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Productivity in Contests: Organizational Culture and Personality Effects

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Author Info

  • Ola Andersson

    ()
    (Stockholm School of Economics)

  • Marieke Huysentruyt

    ()
    (London School of Economics & SITE at Stockholm School of Economics)

  • Topi Miettinen

    ()
    (Aalto University, School of Economics & SITE, Stockholm School of Economics)

  • Ute Stephan

    ()
    (Catholic University of Leuven)

Abstract

We study the interaction of organizational culture and personal prosocial orientation in team work where teams compete against each other. In a computerized lab experiment with minimal group design, we prime subjects to two alternative organizational cultures emphasizing either self-enhancement or self-trancendence. We find that effort is highest in self-trancendent teams and prosocially oriented subjects perform better than proself-oriented under that culture. In any other value-culture-mechanism constellation, performance is worse and/or prosocials and proselves do not dier in provided effort. These findings point out the importance of a "triple-fit" of preferences, organizational culture and incentive mechanism.

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Bibliographic Info

Paper provided by Friedrich-Schiller-University Jena, Max-Planck-Institute of Economics in its series Jena Economic Research Papers with number 2010-046.

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Date of creation: 26 Jul 2010
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Handle: RePEc:jrp:jrpwrp:2010-046

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Keywords: Tournaments; Organizational Culture; Personal Values; Teams; Economic Incentives;

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