Productivity in Contests: Organizational Culture and Personality Effects
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.
|Date of creation:||26 Jul 2010|
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