Adam M. Grant
University of Pennsylvania
Job designProactivitySociologySelf-determination theoryJob attitudePsychologyProsocial behaviorJob performanceWork (electrical)Goal theoryHelping behaviorJob satisfactionHappinessWork motivationTask (project management)Organizational behaviorPublic relationsJob analysisSocial psychologyOrganizational commitment
Publications 93
#1Jihae Shin (UW: University of Wisconsin-Madison)H-Index: 1
#2Adam M. Grant (UPenn: University of Pennsylvania)H-Index: 50
Although it is widely assumed that procrastination is counterproductive, delaying task progress may have hidden benefits for creativity. Drawing on theories of incubation, we propose that moderate ...
1 CitationsSource
#1Jihae Shin (UW: University of Wisconsin-Madison)H-Index: 1
#2Adam M. Grant (UPenn: University of Pennsylvania)H-Index: 50
While existing research has demonstrated that intrinsic motivation can increase task performance, jobs are composed of multiple tasks, and it remains to be seen how intrinsic motivation in one task...
12 CitationsSource
#1Edward H. Chang (UPenn: University of Pennsylvania)H-Index: 2
#2Katherine L. Milkman (UPenn: University of Pennsylvania)H-Index: 28
Last. Adam M. Grant (UPenn: University of Pennsylvania)H-Index: 50
view all 7 authors...
We present results from a large (n = 3,016) field experiment at a global organization testing whether a brief science-based online diversity training can change attitudes and behaviors toward women in the workplace. Our preregistered field experiment included an active placebo control and measured participants’ attitudes and real workplace decisions up to 20 weeks postintervention. Among groups whose average untreated attitudes—whereas still supportive of women—were relatively less supportive of...
35 CitationsSource
#1Adam M. Grant (UPenn: University of Pennsylvania)H-Index: 50
3 CitationsSource
#1Jochen I. Menges (WHU - Otto Beisheim School of Management)H-Index: 17
#2Danielle V. Tussing (UPenn: University of Pennsylvania)H-Index: 1
Last. Adam M. Grant (UPenn: University of Pennsylvania)H-Index: 50
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Supporting one’s family is a major reason why many people work, yet surprisingly little research has examined the implications of family motivation. Drawing on theories of prosocial motivation and action identification, we propose that family motivation increases job performance by enhancing energy and reducing stress, and it is especially important when intrinsic motivation is lacking. Survey and diary data collected across multiple time points in a Mexican maquiladora generally support our mod...
49 CitationsSource
#1Adam M. GrantH-Index: 50
#2Brian R. LittleH-Index: 25
Last. Susan D. PhillipsH-Index: 16
view all 3 authors...
Emily loves her job as a software developer. She looks forward to work each morning, excels in her endeavors, enjoys and admires her supportive team members, and is delighted with her working life. In contrast, Robert, a manager in a large accounting firm, despises his job. He trudges reluctantly to the office day after day, works halfheartedly, feels isolated from his colleagues, and knows deeply and with some desperation that his work life is devoid of meaning. Why is one employee so satisfied...
1 CitationsSource
#1Sheryl SandbergH-Index: 2
#2Adam M. GrantH-Index: 50
11 Citations
#1Brian R. LittleH-Index: 25
#2Adam M. GrantH-Index: 50
2 CitationsSource
#1Mark C. Bolino (OU: University of Oklahoma)H-Index: 39
#2Adam M. Grant (UPenn: University of Pennsylvania)H-Index: 50
Abstract More than a quarter century ago, organizational scholars began to explore the implications of prosociality in organizations. Three interrelated streams have emerged from this work, which focus on prosocial motives (the desire to benefit others or expend effort out of concern for others), prosocial behaviors (acts that promote/protect the welfare of individuals, groups, or organizations), and prosocial impact (the experience of making a positive difference in the lives of others through ...
106 CitationsSource