Self-interest and organizational performance: an empirical examination with U.S. and Brazilian managers

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dc.contributor.authorSERGIO GIOVANETTI LAZZARINI
dc.contributor.authorIslam, Gazi
dc.contributor.authorMesquita, Luiz Ferraz de
dc.coverage.cidadeSão Paulopt_BR
dc.coverage.paisBrasilpt_BR
dc.creatorIslam, Gazi
dc.creatorMesquita, Luiz Ferraz de
dc.date.accessioned2023-07-13T18:57:31Z
dc.date.available2023-07-13T18:57:31Z
dc.date.issued2008
dc.description.otherThe literature has drifted towards a polarized view of managers as either individuals concerned with mitigating self-interest (e.g. agency and organizational politics theories) or individuals who actively motivate and engage team members in the pursuit of common organizational goals (e.g. shared cognition and justice theories). Using a survey sample of 419 U.S. and Brazilian managers, we propose and find instead that managers exhibit complex attitudes and behaviors that do not reflect a single perspective of human behavior in the workplace. Managers who perceive self-interest to be common are not necessarily less concerned with other issues unrelated to self-interest (e.g. fairness and adequate treatment for team members). Managers also appear to adopt behaviors that blend recommendations consistent with multiple theories. For instance, we find that managers who are concerned with justice not only emphasize practices to foster justice, but also practices that directly follow from agency theory (such as performance evaluation and incentives); and the joint emphasis in those practices appear to positively influence organizational performance. By outlining the predictions of distinct theories and exploring their possible interactions, our study contributes with a more complete picture of the interplay between managerial attitudes, managerial behavior and performance.pt_BR
dc.format.extent40 p.pt_BR
dc.format.mediumDigitalpt_BR
dc.identifier.issueBEWP 034/2008
dc.identifier.urihttps://repositorio.insper.edu.br/handle/11224/5747
dc.language.isoInglêspt_BR
dc.publisherInsperpt_BR
dc.publisherIBMEC São Paulopt_BR
dc.relation.ispartofseriesInsper Working Paperpt_BR
dc.rights.licenseO INSPER E ESTE REPOSITÓRIO NÃO DETÊM OS DIREITOS DE USO E REPRODUÇÃO DOS CONTEÚDOS AQUI REGISTRADOS. É RESPONSABILIDADE DO USUÁRIO VERIFICAR OS USOS PERMITIDOS NA FONTE ORIGINAL, RESPEITANDO-SE OS DIREITOS DE AUTOR OU EDITORpt_BR
dc.subject.keywordsSelf-interestpt_BR
dc.subject.keywordsopportunismpt_BR
dc.subject.keywordsagency theorypt_BR
dc.subject.keywordsorganizational politicspt_BR
dc.subject.keywordsshared mental modelspt_BR
dc.subject.keywordsjusticept_BR
dc.titleSelf-interest and organizational performance: an empirical examination with U.S. and Brazilian managerspt_BR
dc.typeworking paper
dspace.entity.typePublication
local.subject.cnpqCiências Sociais Aplicadaspt_BR
local.typeWorking Paperpt_BR
relation.isAuthorOfPublication4ee022f9-7466-405d-ae1a-6b1e33f611e8
relation.isAuthorOfPublication.latestForDiscovery4ee022f9-7466-405d-ae1a-6b1e33f611e8

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Coleção Insper Business and Economics Working Papers