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The authors 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, they prime subjects to two alternative organizational cultures emphasizing either self-enhancement or self-transcendence. They find that effort is highest in self-transcendent 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 differ in provided effort. These findings point out the importance of a 'Triple-fit' of preferences, organizational culture and incentive mechanism.
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