Doctoral Dissertation Research: Reciprocity and Perceived Sincerity in Organizational Workgroups

博士论文研究：组织工作组中的互惠和感知诚意

• 批准号: 1030528
• 负责人: Michael Macy
• 金额: $ 0.97万
• 依托单位: Cornell University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2010
• 资助国家: 美国
• 起止时间: 2010-09-01 至 2012-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1030528&HistoricalAwards=false
• 关键词: Doctoral; Dissertation; Research; Reciprocity; Perceived

SES-1030528Michael MacyMatthew HoffbergCornell UniversityThe research challenges the behavioral assumptions on which predominant explanations of direct reciprocity are based. By addressing the human ability to differentiate between behavior and intentions, this study investigates how one's willingness to reciprocate helping (or "prosocial") behavior may be moderated by the perception that the helping behavior was sincere ? that is, motivated by altruistic intentions. This perception, in turn, is hypothesized to depend on two factors exogenous to the helping behavior itself or to the actor who is helping: the prosocial values of the recipient as well as the normative environment, specifically the degree of collectivism, in which the behavior occurs. In contrast to previous research on prosociality conducted in the lab, original survey and interview data will be collected from a cross-national sample of a multinational technology organization to test the project's hypotheses. Broader Impacts. Results from this study should be of interest to academic scholars in sociology, management, and psychology, as well as practitioners in the management and organizations field. In challenging the view that actions matter, not intentions, this study introduces a uniquely sociological perspective to the literature on reciprocity by positing how contextual factors have tangible consequences for cooperation. The study also suggests a counter-intuitive property of collectivist workgroups: while collectivism may indeed promote prosocial behavior, it may also undermine reciprocity by affecting how prosocial behavior is perceived. The practical implication for organizations is that screening job candidates for altruistic social preferences may be more effective for improving workgroup productivity than relying on collectivist norms for prosocial behavior.

SES-1030528迈克尔·梅西马修·霍夫伯格康奈尔大学这项研究挑战了直接互惠的主要解释所基于的行为假设。通过解决人类区分行为和意图的能力，本研究探讨了一个人的意愿，以回报帮助（或“亲社会”）的行为可能会被调节的感知，帮助行为是真诚的？也就是说，出于利他主义的动机。反过来，这种感知又被假设取决于两个外生于帮助行为本身或帮助行为者的因素：接受者的亲社会价值观以及规范环境，特别是行为发生的集体主义程度。与以往在实验室中进行的亲社会性研究不同，原始调查和访谈数据将从跨国技术组织的跨国样本中收集，以验证项目的假设。更广泛的影响。从这项研究的结果应该感兴趣的学术学者在社会学，管理学和心理学，以及在管理和组织领域的从业人员。在挑战的观点，即行动的问题，而不是意图，本研究介绍了一个独特的社会学视角的文学互惠假定如何上下文因素有切实的后果合作。这项研究还表明，集体主义工作组的一个反直觉的属性：虽然集体主义确实可能促进亲社会行为，但它也可能通过影响亲社会行为的感知方式来破坏互惠。对组织的实际意义是，筛选利他主义社会偏好的求职者可能比依赖集体主义规范的亲社会行为更有效地提高工作效率。