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MANAGING PEOPLE

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Managing People - How Employees' Social Preferences Shape the Returns to Managem...

Managing People - How Employees' Social Preferences Shape the Returns to Management Practices Many management practices incur important consequences for the distribution of resources as well as for workers' monetary and non-monetary benefits. It is therefore likely that employees' social preferences - like reciprocity, fai... ver más

31/07/2027

UNIVERSITAT ZU KOL...

1M€

Presupuesto del proyecto: 1M€

Líder del proyecto

UNIVERSITAT ZU KOLN No se ha especificado una descripción o un objeto social para esta compañía.

TRL 4-5

Fecha límite participación Sin fecha límite de participación.

Financiación concedida El organismo HORIZON EUROPE notifico la concesión del proyecto el día 2022-02-03

ERC-2021-STG: ERC STARTING GRANTS Scope:Objectives

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Este proyecto no cuenta con búsquedas de partenariado abiertas en este momento.

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1 Participantes

UNIVERSITAT ZU KOLN

1.45M€ | Lider

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Duración del proyecto: 65 meses Fecha Inicio: 2022-02-03
Fecha Fin: 2027-07-31

Líder del proyecto

UNIVERSITAT ZU KOLN No se ha especificado una descripción o un objeto social para esta compañía.

TRL 4-5

Presupuesto del proyecto 1M€

Fecha límite de participación Sin fecha límite de participación.

Descripción del proyecto Many management practices incur important consequences for the distribution of resources as well as for workers' monetary and non-monetary benefits. It is therefore likely that employees' social preferences - like reciprocity, fairness concerns - matter for the effectiveness of management practices and play a major role in the productivity of firms. I analyze the causal effects of management practices and study to what extent employees' social preferences shape the returns of the considered management practices. In RCTs, I randomize management practices within firms to identify their effects on multiple outcomes, e.g. sales and turnover. I then collect survey data on employees' social preferences and managers' beliefs to study how social preferences shape the returns of the management practices. PROJECT A: In a bakery chain with a control-oriented culture, I reduce for a randomly selected half of the 150 stores documentation duties that workers perceive as a sign of distrust. I examine the causal impact of employee control on performance and study whether the effects interact with workers' reciprocity. PROJECT B: In a random sample of 234 grocery stores, bonuses are allocated equally among workers. In the remaining stores, managers have full discretion regarding the bonus allocation. I study whether managers' discretion causally affects performance and examine to what extent the effect is associated with employees' fairness perceptions and managers' beliefs about workers' distributional preferences. PROJECT C: In a kitchen manufacturer, 301 workers employed in various units whose task it is to identify kitchen planning errors do not interact and share knowledge. I introduce a new component into the organizational structure: regular meetings in which randomly selected workers from different units discuss planning errors. I study the causal impact of the meetings on performance and trust between workers, and examine whether the effects depend on workers' reciprocity.

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