INFLUENCE OF TEAM VERSUS INDIVIDUAL PERFORMANCE RECOGNITION ON PRODUCTIVITY, ENTITATIVITY, AND SATISFACTION

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Gur, S. (2016). INFLUENCE OF TEAM VERSUS INDIVIDUAL PERFORMANCE RECOGNITION ON PRODUCTIVITY, ENTITATIVITY, AND SATISFACTION. Unc Charlotte Electronic Theses And Dissertations.
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Abstract

The goal of this experimental study is to examine the influence of performance recognitions that target either the team or the individual on subsequent productivity, entitativity, and team and task satisfaction. Participants worked on an information-generating task with e-confederates and received praise for their performance that was either targeted individually at the participant or at the team as a whole. It was hypothesized that team-targeted performance recognition, as opposed to individual-targeted performance recognition, will decrease productivity, increase entitativity, increase team satisfaction, and decrease task satisfaction. While independent and paired-samples t-tests did not yield significant results, there are some trends in the hypothesized directions. Practical implications include suggestions for managers with how to recognize teams or individuals depending on the outcomes they would like to achieve. Future directions could expand on equity theory by adding risk as a factor in the experiment.

Details
Author

Gur, Shahar

Title

INFLUENCE OF TEAM VERSUS INDIVIDUAL PERFORMANCE RECOGNITION ON PRODUCTIVITY, ENTITATIVITY, AND SATISFACTION

Physical Description

1 online resource (34 pages) : PDF

Date

2016

Degree Granting Institution

University of North Carolina at Charlotte

Abstract

The goal of this experimental study is to examine the influence of performance recognitions that target either the team or the individual on subsequent productivity, entitativity, and team and task satisfaction. Participants worked on an information-generating task with e-confederates and received praise for their performance that was either targeted individually at the participant or at the team as a whole. It was hypothesized that team-targeted performance recognition, as opposed to individual-targeted performance recognition, will decrease productivity, increase entitativity, increase team satisfaction, and decrease task satisfaction. While independent and paired-samples t-tests did not yield significant results, there are some trends in the hypothesized directions. Practical implications include suggestions for managers with how to recognize teams or individuals depending on the outcomes they would like to achieve. Future directions could expand on equity theory by adding risk as a factor in the experiment.

Genre

masters theses

Subjects--Topics

Organizational behavior
Psychology

Degree

M.A.

Keywords

Entitativity
Performance Recognition
Productivity
Satisfaction

Subject Area

Psychology Industrial/Organizational

Advisor(s)

Walker, Lisa

Committee Members

Blanchard, Anita
Shanock, Linda

Degree Note

Thesis (M.A.)--University of North Carolina at Charlotte, 2016.

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Rights Holder Information

Copyright is held by the author unless otherwise indicated.

Identifier

Gur_uncc_0694N_11052

Permalink

http://hdl.handle.net/20.500.13093/etd:1566