How Much Should I Give and How Often? The Effects of Generosity and Frequency of Favor Exchange on Social Status and Productivity

By Francis J. Flynn. 2003

209 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/7e7ebca4fe92ba0d1d931ec91426847e7ff5d868

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Citations in the corpus

THE DOWNFALL OF EXTRAVERTS AND RISE OF NEUROTICS: THE DYNAMIC PROCESS OF STATUS ALLOCATION IN TASK GROUPS (2013, background): “Additionally, Flynn et al.’s (2006) research suggests that “high self-monitors” might be more inclined to increase or maintain their status because of their acute awareness of social dynamics.”
Promoting Organizational Citizenship Behavior in Schools: The Impact of Individual and Organizational Characteristics (2007, background): “The notion of fairness underlies the norm of reciprocity in that people seek to balance their inputs and outcomes in relation to others (Flynn, 2003).”
Pathways for Positive Identity Construction at Work: Four Types of Positive Identity and the Building of Social Resources (2010, background): “Research on giving and generosity at work suggests that employees who give more earn more trust and respect from their colleagues (Flynn, 2003).”
Cheapened altruism: Discounting personally affected prosocial actors (2012, unknown): “When donors get credit is an important question because research has shown that people perceived as charitable enjoy higher status (Flynn, 2003; Hardy & Van Vugt, 2006) and more respect (Price, 2006), and that expectations of social rewards can motivate prosocial actors (Grant & Gino, 2010;…”
Who's with Me? False Consensus, Brokerage, and Ethical Decision Making in Organizations (2010, background): “To account for the possibility that employees in high-status positions estimate higher levels of agreement than employees in lowstatus positions (cf. Flynn, 2003), participants in the marketing department sample were asked, “How would you describe your position in the organization?””
Help-Seeking and Help-Giving as an Organizational Routine: Continual Engagement in Innovative Work (2015, methodology): “! ! %(! suggests that scholars should look beyond “why people help other people” (DePaulo & Fisher, 1980; Flynn, 2003; Lee, 1997) to also consider how routines facilitate (or constrain) helping behaviors.”
Lighting the way or stealing the shine? An examination of the duality in star scientists' effects on firm innovative performance (2015, background): “As a result, stars with very broad expertise may develop more balanced intellectual exchange relationships with their colleagues (Flynn, 2003).”
Envy As Pain: Rethinking the Nature of Envy and Its Implications for Employees and Organizations (2012, background): “Interpersonal helping is positively associated with reputation and status and, ultimately, performance (Flynn, 2003).”
The Braggart's Dilemma: On the Social Rewards and Penalties of Advertising Prosocial Behavior (2015, background): “Those who succeed at demonstrating their generosity receive positive returns on reputation and status (Flynn 2003; Flynn et al. 2006; Hardy and Van Vugt 2006), making it appealing to communicate one’s good deeds to others.”