A productive clash of cultures: Injecting economics into leadership research

Zehnder, Christian; Herz, Holger; Bonardi, Jean-Philippe

doi:10.1016/j.leaqua.2016.10.004

Cited by 71 publications

(59 citation statements)

References 122 publications

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“…However, by hypothesizing about and collecting detailed data on how leaders assign tasks to employees, we move a step in the direction of the literature on leadership in management and psychology, which allows for a much richer role of leadership than the economics literature (Zehnder et al 2017). In particular, we stress the role of leaders in coordinating employees'complementary actions that jointly determine the team's success.…”

Section: Introductionmentioning

confidence: 99%

Team incentives, task assignment, and performance: A field experiment

Delfgaauw

Dur

Souverijn

2020

The Leadership Quarterly

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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. Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. favor of performance -in particular when the incentive plan includes both the leader and the team members. This paper presents the results of a field experiment designed to study the effects of such team incentives on task assignment and performance. We introduce team incentives in a random subsets of 108 stores of a Dutch retail chain. We find no effect of the incentive, neither on task assignment nor on performance. Terms of use: Documents in JEL Classification:C93, M12, M52

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Section: Introductionmentioning

confidence: 99%

Team incentives, task assignment, and performance: A field experiment

Delfgaauw

Dur

Souverijn

2020

The Leadership Quarterly

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“…As Arrow (2012) famously demonstrated, every ordering mechanism involves trade-offs in terms of satisfying certain social preferences over others. Moreover, in terms of economic efficiency, a market order is not always the best solution due to market failures (Barney and Hesterly 2006;Zehnder et al 2017). Such political discussions on desired ends and technicalities of their means are not the subjects of interests in this paper.…”

Section: Resultsmentioning

confidence: 96%

The Mirage of Procedural Justice and the Primacy of Interactional Justice in Organizations

Kurdoglu

2019

J Bus Ethics

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This paper offers a novel situational approach to study organizational justice in which the proposed unit of analysis is managerial behavior manifested in argumentation rather than employee justice perceptions. The currently dominant theoretical framework in justice research, which is built on justice perceptions, neglects the unique features of organizational order and vulnerability of procedural justice perceptions. As the procedural justice concept belongs chiefly to a spontaneous market order under which the rule of law is made possible, it is inappropriate to transfer this concept to an organization in which the rule of authority is dominant. Therefore, except the limited legal domain in which managerial freedom is restrained by laws, procedural justice in organizations represents a mirage that can give rise to hypocritical managerial actions that can legitimate morally controversial outcomes via eristic tactics. In contrast, interactional justice is of great importance to organizations in that employees and organizations can ensure their rational economic exchanges without deception. However, current formulations of interactional justice often regard interactions as a palliative recipe designed to alleviate reactions to outcomes and not as a constituent of distributive justice. Perelman's argumentation theory can offer a new conceptualization of interactional justice that addresses this gap.

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“…See, e.g., the large contract theory literature in economics (Laffont and Martimort, 2002;Dewatripont, 2005, Gibbons andRoberts, 2013) that is based on the important premise that basically all economic agents follow material incentives and minimize costs of effort. While this has produced relevant insights (Bolton et al, 2013a;Zehnder et al, 2017), the existence of the second type -the conditional cooperator (CC in the following)…”

Section: -Cooperation Is Conditional!mentioning

confidence: 99%

“…and field experiments, surveys, statistical methods, quantitative and qualitative theory), also investigating potential complementarities. See, e.g., Antonakis et al (2010), Bolton et al (2013a), Hermalin (2013), and Zehnder et al (2017). The basic organizational set-up I have in mind for analyzing the "problem of cooperation" is the following (see details in the next section).…”

Section: Introductionmentioning

confidence: 99%

The role of leaders in inducing and maintaining cooperation: The CC strategy

Kosfeld

2020

The Leadership Quarterly

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Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.

show abstract

A productive clash of cultures: Injecting economics into leadership research

Cited by 71 publications

References 122 publications

Team incentives, task assignment, and performance: A field experiment

Team incentives, task assignment, and performance: A field experiment

The Mirage of Procedural Justice and the Primacy of Interactional Justice in Organizations

The role of leaders in inducing and maintaining cooperation: The CC strategy

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