Productivity in Contests: Organizational Culture and Personality Effects
Marieke Huysentruyt (),
Topi Miettinen () and
Ute Stephan ()
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Marieke Huysentruyt: London School of Economics & SITE at Stockholm School of Economics
Ute Stephan: Catholic University of Leuven
No 2010-046, Jena Economic Research Papers from Friedrich-Schiller-University Jena
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.
Keywords: Tournaments; Organizational Culture; Personal Values; Teams; Economic Incentives (search for similar items in EconPapers)
JEL-codes: C91 D23 J33 M52 (search for similar items in EconPapers)
New Economics Papers: this item is included in nep-exp and nep-soc
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Persistent link: https://EconPapers.repec.org/RePEc:jrp:jrpwrp:2010-046
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