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Person-Organization Fit and Incentives: A Causal Test

Ola Andersson, Marieke Huysentruyt (), Topi Miettinen () and Ute Stephan ()
Additional contact information
Marieke Huysentruyt: London School of Economics, Postal: and SITE at Stockholm School of Economics
Ute Stephan: Aston Business School, Postal: Aston University

No 1010, Working Paper Series from Research Institute of Industrial Economics

Abstract: We investigate the effects of organizational culture and personal value orientations on performance under individual and team contest incentives. We develop a model of regard for others and in-group favoritism predicting interaction effects between organizational culture and personal values in the contest games. The predictions are tested in a computerized lab experiment with exogenous control of both organizational culture and incentives. In line with our theoretical model we find that prosocial (proself) orientated subjects exert more (less) effort in team contests in the primed prosocial organizational culture condition, relative to the neutrally primed baseline condition. Further, when the prosocial organizational culture is combined with individual contest incentives, prosocial subjects no longer outperform their proself counterparts. These findings provide a first, affirmative, causal test of person-organization fit theory. They also suggest the importance of a 'triple-fit' between personal preferences, organizational culture and incentive mechanisms for prosocially orientated individuals.

Keywords: Tournaments; Organizational culture; Personal values; Person-organization fit; Teams; Economic incentives (search for similar items in EconPapers)
JEL-codes: C91 D02 D23 J33 M52 (search for similar items in EconPapers)
Pages: 40 pages
Date: 2014-02-27
New Economics Papers: this item is included in nep-bec, nep-cbe, nep-exp, nep-hrm, nep-lab and nep-upt
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