【作者】 张旭；

【导师】 王艳梅；

【作者基本信息】 东北大学 ， 企业管理， 2022， 硕士

【摘要】 合作一直是推动社会发展的关键力量,然而有效的合作往往受到搭便车问题的阻碍。随着数字化技术的发展,组织形态的扁平化削弱了传统纵向监督手段的有效性。在以往搭便车问题的解决措施中,基于情感的社会奖赏与社会惩罚受到广泛关注。以往研究主要借助公共品博弈实验探究了社会奖赏与社会惩罚在搭便车问题中的产生及其对合作的影响效果,并取得了一定的研究成果,但以往研究仍存在以下局限:首先,在实验方法方面,以往相关研究主要采用公共品博弈实验方法,虽然在这一实验范式下研究搭便车问题下的合作与搭便车在很多方面是适合的,但其抽象的实验设计对工作场所中搭便车问题的本质体现不够精准,导致其研究结论的解释力偏弱。其次,在社会奖赏与社会惩罚的影响效果方面,以往研究由于忽略了奖惩的使用成本,使得社会奖赏与社会惩罚的产生具有随意性,从而干扰了社会奖赏与社会惩罚对合作的影响,以致于现有关于社会奖赏与社会惩罚的对比结果并不一致。最后,在社会奖赏与社会惩罚的产生方面,以往研究揭示了引发社会奖赏与社会惩罚的情境因素,但较少关注引发社会奖赏与社会惩罚的个体因素。基于此,本研究主要采用真实努力实验方法,依据期望效用理论、社会交换理论以及社会偏好理论探究具有使用成本的社会奖赏与社会惩罚在搭便车问题中的产生及其对合作的影响效果,并进一步对比社会奖赏与社会惩罚在影响效果与产生频率方面的差异。通过文献研究、实验室实验以及数理统计分析等方法,对本研究进行内容分析、数据收集以及统计检验,最终得出如下结论:首先,在社会奖赏与社会惩罚的影响效果方面:一方面,在真实努力实验下社会惩罚显著降低了团队中搭便车,提升了合作水平。这表明在工作场所的搭便车问题中,社会惩罚对合作产生了积极影响。另一方面,社会奖赏虽然在合作前期降低了团队中的搭便车,但并没有提升合作水平。这表明在工作场所的搭便车问题中,社会奖赏对合作并没有产生影响。社会奖赏有效提升合作水平的影响效果更适用于非工作场所中的搭便车问题(如,公共集资问题)。此外,在进一分析中还发现,社会惩罚的影响效果主要来源于搭便车者合作水平的提升。具体,对于社会惩罚的预期以及接受社会惩罚促进了搭便车者合作水平的提升。其次,在社会奖赏与社会惩罚的产生方面:在产生频率方面,社会奖励与社会惩罚在合作中被使用,且主要表现为奖赏合作者与惩罚搭便车者;在社会奖赏与社会惩罚产生的影响因素方面,社会奖赏与社会惩罚的产生受到情境因素与个体因素的影响。在情境因素方面,社会奖赏与社会惩罚的产生主要依据个体绩效水平与组平均绩效水平的绩效偏差。具体,在社会奖赏组,合作者绩效水平越高于组平均绩效水平,接受社会奖赏的可能性越大;在社会惩罚组,搭便车者绩效水平越低于组平均绩效水平,接受社会惩罚的可能性越大。在个体因素方面,部分个体因素影响了社会奖赏与社会惩罚的产生。在社会奖赏组中,个体的互惠水平越高,奖赏同伴的可能性越大;在社会惩罚组中,个体的利他水平越高,惩罚同伴的可能性越大。最后,有关社会奖赏与社会惩罚的对比方面:社会奖赏与社会惩罚在影响效果与产生频率方面存在差异。在影响效果方面,社会惩罚在合作水平与搭便车水平上的效果均显著优于社会奖赏。在产生频率方面,社会奖赏的使用次数高于社会惩罚。这两方面相反的结果,意味着团队合作中虽然社会奖赏更容易被个体所使用,但个体对社会惩罚的反应更强烈。更多还原

【Abstract】 Cooperation has always been an important force for the development of society,but cooperation is often hindered by free-riding.With the development of digital technology,the flattening of organizational weakens the effectiveness of traditional vertical Monitoring.In the previous research,social rewards and punishments based on emotion have been getted attention among the solutions to the free-riding problem.Previous experimentalists and theorists have mainly studied the occurrence and effect of social rewards and social punishments with public goods game,and obtained some results.However,previous studies still have the following limitations:Firstly,in terms of experimental methods about the free-riding problem,the related studies mainly used the public goods game.Although public goods game is suitable to study the cooperation and free-riding in many aspects,abstract experimental design is not accurate enough to reflect the essence of free-riding problem in the workplace,which getted suspicion about the external validity.Secondly,In terms of the effect of social rewards and social punishments,previous studies neglect the cost of rewards and punishments,which makes the occurrence of social rewards and social punishmenst arbitrary,thus interfering with the effect of social rewards and social punishments on cooperation,so the results about the difference between social rewards and social punishments are inconsistent.Finally,In terms of the occurrence of social rewards and social punishments,previous studies have revealed the situational factors,but less attention to the individual factors that lead to rewards and punishments.Based on this,this study mainly uses the real effort experiment,according to the expected utility theory,social exchange theory and social preference theory to explore the occurrence factors and effect of social rewards and social punishments in free-riding problem,and further compares the differences on the effect and occurrence frequency between them.Through the method of literature research,laboratory experiments and mathematical statistical analysis,to make content analysis,data collection and statistical test.Finally,this study show the following conclusions:First of all,In terms of the effects of social rewards and social punishments:social punishments significantly reduced free-riding in the team and improved cooperation in the real effort experiment.This shows that social punishments have positive impact on cooperation in the free-riding problem of the workplace.On the other hand,although social rewards reduce the free-riding in the early stage of cooperation,it does not improve cooperation.This shows that social rewards have no effect on cooperation in the free-riding problem of the workplace.The effect of social rewards on cooperation is more suitable for free-riding problem of nonworkplace(e.g.public fund-raising problems).In addition,it also found that the effect of social punishments mainly due to free-riders improve cooperation.Specifically,the expectation of social punishments and acceptance of social punishments promote cooperation of free riders.Secondly,In terms of the occurrence of social rewards and social punishments,it is mainly show that rewarding collaborators and punishing free riders.Further analysis of the influencing factors found that the situation and individual factors affect the occurrence of social rewards and social punishments.In terms of situational factors,in the social rewards treatment,the higher the collaborator’s performance level is above the group’s average performance level,the greater the likelihood of receiving social rewards;In the social punishments treatment,the freerider’s performance is lower than the group’s average performance,and the likelihood of receiving social punishment bigger.In terms of individual factors,In the social rewards treatment,the higher the level of reciprocity of individuals,the greater the possibility of rewarding peers;In the social punishments group,the higher the altruistic level of individuals,the greater the possibility of punishing their peers.Finally.There are the differences on the effect and occurrence frequency between social rewards and social punishment.In terms of occurrence frequency,team members use social rewards more frequently than social punishments;In terms of the effect,social punishments are significantly better than social rewards in cooperation level and free-riding.The opposite results of these two aspects mean that individuals prefer to use social rewards,but individuals react more strongly to social punishments.更多还原