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-1030528Michael Macymatthew Hoffbergcornell大学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，这项研究调查了人们对帮助（或“亲社会”）行为的回报的意愿如何受到对帮助行为真诚的看法的调节？也就是说，是出于利他意图的动机。反过来，这种看法依赖于帮助行为本身或正在帮助的演员的两个因素：受体的亲社会价值观以及规范环境，尤其是集体主义的程度，在行为中发生。与在实验室中进行的亲社会性研究相反，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，以检验项目的假设。更广泛的影响。这项研究的结果应吸引社会学，管理和心理学学者以及管理和组织领域的从业者。在挑战行动重要而不是意图的观点时，本研究通过提出上下文因素如何对合作产生切实的后果，对互惠的文献介绍了独特的社会学观点。该研究还提出了集体主义工作组的违反直觉的特性：尽管集体主义确实可以促进亲社会行为，但它也可能通过影响亲社会行为的方式来破坏互惠。对组织的实际含义是，筛选候选求职者的无私社会偏好可能比依靠集体主义规范对亲社会行为更有效。