The DOI matches its Crossref record; 17 of the 17 references it cites were found in a registry or an index.
EXTRINSIC AND INTRINSIC ORIGINS OF PERCEIVED SOCIAL LOAFING IN ORGANIZATIONS.
Abstract
It was hypothesized and found that task visibility and intrinsic task involvement would each be negatively associated with “social loafing” in an ongoing organization. Individuals engaged in social...
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“Subsequent research by Latané (1986) and others demonstrated that when outcomes are identifiable, tasks are visible (George, 1992), and participants are held accountable for their outcomes, the loafing effect is eliminated.”
From The Moderating Influence of In-Group Collectivism on Social Loafing: An Experimental Study on a Manufacturing Factory (2026) · cites this paper as George, 1992
In the citing paper
“Field research helps determine whether study results can be generalized to intact workgroups in an organizational setting (George, 1992).”
From The Moderating Influence of In-Group Collectivism on Social Loafing: An Experimental Study on a Manufacturing Factory (2026) · cites this paper as George, 1992
In the citing paper
“A substantial body of research (e.g., George, 1992; Harkins and Szymanski, 1989) identifies individual responsibility, task identifiability, and accountability as key mechanisms for mitigating social loafing.”
From The Moderating Influence of In-Group Collectivism on Social Loafing: An Experimental Study on a Manufacturing Factory (2026) · cites this paper as George, 1992
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BackgroundSTUDIES OF INDIVIDUALISM-COLLECTIVISM: EFFECTS ON COOPERATION IN GROUPS.
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EMPLOYEE PROPENSITY TO WITHHOLD EFFORT: A CONCEPTUAL MODEL TO INTERSECT THREE AVENUES OF RESEARCH
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“Employee perceptions that a supervisor has a problem monitoring their tasks results in a propensity to provide less individual effort because workers perceive their efforts to be less visible (George, 1992).”
BackgroundInfluentialSocial Loafing: A Field Investigation
Liden, R. C., Wayne, S. J., Jaworski, R. A., & Bennett, N. (2003) · Journal of Management · doi:10.1016/j.jm.2003.02.002 · Cited by 456
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“George’s (1992) findings may give us some insight into this finding.”
BackgroundBreuer, C., Hüffmeier, J., & Hertel, G. (2016) · Journal of Applied Psychology · doi:10.1037/apl0000113 · Cited by 375
Are Boards Designed to Fail? The Implausibility of Effective Board Monitoring
Boivie, S., Bednar, M. K., Aguilera, R. V., & Andrus, J. (2016) · Academy of Management Annals · doi:10.5465/19416520.2016.1120957 · Cited by 371
Organizational Spontaneity in Context
George, J. M., & Jones, G. R. (1997) · Human Performance · doi:10.1207/s15327043hup1002_6 · Cited by 354
Self-citationViewing Family Firm Behavior and Governance Through the Lens of Agency and Stewardship Theories
Madison, K., Holt, D. T., Kellermanns, F. W., & Ranft, A. L. (2015) · Family Business Review · doi:10.1177/0894486515594292 · Cited by 388
“Collectivistic work environments can also increase free-rider problems; individuals are compelled to reduce effort when working collectively because they assume individual contributions are less identifiable (J. M. George, 1992).”
BackgroundKhan, H., Rehmat, M., Butt, T. H., Farooqi, S., & Asim, J. (2020) · Future Business Journal · doi:10.1186/s43093-020-00043-8 · Cited by 314
“and social loafing Social loafing is defined as the tendency of individuals who exert less effort and their productivity decreases when working in groups than working individually [21, 33, 57, 79].”
BackgroundMulvey, P. W., & Klein, H. J. (1998) · Organizational Behavior and Human Decision Processes · doi:10.1006/obhd.1998.2753 · Cited by 305
Fairness at the Group Level: Justice Climate and Intraunit Justice Climate
Li, A., & Cropanzano, R. (2009) · Journal of Management · doi:10.1177/0149206308330557 · Cited by 290
“Distributive intraunit justice climate was measured with a five-item scale based on George (1992) because her measure reflects the extent to which team members contribute equitably to the team effort.”
MethodMahama, H. (2006) · Management Accounting Research · doi:10.1016/j.mar.2006.03.002 · Cited by 269
Alnuaimi, O. A., Robert, L., & Maruping, L. M. (2010) · Journal of Management Information Systems · doi:10.2753/mis0742-1222270109 · Cited by 265
“these include identifiability and accountability [34], evaluation potential [39], cohesion [47], and identification with the team [48].”
BackgroundPredictors of work injuries among employed adolescents.
Frone, M. R. (1998) · Journal of Applied Psychology · doi:10.1037/0021-9010.83.4.565 · Cited by 265
“It was assessed with five items adapted from Niehoff and Moorman (1993) and George (1992). A sample item is "My supervisor watches me as I work.”
MethodEmployee job attitudes and organizational characteristics as predictors of cyberloafing
Liberman, B. E., Seidman, G., McKenna, K. Y. A., & Buffardi, L. E. (2011) · Computers in Human Behavior · doi:10.1016/j.chb.2011.06.015 · Cited by 248
“George (1992) defines intrinsic involvement as the belief that the work being conducted by the employee is meaningful and that the employee's efforts are making an important contribution to the organization.”
BackgroundMethodInfluentialExperiencing Work: Values, Attitudes, and Moods
Georgel, J. M., & Jones, G. R. (1997) · Human Relations · doi:10.1177/001872679705000404 · Cited by 245
Duffy, M. K., & Shaw, J. D. (2000) · Small Group Research · doi:10.1177/104649640003100101 · Cited by 244
“…loafing behavior represents an ideal method of simultaneously sabotaging a rival’s performance (by refusing to participate in the group effort) and manifesting hostility in a passive-aggressive manner (e.g., not following through on group-related commitments) (George, 1992b; Latané et al., 1979).”
BackgroundMethodVirtual team effectiveness: a proposed research agenda
Furst‐Holloway, S., Blackburn, R., & Rosen, B. (1999) · Information Systems Journal · doi:10.1046/j.1365-2575.1999.00064.x · Cited by 244
“Therefore, in the context of actual work (i.e. time spent doing the virtual work required), virtual team members may perceive that their efforts (or lack thereof) are invisible to other team members.”
BackgroundUnderstanding Social Loafing: The Role of Justice Perceptions and Exchange Relationships
Murphy, S. M., Wayne, S. J., Liden, R. C., & Erdoğan, B. (2003) · Human Relations · doi:10.1177/0018726703056001450 · Cited by 229
“Previous studies suggest that task visibility is a determinant of social loafing (George, 1992; Jones, 1984).”
BackgroundMethodInfluentialA Model of Social Loafing in Real Work Groups
Comer, D. R. (1995) · Human Relations · doi:10.1177/001872679504800603 · Cited by 217
Social and cognitive sources of potential inaccuracy in job analysis.
Morgeson, F. P., & Campion, M. A. (1997) · Journal of Applied Psychology · doi:10.1037//0021-9010.82.5.627 · Cited by 219
IS GROUP PRODUCTIVITY LOSS THE RULE OR THE EXCEPTION? EFFECTS OF CULTURE AND GROUP-BASED MOTIVATION.
Erez, M., & Somech, A. (1996) · Academy of Management Journal · doi:10.2307/257067 · Cited by 211
Salesperson Cooperation: The Influence of Relational, Task, Organizational, and Personal Factors
Yılmaz, C., & Hunt, S. D. (2001) · Journal of the Academy of Marketing Science · doi:10.1177/03079450094207 · Cited by 211
Antecedents and effects of free riding in the franchisor–franchisee relationship
Kidwell, R. E., Nygaard, A., & Silkoset, R. (2006) · Journal of Business Venturing · doi:10.1016/j.jbusvent.2006.06.002 · Cited by 209
Team members' affective responses to patterns of intragroup interdependence and job complexity
van der Vegt, G. S. (2000) · Journal of Management · doi:10.1016/s0149-2063(00)00050-7 · Cited by 210
Price, K. H., Harrison, D. A., & Gavin, J. H. (2006) · Journal of Applied Psychology · doi:10.1037/0021-9010.91.6.1375 · Cited by 190
Team Members’ Affective Responses to Patterns of Intragroup Interdependence and Job Complexity
van der Vegt, G. S., Emans, B., & de Vliert, E. V. (2000) · Journal of Management · doi:10.1177/014920630002600403 · Cited by 187
“Although the affective reactions of individual group members may sometimes reflect such group-level phenomena as general ‘morale’ or ‘cohesiveness’ (George, 1992), the degree to which group members feel satisfied with or committed to their job and team typically varies from person to person.”
BackgroundTan, H. H., & Tan, H. H. (2008) · The Journal of Psychology · doi:10.3200/jrlp.142.1.89-112 · Cited by 153
“Motives have been found to be responsible for both OCB and social loafing (Finkelstein & Penner, 2004; George, 1992; Rioux & Penner, 2001).”
BackgroundGENERIC WORK BEHAVIOR: AN INVESTIGATION INTO THE DIMENSIONS OF ENTRY‐LEVEL, HOURLY JOB PERFORMANCE
Hunt, S. T. (1996) · Personnel Psychology · doi:10.1111/j.1744-6570.1996.tb01791.x · Cited by 148
Harmful help: The costs of backing-up behavior in teams.
Barnes, C. M., Hollenbeck, J. R., Wagner, D. T., DeRue, D. S., Nahrgang, J. D., & Schwind, K. M. (2008) · Journal of Applied Psychology · doi:10.1037/0021-9010.93.3.529 · Cited by 147
“…meta-analytic evidence suggests, social loafing is fomented when individuals perceive that their contributions are not unique (Karau & Williams, 1993); this perception leads them to think that the exertion of effort will result merely in duplication of effort by another team member (George, 1992).”
BackgroundTransnational teams in the electronic age: are team identity and high performance at risk?
Shapiro, D. L., Furst‐Holloway, S., Spreitzer, G. M., & Glinow, M. A. V. (2002) · Journal of Organizational Behavior · doi:10.1002/job.149 · Cited by 142
Motivating interdependent teams: Individual rewards, shared rewards, or something in between?
Pearsall, M. J., Christian, M. S., & Ellis, A. P. J. (2010) · Journal of Applied Psychology · doi:10.1037/a0017593 · Cited by 147
“Because they do not reward individual effort directly, cooperative reward structures in such teams lead to a low sense of accountability, which reduces evaluation potential (George, 1992; Harkins, 1987; Harkins & Jackson, 1985; Shea & Guzzo, 1987), and to an increase in dispensability of effort (Latané & Nida, 1981; P…”
BackgroundAre Boards Designed to Fail? The Implausibility of Effective Board Monitoring
Boivie, S., Bednar, M. K., Aguilera, R. V., & Andrus, J. (2015) · Academy of Management Annals · doi:10.1080/19416520.2016.1120957 · Cited by 406
“potential drawback of large board size is that it can raise the risk of social loafing (George, 1992), which occurs when individuals working as a group”
BackgroundImproving the Effectiveness of Students in Groups With a Centralized Peer Evaluation System
Brutus, S., & Donia, M. B. L. (2010) · Academy of Management Learning and Education · doi:10.5465/amle.2010.56659882 · Cited by 134
CONFLICT MANAGEMENT AND TASK REFLEXIVITY FOR TEAM IN‐ROLE AND EXTRA‐ROLE PERFORMANCE IN CHINA
Tjosvold, D., Hui, C., & Yu, Z. (2003) · International Journal of Conflict Management · doi:10.1108/eb022895 · Cited by 136
Jassawalla, A. R., Sashittal, H. C., & Sashittal, A. (2009) · Academy of Management Learning and Education · doi:10.5465/amle.2009.37012178 · Cited by 133
“In terms of the tasks, for instance, higher levels of social loafing occur when the task is unmotivating or meaningless (e.g., Hackman, 1987; George, 1992; Price, 1993), and when it is more invisible and unrecognizable than visible and recognizable (see George, 1992; Liden et al., 2004).”
BackgroundInfluentialExploring and mitigating social loafing in online communities
Shiue, Y., Chiu, C., & Chang, C. (2010) · Computers in Human Behavior · doi:10.1016/j.chb.2010.01.014 · Cited by 135
Usman, M., Javed, U., Shoukat, A., & Bashir, N. A. (2019) · Behaviour and Information Technology · doi:10.1080/0144929x.2019.1683607 · Cited by 116
Do current anti‐cyberloafing disciplinary practices have a replica in research findings?
Zoghbi‐Manrique‐de‐Lara, P., Tacoronte, D. V., & Ding, J. T. (2006) · Internet Research · doi:10.1108/10662240610690052 · Cited by 107
“, 1980), leadership proximity and task visibility (George, 1992; Ronan et al., 1973).”
BackgroundSibert, A. (2006) · International Finance · doi:10.1111/j.1468-2362.2006.00180.x · Cited by 105
“George (1992) used a survey methodology and found that sales people working in groups for a large US retailer engaged in social loa(cid:133)ng, but that social loa(cid:133)ng and perceived task visibility were negatively related.”
Schippers, M. C. (2013) · Academy of Management Learning and Education · doi:10.5465/amle.2012.0191 · Cited by 106
“If some members withhold effort in a group, team processes and performance will often suffer (Erez & Somech, 1996; George, 1992; Karau & Williams, 1993; Kidwell & Bennett, 1993; Price, Harrison, & Gavin, 2006), and this can be an important source of productivity loss (Steiner, 1972).”
BackgroundTsay, C. H., Lin, T., Yoon, J., & Huang, C.-C. (2014) · Decision Support Systems · doi:10.1016/j.dss.2014.08.003 · Cited by 110
“George [45] KWSE2 Without being noticed to contribute only part of”
BackgroundResultInfluentialByun, G., Karau, S. J., Dai, Y., & Lee, S. (2018) · Journal of Business Research · doi:10.1016/j.jbusres.2018.03.004 · Cited by 100
“Social loafing Employee social loafing was measured using nine items from George (1992), with some items reworded slightly for the more general business context of our study.”
MethodEarley, P. C. (1993) · Academy of Management Journal · doi:10.5465/256525 · Cited by 100
Self-leadership in organizational teams: A multilevel analysis of moderators and mediators
Konradt, U., Goerke, P., & Ellwart, T. (2008) · European Journal of Work and Organizational Psychology · doi:10.1080/13594320701693225 · Cited by 100
“While we conceptualized motivational variables in our study to be independent, future research should examine the functions in more detail, including possible interaction effects (e.g., George, 1992).”
MethodAubé, C., Rousseau, V., Mama, C., & Morin, E. M. (2009) · Journal of Business and Psychology · doi:10.1007/s10869-009-9113-5 · Cited by 94
Piezon, S. L., & Ferree, W. D. (2008) · The International Review of Research in Open and Distributed Learning · doi:10.19173/irrodl.v9i2.484 · Cited by 97
“These ten statements were adapted from George (1992). Example items include, “Did not do your fair share of the work” and “Left work for other group members that you should have completed.”
BackgroundMethodInfluentialZhang, X., de Pablos, P. O., & Zhou, Z. (2012) · Computers in Human Behavior · doi:10.1016/j.chb.2012.01.029 · Cited by 92
“Social loafing theory (SLT) posits that productivity losses in group work are due to the social loafing phenomenon (George, 1992b; Karau & Williams, 1993).”
BackgroundEthical leadership, trust in organization and their impacts on critical hotel employee outcomes
Eluwole, K. K., Karatepe, O. M., & Avcí, T. (2022) · International Journal of Hospitality Management · doi:10.1016/j.ijhm.2022.103153 · Cited by 117
Effects of intrinsic and extrinsic motivation on social loafing in online travel communities
Chang, Y., Hou, R.-J., Wang, K., Cui, A. P., & Zhang, C. (2020) · Computers in Human Behavior · doi:10.1016/j.chb.2020.106360 · Cited by 103
Conflict Management and Team Effectiveness in China: The Mediating Role of Justice
Chen, G., & Tjosvold, D. (2002) · Asia Pacific Journal of Management · doi:10.1023/a:1020573710461 · Cited by 91
Pierce, J. L., Jussila, I., & Li, D. (2017) · Journal of Management & Organization · doi:10.1017/jmo.2016.66 · Cited by 90
Designing Performance Management Systems for Total Quality Implementation
Waldman, D. A. (1994) · Journal of Organizational Change Management · doi:10.1108/09534819410056113 · Cited by 79
Fonti, F., Maoret, M., & Whitbred, R. (2015) · Strategic Management Journal · doi:10.1002/smj.2470 · Cited by 76
More than money: establishing the importance of a sense of purpose for salespeople
Good, V., Hughes, D. E., & Wang, H. (2021) · Journal of the Academy of Marketing Science · doi:10.1007/s11747-021-00795-x · Cited by 89
“While prior research shows that job meaningfulness is based on the salesperson’s work having significance to co-workers or the company itself (George, 1992; Hackman & Oldham, 1976)—or “the extent to which the person feels the job makes a meaningful contribution and is important to the…”
BackgroundPreference for Group Work, Winning Orientation, and Social Loafing Behavior in Groups
Stark, E. M., Shaw, J. D., & Duffy, M. K. (2007) · Group & Organization Management · doi:10.1177/1059601106291130 · Cited by 82
“Self-reported social loafing was assessed using a three-item scale adapted from George (1992) at Time 2 (α = .”
BackgroundMethodWithholding Effort in Organizations: Toward Development and Validation of a Measure
Kidwell, R. E., & Robie, C. (2003) · Journal of Business and Psychology · doi:10.1023/a:1023456319134 · Cited by 75
“Items 10 to 12 and 20 were adapted from a study in which social loafing was the relevant variable (George, 1992).”
BackgroundMethodInfluentialManagement across cultures challenges and strategies
Steers, R. M., Sánchez‐Runde, C. J., & Nardon, L. (2010) · Cited by 73
Kistruck, G. M., Lount, R. B., Smith, B. R., Bergman, B. J., & Moss, T. W. (2015) · Academy of Management Journal · doi:10.5465/amj.2014.0201 · Cited by 76
Understanding social loafing in knowledge contribution from the perspectives of justice and trust
Lin, T., & Huang, C.-C. (2008) · Expert Systems with Applications · doi:10.1016/j.eswa.2008.07.014 · Cited by 63
“Although researchers have identified several conditions which can curb group members’ propensity to social loafing (George, 1992; Karau & Williams, 1995; Kidwell & Bennett N., 1993), few have investigated KCL from the perspectives of trust.”
BackgroundResultInfluentialJustice perceptions and drives of hotel employee social loafing behavior
Luo, Z., Qu, H., & Marnburg, E. (2012) · International Journal of Hospitality Management · doi:10.1016/j.ijhm.2012.11.005 · Cited by 59
Lount, R. B., & Wilk, S. L. (2014) · Management Science · doi:10.1287/mnsc.2013.1820 · Cited by 58
“To date, the most frequently cited evidence of loafing in organizational workgroups comes from surveybased studies that have examined perceptions of loafing (e.g., George 1992, Liden et al. 2004).”
BackgroundChancellor, J., Layous, K., & Lyubomirsky, S. (2014) · Journal of Happiness Studies · doi:10.1007/s10902-014-9538-z · Cited by 65
“One interpretation is that employees could be social loafing at work (George 1992).”
BackgroundMeyer, B. M., Schermuly, C. C., & Kauffeld, S. (2015) · European Journal of Work and Organizational Psychology · doi:10.1080/1359432x.2014.996554 · Cited by 58
“Whereas many questionnaires measuring social loafing exist (e.g., George, 1992; Kidwell & Robie, 2003; or Liden et al., 2004), there are no instruments for coding behavioural social loafing in group situations.”
BackgroundTeam Training in China: Testing and Applying the Theory of Cooperation and Competition1
Lu, J., Tjosvold, D., & Shi, K. (2010) · Journal of Applied Social Psychology · doi:10.1111/j.1559-1816.2009.00565.x · Cited by 59
“However, research has documented that dynamics such as social loafing, free riders, and the inability to share diverse information and to discuss diverse views openly can frustrate groups (George, 1992; Janis, 1972; Karau & Williams, 1993; Lott & Lott, 1965; Stasser & Titus, 2003; Zander, 1977).”
BackgroundChen, X.-P., Pillutla, M. M., & Yao, X. (2009) · Group Processes & Intergroup Relations · doi:10.1177/1368430208098783 · Cited by 55
“Organizational scholars who study free-riding in organizational groups have labeled the phenomenon social loafi ng (see for example George, 1992).”
BackgroundZhang, X., Vogel, D., & Zhou, Z. (2012) · Behaviour and Information Technology · doi:10.1080/0144929x.2012.687770 · Cited by 54
“Thus, increasing task visibility can reduce social loafing in the work environment (Jones 1984, George 1992, Liden et al .”
BackgroundInfluentialMonzani, L., Ripoll, P., Silla, J. M. P., & van Dick, R. (2014) · Computers in Human Behavior · doi:10.1016/j.chb.2014.01.013 · Cited by 54
“…that individuals tend to loaf when they feel anonymous (either due to larger group size or because they perceive that their contributions are not salient) or when they perceive their co-workers to loaf (Kidwell & Bennett, 1993; George, 1992; Huguet, Charbonnier, & Monteil, 1999; Kerr, 1983).”
BackgroundOverall justice, work group identification and work outcomes: Test of moderated mediation process
Patel, C., Budhwar, P. S., & Varma, A. (2011) · Journal of World Business · doi:10.1016/j.jwb.2011.04.008 · Cited by 56
“Researchers such as Gagne and Zuckerman (1999) found that identifiably of individual contributions; task visibility (George, 1992); potential for evaluation of individual contributions (Karau & Williams, 1994); and incentives for high performance (George, 1995; Miles & Greenberg, 1993) were all…”
Getting More out of Team Projects: Incentivizing Leadership to Enhance Performance
Ferrante, C. J., Green, S. G., & Forster, W. R. (2006) · Organizational Behavior Teaching Review · doi:10.1177/1052562906287968 · Cited by 54
“Social loafing, also referred to in the teamwork literature as the “free-rider” problem, may result in some students who do not participate to the best of their abilities and a general decrease in individual effort (George, 1992; Liden et al., 2004).”
BackgroundMihelič, K. K., & Culiberg, B. (2018) · Journal of Business Ethics · doi:10.1007/s10551-018-3933-z · Cited by 56
“Therefore, this study contributes to this line of research and provides a more nuanced understanding of the attitude–intention link by introducing extrinsic motivation as a moderator, which takes account of the fact that the fun‐ damental underpinnings of social loafing are motivational (George 1992; Shepperd 1993).”
BackgroundResultInfluentialBringing cyber loafers back on the right track
Zoghbi‐Manrique‐de‐Lara, P., & Olivares‐Mesa, A. (2010) · Industrial Management & Data Systems · doi:10.1108/02635571011069095 · Cited by 53
“Overall, proximity increases the supervisor’s opportunity to interact with employees (Bass, 1990); thus, proximity could make it easier for supervisors to determine whether the employee is slacking (George, 1992; Jones, 1984; Murphy et al., 2003).”
BackgroundSocial Loafing and Motivation Gains in Groups: An Integrative Review
Karau, S. J., & Wilhau, A. J. (2020) · Individual Motivation within Groups · doi:10.1016/b978-0-12-849867-5.00001-x · Cited by 50
The Role of Communication and Cohesion in Reducing Social Loafing in Group Projects
Lam, C. (2015) · Business and Professional Communication Quarterly · doi:10.1177/2329490615596417 · Cited by 68
“his or her work is not visible to fellow teammates, he or she may be less inclined to complete the task at all (Karau & Williams, 1993; George, 1992).”
BackgroundActivity awareness, social presence, and motivation in distributed virtual teams
Haines, R. (2020) · Information & Management · doi:10.1016/j.im.2020.103425 · Cited by 58
The Effects of Perceived Loafing and Defensive Impression Management on Group Effectiveness
Mulvey, P. W., Bowes‐Sperry, L., & Klein, H. J. (1998) · Small Group Research · doi:10.1177/1046496498293006 · Cited by 49
More than idle talk: Examining the effects of positive and negative team gossip
Spoelma, T. M., & Hetrick, A. L. (2021) · Journal of Organizational Behavior · doi:10.1002/job.2522 · Cited by 53
Perry, S. J., Lorinkova, N., Hunter, E. M., Hubbard, A., & McMahon, J. T. (2013) · Journal of Management · doi:10.1177/0149206313475814 · Cited by 46
“In general, social loafing occurs because of motivational factors (e.g., george, 1992), individual differences (e.g., Charbonnier, Pascal, Brauer, & Monteil, 1998; Smith, Kerr, Markus, & Stasson, 2001), and/or situational factors (e.g., george & Jones, 1997; Williams & Karau, 1991).”
BackgroundMethodInfluentialThe dynamic nature of interpersonal conflict and psychological strain in extreme work settings.
Somaraju, A. V., Griffin, D. J., Olenick, J. S., Chang, C.-H. D., & Kozlowski, S. W. J. (2021) · Journal of Occupational Health Psychology · doi:10.1037/ocp0000290 · Cited by 51
Blaskovich, J. L. (2008) · Journal of Information Systems · doi:10.2308/jis.2008.22.1.27 · Cited by 81
Harding, L. M. (2017) · Journal of Marketing Education · doi:10.1177/0273475317708588 · Cited by 44
“For instance, people are more likely to free-ride when they believe it will be difficult to identify their individual contributions (George, 1992; Harkins & Jackson, 1985; Jones, 1984; Karau & Williams, 1993; Liden, Wayne, Jaworski, & Bennett, 2004; Price, Harrison, & Gavin, 2006; K. D. Williams,…”
BackgroundA new perspective on de-individuation via computer-mediated communication
Haines, R. P., & Mann, J. E. C. (2011) · European Journal of Information Systems · doi:10.1057/ejis.2010.70 · Cited by 42
“Task visibility is a modified version of the scale used by George (1992), and measures the extent to which a member feels that other group members are aware of individual effort exerted toward helping the group get organized.”
BackgroundSocial and Behavioral Influences on Team Process
Adams, S. L., & Anantatmula, V. S. (2010) · Project Management Journal · doi:10.1002/pmj.20192 · Cited by 46
“George (1992) approached the topic from a more personal perspective and tied the underlying reasons to personal satisfaction with the task to be accomplished.”
BackgroundThomas, A. (2025) · Journal of Knowledge Management · doi:10.1108/jkm-03-2025-0399 · Cited by 48
Should I e-collaborate with this group? A multilevel model of usage intentions
Turel, O., & Zhang, Y. (2011) · Information & Management · doi:10.1016/j.im.2010.12.004 · Cited by 41
Taking a free ride: How team learning affects social loafing.
Gabelica, C., Mæyer, S. D., & Schippers, M. C. (2021) · Journal of Educational Psychology · doi:10.1037/edu0000713 · Cited by 49
“We assessed social loafing tendencies with a 4-item measure derived from a questionnaire developed by George (1992) and adapted by Schippers (2014).”
BackgroundMethodZhou, X., Chen, C., Li, W., Yao, Y., Cai, F., Xu, J., & Qin, X. (2025) · Human Resource Management · doi:10.1002/hrm.22299 · Cited by 49
Developing a tool for intellectual capital assessment: an individual‐level perspective
Mura, M., & Longo, M. (2012) · Expert Systems · doi:10.1111/j.1468-0394.2012.00650.x · Cited by 39
Ferrari, J. R., & Pychyl, T. A. (2012) · North American journal of psychology · Cited by 37
Implementation of evidence-based practices
Chou, A. F., Vaughn, T. E., McCoy, K. D., & Doebbeling, B. N. (2011) · Health Care Management Review · doi:10.1097/hmr.0b013e3181dc8233 · Cited by 37
“Social loafing, on the basis of the unidentifiable nature of individual contributions to a group product, often explains lower individual motivation in terms of the perceived weak relationship between individual effort and sanctions or reward (George, 1992).”
BackgroundIndividualism–collectivism and team member performance: Another look
Wagner, J. A., Humphrey, S. E., Meyer, C. J., & Hollenbeck, J. R. (2011) · Journal of Organizational Behavior · doi:10.1002/job.783 · Cited by 40
“Social loafing is a reduction in performance on shared tasks that occurs in groups because of beliefs that personal efforts are not easily identifiable or that such efforts are unimportant relative to group success (George, 1992; Kerr & Brun, 1983; Latané, Williams, & Harkins, 1979).”
BackgroundHow Leaders’ Diversity Beliefs Alter the Impact of Faultlines on Team Functioning
Schölmerich, F., Schermuly, C. C., & Deller, J. (2016) · Small Group Research · doi:10.1177/1046496416630960 · Cited by 36
“We adapted eight items to measure perceived loafing (George, 1992; Vogt, 2004).”
MethodPredictors of Employee Preferences for Multirater and Group-Based Performance Appraisal
Waldman, D. A. (1997) · Group & Organization Management · doi:10.1177/1059601197222007 · Cited by 36
Coccia, M. (2019) · Springer eBooks · doi:10.1007/978-3-319-31816-5_3706-1 · Cited by 35
Ye, Y., Chen, M., Wu, L., & Kwan, H. K. (2022) · International Journal of Hospitality Management · doi:10.1016/j.ijhm.2022.103420 · Cited by 36
Metadata
- Authors
- George, J. M.
- Affiliations
- Texas A&M University (US)
- Corresponding author
- George, J. M.
- Venue
- Academy of Management Journal
- Publisher
- Academy of Management
- Published
- 1992-03-01
- Volume
- 35
- Issue
- 1
- Pages
- 191-202
- ISSN
- 0001-4273 (ISSN-L)
- 1948-0989
- OpenAlex
- W2152533089
- Semantic Scholar
- 5942d065b6a336a8069f1751af1c98cede658898
- Cited by
- 407
- References
- 17
- Citations by year
- 2026: 24 · 2025: 20 · 2024: 18 · 2023: 25 · 2022: 17 · 2021: 27 · 2020: 30 · 2019: 17 · 2018: 22 · 2017: 18 · 2016: 10 · 2015: 17 · 2014: 18 · 2013: 13 · 2012: 16
- FWCI
- 6.75
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Academy of Management Journal (publishedVersion)
- Topics
- Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Keywords
- social loafing, task visibility, extrinsic motivation, intrinsic motivation, group performance, organizational behavior
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