Person-organization fit and incentives:a causal test


We investigate the effects of organizational culture and personal values on performance under individual and team contest incentives. We develop a model of regard for others and in-group favoritism that predicts interaction effects between organizational values and personal values in contest games. These predictions are tested in a computerized lab experiment with exogenous control of both organizational values 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 values condition, relative to the neutrally primed baseline condition. Further, when the prosocial organizational values are combined with individual contest incentives, prosocial subjects no longer outperform their proself counterparts. These 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 values and incentive mechanisms for prosocially orientated individuals.

Publication DOI:
Divisions: College of Business and Social Sciences > Aston Business School > Economics, Finance & Entrepreneurship
Uncontrolled Keywords: economic incentives,person-organization fit,team working,organizational culture,personal values,tournaments,teams,Economics, Econometrics and Finance(all),Organizational Behavior and Human Resource Management
Publication ISSN: 1526-5501
Last Modified: 27 Jun 2024 08:43
Date Deposited: 02 Dec 2015 08:40
Full Text Link:
Related URLs: http://www.scop ... tnerID=8YFLogxK (Scopus URL)
PURE Output Type: Article
Published Date: 2017-01-01
Published Online Date: 2016-02-29
Accepted Date: 2015-07-21
Submitted Date: 2014-02-25
Authors: Andersson, Ola
Huysentruyt, Marieke
Miettinen, Topi
Stephan, Ute (ORCID Profile 0000-0003-4514-6057)



Version: Accepted Version

Export / Share Citation


Additional statistics for this record