Person–Organization Fit and Incentives: A Causal Test

Abstract

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. 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. Terms of use: Documents inThese 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.

Subliminal influence on generosity

“…These eects are analogous to the ndings of Andersson et al (2015) where the prosocially oriented increase their eort and the proself oriented decrease their eort due to supraliminal prosocial priming in team contests. In Andersson et al (2015), however, both the positive priming eect in the prosocially oriented group and the negative priming eect in the proself group were statistically signicant.…”

“…These pilot studies are briey described here. Our study is inspired by a recent study by Andersson et al (2015). They found that in teams contests prosocial individuals provide more eort for the team when primed with self-transcendence-valueladen word-scrambles (universalism and benevolence values).…”

“…In our rst pilots we used a word-scramble priming technique, i.e. a supraliminal instead of a subliminal priming technique ) similar to the one used in Andersson et al (2015). If an eect was found here, we would then proceed to study whether subliminal priming could bring about the same eect.…”

“…We still used word-scramble priming but in contrast to the design in Norrtölje, we changed the 9 The study by Andersson et al (2015), using a supraliminal prosocial priming method, suggests that a negative eect of the universalism prime cannot be ruled out in subjects with low universalism values; this is therefore also a motivation for Hypothesis 2 (to test for a positive eect of the universalism prime in only subjects with strong universalism values).…”

Values at Work: The Impact of Personal Values in Organisations

“…So far, little is known about the effect of fit on performance. We were able to locate one study that exemplified the positive effect that value fit may have on performance (Andersson, Huysentruyt, Miettinen, & Stephan, ). Using an experimental paradigm, this study investigated the impact of person‐organisation fit on performance in a team‐game that required exerting effort to win a prize that would be equally distributed among the team members.…”