designs, and we investigate how teams aggregate individual preferences. We find that team decisions reveal less inequality … aversion than individual initial proposals in team decision-making. However, teams are no more selfish than individuals who … they anticipate the selfishness of other members. Within teams, the member with median social preferences leads the team …

performance feedback provision and peer effects on individuals' performance. First, it discusses to which extent feedback on … absolute performance affects individuals' effort for cognitive or motivational reasons, and how evaluations can be distorted … strategically. Second, this paper highlights the positive and negative effects of feedback on relative performance and rank on …

performance feedback provision and peer effects on individuals' performance. First, it discusses to which extent feedback on … absolute performance affects individuals' effort for cognitive or motivational reasons, and how evaluations can be distorted … strategically. Second, this paper highlights the positive and negative effects of feedback on relative performance and rank on …

We present experiments exploring why high ability workers join teams with less able co-workers when there are no short …-person team. Treatments vary the payment scheme (piece rate or revenue sharing), whether teammates can communicate, and the role … of teaching. High ability workers are more willing to join teams in the absence of revenue sharing and less willing to …

group identity is generated by school affiliation. Status (expert or agent) is awarded based on relative performance in a …In a laboratory experiment we test the interaction effects of status and group identity on interpersonal trust. Natural … the disadvantaged group that nevertheless achieve the status of expert) trust less both in-group and out-group trustees …

Unethical behavior within organizations is not rare. We investigate experimentallythe role of status-seeking behavior … that average effort is higher whenindividuals are informed about their relative performance. However, ranking feedback …€™ work or by increasing artificially their own performance. Introducingsabotage opportunities has a strong detrimental effect …

Unethical behavior within companies is not rare. We investigate experimentally therole of status-seeking behavior in … average effort is higher whenindividuals are informed about their relative performance. However, ranking feedback alsofavors … increasing artificially their own performance. Introducingsabotage opportunities has a strong detrimental effect on performance …

Unethical behavior within organizations is not rare. We investigate experimentally the role of status-seeking behavior … in sabotage and cheating activities aiming at improving one’s performance ranking in a flat-wage environment. We find … that average effort is higher when individuals are informed about their relative performance. However, ranking feedback …

, norms that appear abstract and universal take into account the bargaining power of the two sides. The strong side bends the … norm in its favor and the weak side agrees: Stated fairness is a compromise with power. Second, in most situations … principles to actions is mainly the fact of individuals who behave more selfishly and who have a stronger bargaining power. The …

, norms that appear abstract and universal take into account the bargaining power of the two sides. The strong side bends the … norm in its favor and the weak side agrees : Stated fairness is a compromise with power. Second, in most situations … principles to actions is mainly the fact of individuals who behave more selfishly and who have a stronger bargaining power. The …