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ITHACA, N.Y. - Working with a star employee - someone who demonstrates exceptional performance and enjoys broad visibility relative to industry peers - offers both risks and rewards, according to new research from the Cornell University s ILR School.
In collaborations, stars tend to get more than their share of the credit when things go well - and more of the blame when projects don t succeed, according to Shadows and Shields: Stars Limit Their Collaborators Exposure to Attributions of Both Credit and Blame, published Dec. 10, 2020, by
Personnel Psychology. We look at what happens when you collaborate with a star in terms of whose getting credit when that collaboration is successful, said Rebecca Kehoe, associate professor of human resource studies. What we find, and this is consistent with research on the Matthew effect and other work, is that if you collaborate with a star and that collaboration is successful, the star does get more of that credit and you be
Working with a "star" employee - someone who demonstrates exceptional performance and enjoys broad visibility relative to industry peers - offers both.
Working with a “star” employee – someone who demonstrates exceptional performance and enjoys broad visibility relative to industry peers – offers both risks and rewards, according to new research from the ILR School.