An Investigation into the Effect of Organisational Culture on Behaviour & Preferences

组织文化对行为影响的调查

• 批准号: 2103033
• 金额: --
• 依托单位: King's College London
• 依托单位国家: 英国
• 项目类别: Studentship
• 财政年份: 2018
• 资助国家: 英国
• 起止时间: 2018 至 无数据
• 项目状态: 已结题
• 来源: https://gtr.ukri.org/projects?ref=studentship-2103033
• 关键词: Investigation; into; Effect; Organisational; Culture

Behavioural and experimental economics has been successful in bringing fresh insights to mainstream economic theory. The literature has identified the (non-)existence of preferences that lie outside of the traditional model of economic man, and investigated the impact of immediate context on behaviour (Tversky & Kahneman, 1981; Zizzo, 2010). What is missing from a lot of the literature, however, is a satisfactory explanation of what mechanisms bring about these exotic preferences. Rather than only considering preferences as ex-ante determinants of career choice (the 'mission-matching' hypothesis), our research question concerns whether the culture of the organisation (the public sector) changes the preferences of recruits over time. In general terms, our hypothesis is that preferences are not exogenous or individualistic but are in part learned in through organisational membership.The effect of 'culture' has been considered in literature on Political Economy and Economic History on a national level. We believe that Nunn's (2012) notion of culture as "heuristics or 'rules of thumb' that have evolved given our need to make decisions in complex and uncertain environments" may be just as important at the level of the workplace as the nation. At the most basic level, individuals in different organisation are required to learn starkly contrasting skills and behaviours and interact with a variety of people in distinct ways (think of investors and teachers). Moreover, organisational characteristics may cause members of separate organisations to experience similar situations in contrasting ways. It is these rules, interacting with the responsibilities of the role, which generate 'organisational culture'. Indeed, it is these "decision making heuristics or 'rules of thumb' that have evolved" (Nunn, 2012) within an organisation, and their effects on individual behaviour within the workplace and beyond, that we are interested in.Our proposed method for measuring the hypothesised evolution of preferences is to run incentivised lab-in-field economic experiments on individuals at intervals in their career progression. It would be problematic to obtain robust estimates using observational data due to poor availability. Moreover, the project considers behaviour that lies outside traditional economic theory so we cannot employ the technique of testing predictions derived from basic microeconomic models. For both of these reasons, an experimental methodology has been selected.We would begin by running experiments on students within different University departments. The idea is that students within different departments are like employees of different companies in that they have experiences that are unique to their course and/or department, and are also rewarded or punished for certain preferences in ways that will be peculiar to their own subject choice. Our experiments would build on existing methodologies to elicit, for example, pro-social motivation (Banuri & Keefer, 2016) or tastes for risk (Eckel & Grossman, 2008). However, we would run the experiments at intervals throughout the students' academic progression. The data from treatment and control groups could then be fed into an econometric model which tests for significant changes in behaviour over time. The University experiments act as a good first step: they are feasible for a PhD project and have additional benefits in their own right (they are cheap, and provide access to hundreds of professions on one campus). Crucially, evidence from the University experiments would also be used to motivate engagement with external organisations. If we can demonstrate that pro-social motivation, corruptibility, or other behaviours are directly impacted by organisational culture within Universities, then we believe that external organisations will have an incentive to let us run experiments on their members.

行为和实验经济学成功地为主流经济理论带来了新的见解。文献已经确定了存在于传统经济人模型之外的偏好，并研究了直接环境对行为的影响（Tversky & Kahneman，1981; Zizzo，2010）。然而，许多文献中缺少的是一个令人满意的解释，即是什么机制导致了这些奇异的偏好。而不是只考虑偏好作为职业选择的事前决定因素（“任务匹配”假设），我们的研究问题关注组织（公共部门）的文化是否会随着时间的推移而改变招聘人员的偏好。一般来说，我们的假设是，偏好不是外生的或个人主义的，但在一定程度上是通过组织memberity.The“文化”的影响已被认为是在文学上的政治经济学和经济史上的国家一级。我们认为，纳恩（2012）的文化概念是“在复杂和不确定的环境中做出决策的需要而演变的经验或'经验法则'”，在工作场所和国家层面可能同样重要。在最基本的层面上，不同组织中的个人需要学习截然不同的技能和行为，并以不同的方式与各种人互动（想想投资者和教师）。此外，组织的特点可能会导致不同组织的成员以截然不同的方式经历类似的情况。正是这些规则与角色的责任相互作用，产生了“组织文化”。事实上，这是这些“决策的经验或'经验法则'，已经演变”（纳恩，2012年）在一个组织内，以及他们对个人行为的影响在工作场所和超越，我们感兴趣的是，我们提出的方法来衡量假设的偏好的演变是运行激励实验室在现场的经济实验对个人在他们的职业发展的间隔。由于可用性差，使用观测数据获得可靠的估计数将是有问题的。此外，该项目考虑了传统经济理论之外的行为，因此我们不能采用测试来自基本微观经济模型的预测的技术。基于这两个原因，我们选择了一种实验方法，我们将开始在大学不同系的学生身上进行实验。这个想法是，不同部门的学生就像不同公司的员工一样，他们有自己的课程和/或部门所独有的经验，并且也会根据自己的学科选择而受到奖励或惩罚。我们的实验将建立在现有方法的基础上，以引出例如亲社会动机（Banuri & Keefer，2016）或风险品味（Eckel & Grossman，2008）。然而，我们会在学生的学习过程中间隔一段时间进行实验。然后，将来自治疗组和对照组的数据输入一个计量经济学模型，该模型可以测试随着时间的推移行为的显著变化。大学的实验是一个很好的第一步：它们对于博士项目是可行的，并且本身就有额外的好处（它们很便宜，并且在一个校园里提供了数百种职业）。至关重要的是，来自大学实验的证据也将用于激励与外部组织的接触。如果我们能够证明亲社会动机、腐败或其他行为直接受到大学组织文化的影响，那么我们相信外部组织将有动力让我们在他们的成员身上进行实验。