Does cronyism pay? Costly ingroup favoritism in the lab
| dc.citation.firstpage | 1092 | en_US |
| dc.citation.issueNumber | 3 | en_US |
| dc.citation.journalTitle | Economic Inquiry | en_US |
| dc.citation.lastpage | 1110 | en_US |
| dc.citation.volumeNumber | 60 | en_US |
| dc.contributor.author | Banuri,Sheheryar | en_US |
| dc.contributor.author | Eckel, Catherine | en_US |
| dc.contributor.author | Wilson, Rick K. | en_US |
| dc.date.accessioned | 2022-06-08T17:02:34Z | en_US |
| dc.date.available | 2022-06-08T17:02:34Z | en_US |
| dc.date.issued | 2022 | en_US |
| dc.description.abstract | Cronyism in firms arises when favoritism toward an ingroup affects personnel decisions. Two main motives underlie cronyism: profit, if an ingroup employee works harder; or altruism, if used to transfer resources. In a lab-experiment trust game with naturally-occurring groups, an employer (proposer) faces an employee (responder) who is or is not an ingroup member. We see that both motives play a role. Cronyism is more likely from employers who are more altruistic to the ingroup in a dictator game; and even low-productivity (by design) ingroup members reciprocate trust generously. Cronyism pays for those who engage in it. | en_US |
| dc.identifier.citation | Banuri,Sheheryar, Eckel, Catherine and Wilson, Rick K.. "Does cronyism pay? Costly ingroup favoritism in the lab." <i>Economic Inquiry,</i> 60, no. 3 (2022) Wiley: 1092-1110. https://doi.org/10.1111/ecin.13080. | en_US |
| dc.identifier.doi | https://doi.org/10.1111/ecin.13080 | en_US |
| dc.identifier.uri | https://hdl.handle.net/1911/112459 | en_US |
| dc.language.iso | eng | en_US |
| dc.publisher | Wiley | en_US |
| dc.rights | This is an author's peer-reviewed final manuscript, as accepted by the publisher. The published article is copyrighted by Wiley. | en_US |
| dc.title | Does cronyism pay? Costly ingroup favoritism in the lab | en_US |
| dc.type | Journal article | en_US |
| dc.type.dcmi | Text | en_US |
| dc.type.publication | post-print | en_US |
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