我院李腾副教授论文被组织行为国际顶级期刊翱叠贬顿笔在线发表
我院教师李腾副教授与阿尔伯塔大学卢润菁助理教授（我院2010级本科生）合作的论文Social Undermining as a Dark Side of Symbolic Awards: Evidence from a Regression Discontinuity Design发现获得荣誉称号的员工会受到社会阻抑（social undermining）,进而导致此后的工作表现变差，提出了一个全新的象征性激励影响员工工作表现的路径。本文近期被全球顶级组织行为学期刊Organizational Behavior and Human Decision Processes（OBHDP）在线发表。该杂志以发表组织行为，组织心理学，人类认知，判断和决策的成果为主，是FT 50国际顶尖经济管理期刊目录之一，2021年影响因子为5.606。
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本文研究了象征性奖励对获奖者、未获奖者和他们的同伴的影响。使用断点回归设计分析了一家大型保险公司中勉强获得象征性绩效奖的人与未获得该奖项的人之间的奖后绩效差异。研究结果表明，获奖员工的表现比未获奖的同行更差，且在竞争激烈的团队中表现更差。在这些发现的基础上，作者们使用激励性实验探索潜在机制。实验表明，与未获奖的员工相比，获奖者在获奖后的表现更差是由同事故意破坏所导致的，而不是由于负面激励效应使获奖者自己的行为发生变化。
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Li, T. & Lu, R. (2022). Social Undermining as a Dark Side of Symbolic Awards: Evidence from a Regression Discontinuity Design. Organizational Behavior and Human Decision Processes, forthcoming.
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摘要：
In this paper, we study the effects of non-monetary symbolic awards on winners, losers, and their peers. Using a regression discontinuity design, we examine post-award performance differences between those who barely won a symbolic performance award and those who came just short of winning the award in a large insurance company (Study 1). Our findings show that awarded workers performed worse than their non-awarded counterparts, and worse performance was more severe in more competitive teams. Building on these findings, we explore potential mechanisms using an incentivized real-effort experiment (Study 2). The experiment reveals that award winners’ worse post-award performance relative to unawarded workers was driven by social undermining in the form of deliberate sabotage by coworkers, rather than award winners’ own behavioral changes due to negative motivational effects.
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个人介绍
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李腾，麻豆导航副教授，中山大学高级金融研究院研究员，硕士生导师，新加坡国立大学经济学博士（2017），中山大学国际商学院经济学本科（2009级），中山大学“百人计划”引进人才。李腾副教授重点研究劳动金融学和环境经济学。研究发表于Journal of Financial Economics, Organizational Behavior and Human Decision Processes，Journal of Environmental Economics and Management，Regional Science and Urban Economics，《经济研究》、《管理世界》、《经济学（季刊）》和《世界经济》等国内外高水平期刊，主持国家自然科学基金项目1项。
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