Nikhil Awasty

Bio: Nikhil Awasty is an academic researcher from Michigan State University. The author has contributed to research in topics: Emotional labor & Narrative. The author has an hindex of 2, co-authored 2 publications receiving 38 citations. Previous affiliations of Nikhil Awasty include Indian School of Business.

Centralization of member voice in teams: Its effects on expertise utilization and team performance.

Abstract: Voice, or the expression of work-related suggestions or opinions, can help teams access and utilize members' privately held knowledge and skills and improve collective outcomes. However, recent research has suggested that sometimes, rather than encourage positive outcomes for teams, voice from members can have detrimental consequences. Extending this research, we highlight why it is important to consider voice centralization within teams, or the extent to which voice is predominantly emanating from only a few members rather than equally spread across all members. We argue that, under certain circumstances, voice centralization is harmful to the utilization of members' expertise in the team and, thereby, to team performance. Specifically, we propose that voice centralization is likely to have negative effects when it occurs around members who are more socially dominant or are less reflective. We find support for our arguments in a sample of 78 teams (319 team members) working on graduate student projects in a business school over a semester. Overall, through our theory and results, we showcase why it is important for future studies to examine the distribution of voice among team members. (PsycINFO Database Record

Origins and Destinations, Distances and Directions: Accounting for the Journey in the Emotion Regulation Process

Abstract: The literatures on emotion regulation and emotional labor have generated a considerable amount of knowledge on the relative effectiveness of how people regulate their emotional displays when their ...

Bringing to Light What’s Been Cast to the Shadows: Marginalized Relationships and Narratives at Work

Abstract: The management literature is rich with theoretical and empirical insights into the processes and outcomes associated with interpersonal relationships at work. Whereas some workplace relationships and relational experiences have received a great deal of scholarly attention, others have been cast to the shadows. In this presenter symposium, we offer five papers uncovering the processes and consequences associated with taboo, counter-normative, and marginalized relational experiences in the workplace. Specifically, our symposium shines a spotlight on oft-overlooked relationships and relational experiences, including unrequited love in the workplace, workplace romances, relational experiences of Black women executives, and luck’s existence in employees’ relationships and careers. The theoretical and empirical papers included in this symposium offer novel contributions to the workplace relationships literature and its intersections with identity, careers, and gender and diversity, generating fruitful avenues for future research. A model of unrequited love in the workplace Presenter: Nikhil Awasty; Michigan State U. Presenter: Rebecca Mitchell; U. of Colorado Boulder Presenter: Lance Ferris; Michigan State U. Who I am through you: A self categorization model of dynamic romantic commitment at work Presenter: Keith Norman Leavitt; Oregon State U. Presenter: Trevor Watkins; U. of Oklahoma Risky or risqué?: The role of stigmatized identity in workplace romance formation Presenter: Emily Dunham Heaphy; U. of Massachusetts, Amherst Presenter: Emily Poulton; U. of Georgia Peer and CEO perceptions about their expectations for and challenges of senior black women Presenter: Marla Baskerville Watkins; Northeastern U. Presenter: Jamie Jocelyn Ladge; Northeastern U. Presenter: Alexis Nicole Smith; Oklahoma State U. Presenter: Pamela Carlton; Springboard – Partners in Cross Cultural Leadership Toward a theory of luck and inequality in careers Presenter: Erin Marie Reid; McMaster U. Presenter: Lakshmi Ramarajan; Harvard U.

Say it as it is: Consequences of voice directness, voice politeness, and voicer credibility on voice endorsement

Abstract: To gain endorsement from their managers, should employees be direct with explicit change suggestions, or should they be indirect with questions and hints? We draw on psychological threat and communication clarity theories to offer competing hypotheses with respect to the association between voice directness and managerial endorsement. We then further draw from social judgment research to theorize whether the relationship between voice directness and managerial endorsement might be modified by voicer politeness and voicer credibility. The results of an experimental study and two field studies show that being direct about change-oriented suggestions is associated with more frequent managerial endorsement when voicers are credible (Studies 1 and 2 in the United States) or polite (Study 3 in China). We discuss implications of these findings, limitations, and directions for future research. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

The Voice Cultivation Process: How Team Members Can Help Upward Voice Live on to Implementation:

Abstract: The upward voicing of ideas is vital to organizational performance. Yet power differences between voicers and those with authority may result in valuable ideas being overlooked. In this ethnographi...