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Rewarding Those Hardly Working More Than Those Working Hard: How Misallocating Equitable Team-Based Rewards in Interdependent Tasks Can Create a Barrier to Retaining Higher-Performing Team Members

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dc.contributor.advisor Zaccaro, Stephen
dc.contributor.author Shore, Daniel B
dc.creator Shore, Daniel B
dc.date 2020-05
dc.date.accessioned 2021-01-29T13:11:43Z
dc.date.available 2021-01-29T13:11:43Z
dc.identifier.uri http://hdl.handle.net/1920/11944
dc.description.abstract This study examined one possible barrier to the effectiveness of equitable team-based rewards (i.e. rewards allocated according to each team member’s individual contribution) that can especially occur with interdependent tasks, where it may be difficult to measure individual contributions: reward misallocation, such that higher performers are rewarded less than lower performers. The impact of three individual differences as moderators— equity sensitivity, exchange ideology, and agreeableness—was also examined. Results from a sample of 122 undergraduate students, each paired with a confederate teammate (who was always the lower performer), indicated that misallocation did not negatively impact individual performance or helping behaviors on a subsequent task. Misallocation, did however, reduce the intention to continue working with the teammate on future tasks. Lastly, moderating effects of the individual differences were not found. en_US
dc.language.iso en en_US
dc.subject rewards en_US
dc.subject team en_US
dc.subject fairness en_US
dc.subject justice en_US
dc.subject equitable en_US
dc.subject independent en_US
dc.title Rewarding Those Hardly Working More Than Those Working Hard: How Misallocating Equitable Team-Based Rewards in Interdependent Tasks Can Create a Barrier to Retaining Higher-Performing Team Members en_US
dc.type Dissertation en_US
thesis.degree.name Doctor of Philosophy in Psychology en_US
thesis.degree.level Doctoral en_US
thesis.degree.discipline Psychology en_US
thesis.degree.grantor George Mason University en_US


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