sevilla, Spain Redefining Gender Dynamics In Negotiation: Emerging Research and ImplicationsNazli Bhatia, University of Pennsylvania, United States; Noa Nelson, The Academic College of Tel Aviv-Yaffo, Israel; Alexandra Mislin, American University, United States; Julia Bear, Stony Brook University, United States; Alice Lee, Cornell University, United States

These two sessions have merged into a single panel session. Click here for the "Day After the War" abstract.

Leaders In Conflict and CrisisIfat Maoz, Hebrew University, Israel; Meital Balmas, Hebrew University, Israel; Nitzan Attias, Hebrew University, Israel; Eran Halperin, Hebrew University, Israel; Tsfira Grebelsky, Hebrew University, Israel; Alexandra Shahwan , Hebrew University, Israel; Rakefet Erlich Ron, Beit Berl College, Israel; Deborah Cai, Temple University, United States
6:00pm-9:00pm
(Peach Garden @ OCBC)

Google Maps: INSEAD to Peach Garden @ OCBC Centre

Address:Peach Garden @ OCBC Centre, 65 Chulia St, #33 floor, Singapore 049513

Our awards dinner will be at the beautiful Peach Garden adjacent to the Singapore River and Raffles Place. Join us as we celebrate the successes of IACM, the conference, and its members!

Transportation Recommendation: Use a Grab/Taxi or take the MRT. From INSEAD, it is an easy 40 minute trip with one changeover from the Circle Line (CCL - orange) to the East-West Line (EW - green) at Buona Vista. Groups will leave from INSEAD beginning at 5:10pm
10:00pm-11:45pm
(The Insiders Den)
Wednesday, 26 June 2024
9:00am-11:30am
(101-7A)

Have a question or concern that relates to IACM policies or requires a private conversation? IACM Ombuds Natalie Landau Gibson will be present to assist you in a confidential manner.
9:00am-10:00am
Amphi 101Amphi 102Amphi 103Amphi 104
Face Threats In Conflict Escalation: Politeness Theory Versus Social Interactionist TheoryWilliam Donohue, Michigan State University, United States; Daniel Druckman, George Mason University, United StatesUnsolicited Help and Face Threat: When and How Coworker Help Undermines ReciprocityChenqi Gao, Rutgers University, United States; Oliver Sheldon, Rutgers University, United StatesThe Benefits of Uncivil Leadership: Competitive Incivility Promotes Organizational CohesionJeremy Yip, Georgetown University, United States; Maurice Schweitzer, Wharton, United States; Nir Halevy, Stanford University, United States An Experience Sampling Study On Everyday Experiences of InequalityCharlene Chen, Nanyang Technological University, Singapore; Jonathan Pow, INSEAD, Singapore; Kelly Nault, IE University, Spain; Andy Yap, INSEAD, SingaporeLeaky Pipeline: Failing To Promote Women Does Not Harm Perceptions of Diversity EffortsYi-Tsen Liao, The Hong Kong University of Science and Technology, Hong Kong; David Hagmann, The Hong Kong University of Science and Technology, Hong Kong; Catherine Tinsley, Georgetown University, United StatesClosing The Gender Pay Gap, One Household Chore At A Time: How Transparency Reduces Domestic Free Riding and Work-Family Conflict Among Dual Earner CouplesStephane Francioli, The Wharton School, University of Pennsylvania, United States; Catalina Enestrom, IESE Business School, Spain; Katherine Zee, Netflix, United States The Role of Ai Sentiment and Facial Emotion Variability In Humans’s Perception of AisHanqiu Li, UCLA, United States; Katherine Qianwen Sun, UCLA, United States; Margaret Shih, UCLAInvestigating The Paradoxical Effect of Digital Connectivity On Employee Creativity: Countervailing Pathways and A Boundary ConditionYunqing Zou, Renmin University of China, China; Xin Chen, Renmin University of China, China; Chuding Ling, Renmin University of China, China Negotiating Sustainability TransformationsMarco Schauer, Leuphana University Lüneburg, Germany; Roman Trötschel, Leuphana University Lüneburg, Germany; Caroline Heydenbluth, Leuphana University Lüneburg, Germany; Brian Gunia, Johns Hopkins University, United States; Julia Bear, Stony Brook University, United States; Kai Zhang, Leuphana University Lüneburg, Germany; Hillie Aaldering, VU Amsterdam, Netherlands; Charlotte Vaassen, VU Amsterdam, Netherlands; Kian Siong Tey, INSEAD, Singapore, Singapore; Vivianna Fang He, University of St. Gallen, Switzerland; Roderick Swaab, INSEAD, Singapore, Singapore
10:00am-10:15am
(INSEAD Foyer)
10:15am-11:15am
Amphi 101Amphi 102Amphi 104
When Shared Suffering Binds But Also Blinds: Women’s Conditional Belonging and Gender Exclusionary Cultures In Male-Dominated ProfessionsJoyce He, UCLA, United States; William Hall, Brock University, Canada; Jacklyn Koyama, University of Toronto, Canada; Sonia Kang, University of Toronto, CanadaRoadblocks At The Intersection of Leader Gender and Relative Age: Why Feedback From Young Female Managers Is Less AcceptedJulian Pfrombeck, The Chinese University of Hong Kong, Hong Kong; Adam Galinsky, Columbia University, United StatesTight Ships Or Loose Cannons: How Couples' Approaches To Domestic Tasks Shape Gender Differences In Experiences At WorkKelly Harrington, Northwestern University Kellogg School of Management, United States; Alexandra Feldberg, Harvard Business School, United States; Kathleen McGinn, Harvard Business School, United States Managing Conflict Through Effective Mitigation By Multilateral Development BanksShahla Ali, University of Hong Kong, Faculty of Law, Hong KongPutting The “Us” In “Autonomous”: The Effects of Cooperation and Competition On AutonomyValentino Chai, Stanford Graduate School of Business, United States; Nir Halevy, Stanford Graduate School of Business, United StatesHow Many People Is Good Performance Worth? Examining The Tradeoff Between Uncertain Task Performance and Subordinate FailureEkin Ilseven, Católica Lisbon School of Business and Economics, Portugal; Kelly Nault, IE Business School, SpainSafe But Meek: Psychological Safety and Intrateam NegotiationsHenrik Bresman, Singapore; Brian Gunia, Johns Hopkins University, United States Complexities In Navigating Inequality At The WorkplaceSerenity Lee, University of Pennsylvania, United States; Josephine Tan, Stanford University, United States; Alexis Avery, University of Wisconsin-Madison, United States; Jacob Roberson, University of Southern California, United States; Stephanie Yu, University of Pennsylvania, United States
11:15am-12:00pm
(Level 6 (Dining Hall))
11:30am-12:00pm
(Level 6 (Dining Hall))
12:15pm-1:15pm
Amphi 101Amphi 102Amphi 103
Meet The Journal Editors - Journal of Management Education & Management Teaching ReviewJennifer Leigh, Nazareth University, United States Teaching What Isn’T Being Said In Conflict Management: Understanding Nonverbal Behavior In An Increasingly Interconnected Yet Polarized WorldNancy Buchan, University of South Carolina, United States; Leigh Anne Liu, Georgia State University, United States Negotiating With A Human-Like Ai AgentHoracio Falcao, INSEAD, United Arab Emirates; Adrian Johnson, INSEAD, France
1:30pm-2:30pm
Amphi 101Amphi 102Amphi 103
Workshop: Using Video Analysis To Accelerate Student LearningLucy Montgomery, Kellogg School of Management, United States; Cynthia Wang, Kellogg School of Management, United States; Stephen Humphrey, Pennsylvania State University, United States; Jennifer Whitson, University of California-Los Angeles, United States Why Use The Ntr Peer Feedback Tool For Student Learning and ResearchHolly Schroth, University of California, Berkeley; NTR, United States Turkish Delight (workshop On Cross-Cultural Negotiations)Maria Tomprou, Tepper School of Business, Carnegie Mellon University, United States
2:00pm-4:30pm
(101-7A)

Have a question or concern that relates to IACM policies or requires a private conversation? IACM Ombuds Natalie Landau Gibson will be present to assist you in a confidential manner.
2:30pm-2:45pm
(INSEAD Foyer)
2:45pm-3:45pm
Amphi 101Amphi 102
Creating and Teaching With Virtual Reality: A Very Rewarding ExperienceHoracio Falcao, INSEAD, United Arab Emirates; Anja Merz, Sorbonne University Abu Dhabi, United Arab Emirates; Alon Epstein, INSEAD, Netherlands Orchestrating Ai-Human Harmony In Conflict Management EducationKimberly O'Connor, Purdue University Fort Wayne, United States; Michael Kirchner, Purdue University Fort Wayne, United States
4:00pm-5:00pm
Amphi 101Amphi 102
Enhancing Your Negotiation and Conflict Resolution Course For Today's Diverse and Tech-Savvy WorkplaceHolly Schroth, UC Berkeley, United States Teaching and Research In Negotiation and Ob Using AiNiraj Kumar, iDecisionGames, Puerto Rico
5:00pm-6:00pm
(The Insiders Den)

 


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