Social Loafing: A Field Investigation

By R. Liden, Sandy J. Wayne, Renata A. Jaworski, N. Bennett. 2004

426 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6d2f4354e73ac0cf4ba64a49a0bad234c1b5594e

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In Communication

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Students’ Perceptions of Social Loafing: Its Antecedents and Consequences in Undergraduate Business Classroom Teams (2009, methodology): “…derived the two key research questions that guided our initial exploratory study, versus an attempt to recreate comprehensive reviews of social loafing literature that have occurred elsewhere (see Comer, 1995; Karau & Williams, 1993; Murphy et al., 2003; Liden et al., 2004 for extensive reviews).”
Perceptions of Social Loafing in Online Learning Groups: A study of Public University and U.S. Naval War College students (2008, background): “Research indicates there is a significant correlation between procedural justice and social loafing; and individual’s perception of the fairness in distribution procedures may influence the individual’s effort on group projects (Liden et al., 2004; Karau & Williams, 1993).”
Motivating knowledge sharing through a knowledge management system (2008, background): “, to too little knowledge being shared [58–62].”
Dealing with free‐riders in assessed group work: results from a study at a UK university (2011, background): “Employers and professional bodies both rank the ability to communicate, cooperate, collaborate and compromise with others as crucial attributes for graduates seeking employment (Chapman et al. 2006; Cohen and Bailey 1997; Johnson and Johnson 1996; Liden et al. 2004).”
Social Loafing Tendencies and Team Performance: The Compensating Effect of Agreeableness and Conscientiousness (2014, background): “The majority of studies thus far have focused on the conditions under which social loafing will occur, diminish or be compensated for (e.g., Hart et al., 2004; Kerr et al., 2007; Liden et al., 2004; Williams & Karau, 1991; for reviews, see Ellemers, De Gilder, & Haslam, 2004; Karau & Williams, 1993;”
Why individuals in larger teams perform worse (2012, background): “…level) performance (Stewart, 2006), and has examined team size as a control variable (Haleblian & Finkelstein, 1993), and with few exceptions (Liden et al., 2004), has generally not examined a cross-level perspective showing the processes through which team size might influence individual…”
Social Loafing: A Review of the Literature (2014, background): “These researchers suggest lowering the possibility for social loafing by communicating the significance of the loafer’s jobs or goals (Liden et al., 2004).”
The emotional implications of organizational politics: A process model (2009, methodology): “We measured general OCBs with Liden et al.’s (2004) three-item scale.”
Impact of transformational leadership on work performance, burnout and social loafing: a mediation model (2020, background): “Social loafing is a psychological aspect of an individual which may differ from situation to situation and individual to individual [55].”