The DOI matches its Crossref record; 1 of the 1 references it cites were found in a registry or an index.
Why the Assholes are Winning: Money Trumps All
Open accessAbstract
In August, 2015, the New York Times published a much-discussed and somewhat controversial article documenting the harsh working conditions facing white-collar employees at Amazon.com (Kantor and Streitfeld, 2015), a description that Amazon CEO Jeff Bezos and some other 'Amazonians' claimed was not accurate.However, there have been numerous other articles and blogs noting Amazon's high-pressure, competitive culture (e.g., Chow, 2015).And the poor working environment in Amazon's enormous warehouses, where people suffered workplace stress from productivity pressures and physical conditions that included inadequate ventilation, had already been welldocumented (e.g., Cadwalladr, 2013).Importantly, the Times article also correctly noted that Amazon was one of the most admired companies and Jeff Bezos, the founder and CEO, was typically high on lists of most admired CEOs.Bezos and Amazon are not unique in this coexistence of success, including the plaudits of others, with harsh and harmful workplaces.As I have noted (Pfeffer, 2015), the multiple dimensions of corporate performance and reputation are not that highly correlated.For instance, only four companies made both Fortune's most admired and best places to work lists in 2015.The juxtaposition of admiration -and, of course, extraordinary financial success in terms of stock price appreciation and wealth creation -coupled with hellish and toxic work arrangements, reinforced a view that had been slowly taking hold: that for all the lofty values and leadership aspirations we profess to hold, there is precious little evidence that real choices and behaviour, or even hierarchies of status and awards, reflect what we espouse.Instead, numerous behaviours suggest that it seemingly doesn't matter what an individual or a company does, to human beings or the environment, as long as they are sufficiently rich and successful.Money, indeed, trumps all.Moreover, because money can serve as a signal of competence and worth, no amount of money is ever enough.Much like a drug, money and status become addictive.
Overview
Integrity signals
Registry
Cites
Statistics
Verification
Claims the paper makes
Claims other papers make about this one
Each is checked against this paper’s own text: does it say what the citing paper says it does?
In the citing paper
“Even companies that use sustainable HRM practices instrumentally to maximize firm financial performance while claiming to be guided by a broader social mission or employee-oriented philosophy face the risk that employees and other stakeholders will detect their”
From Advancing the sustainability agenda through strategic human resource management: Insights and suggestions for future research (2023) · cites this paper as Pfeffer, 2016
Citations
Cites
Lerner, M. J. (1980) · doi:10.1007/978-1-4899-0448-5 · Cited by 2,656
Research works printed but not linked: 22
- Baritz J. H., 1960, The Servants of Power, 10.1037/11283-010 · DOI
- 10.2307/2393449 · DOI
- 10.1086/667786 · DOI
- Cadwalladr C., 2013, My week as an Amazon insider, The Guardian
- Chow J., 2015, Dear Amazon: Your work culture really is terrible, Fortune
- 10.1037/0022-3514.34.3.366 · DOI
- 10.5465/AMR.2005.15281412 · DOI
- 10.1353/bsp.2015.0001 · DOI
- Goh J., 2015, The relationship between workplace stressors and mortality and health costs in the United States, Management Science
- 10.1287/mnsc.2013.1745 · DOI
- 10.1037/10628-000 · DOI · Paper page
- Hill S., 2015, Raw Deal
- Kantor J., 2015, Inside Amazon: Wresting big ideas in a bruising Workplace, The New York Times
- 10.2105/AJPH.2012.301126 · DOI
- 10.1037/h0023562 · DOI · Paper page
- 10.5465/AME.2005.15841946 · DOI
- Pfeffer J., 1982, Organizations and Organization Theory
- 10.5465/AMP.2010.50304415 · DOI · Paper page
- Pfeffer J., 2015, 3 lessons from the Amazon takedown, Fortune
- Pfeffer J., 1978, The External Control of Organizations
- 10.1016/0030-5073(75)90060-4 · DOI
- 10.1016/S0149-2063(03)00082-5 · DOI
Cited by
Sorted by citations
Ren, S., Cooke, F. L., Stahl, G. K., Fan, D., & Timming, A. R. (2023) · Human Resource Management · doi:10.1002/hrm.22169 · Cited by 148
Metadata
- Authors
- Pfeffer, J.
- Affiliations
- Stanford University (US)
- Corresponding author
- Pfeffer, Jeffrey
- ORCID
- Pfeffer, Jeffrey
- Venue
- Journal of Management Studies
- Publisher
- Wiley
- Published
- 2016-01-25
- Volume
- 53
- Issue
- 4
- Pages
- 663-669
- ISSN
- 0022-2380 (ISSN-L)
- 1467-6486
- OpenAlex
- W2255433201
- Cited by
- 115
- References
- 1
- Citations by year
- 2026: 3 · 2025: 5 · 2024: 29 · 2023: 11 · 2022: 4 · 2021: 11 · 2020: 24 · 2019: 6 · 2018: 12 · 2017: 6 · 2016: 4
- FWCI
- 17.41
- Type
- journal article
- Language
- en
- Open access
- bronze
- doi.org
- Locations
- Journal of Management Studies (publishedVersion)
- RePEc: Research Papers in Economics (submittedVersion)
- Topics
- Health Sciences › Medicine › Public Health, Environmental and Occupational Health › Workplace Health and Well-being
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Ethics in Business and Education
- Keywords
- organizational culture, toxic work environment, corporate reputation, Jeff Bezos, Amazon, status signalling, occupational stress
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
Are you an author, or do you see a problem with this page? Request a review