My overarching research interest is rooted in applying findings from basic behavioral research to organizational settings. In short, my research is focused on answering two questions: What can organizations do to improve the choices and behavior of individuals? And what can individuals do to improve organizations?
The first question pertains to finding practical solutions to pressing organizational matters and deals with the forms and designs of work procedures and reward structures. It is through this prism that I have addressed issues such as how a small change in the organization’s disciplinary rules and rewards structure may enhance compliance with safety regulations (Schurr, Rodensky & Erev, under review); how pricerelated evaluation biases in government contracting, can be reduced by applying a two stage (rather than a single-stage) evaluation procedure (Dekel & Schurr, under review; Dekel, Schurr & Moran, in preparation); and how different payment structures can increase employee satisfaction with their compensation (Schurr, Mellers & Ritov, in preparation).
The second question takes on theoretical issues pertaining to existing organizational theories. Through this prism, I have addressed theoretical concepts such as Achievement Motivation, by (a) testing the effects of the individual’s perspective on the exertion of effort (Schurr, Avrahami, Kareev & Ritov, Under revision); (b) interpretations of binding contracts and their effect on actual behavior (Feldman, Schurr & Teichman, 2013). In addition I have conducted some research on Behavioral Ethics by, (a) testing the effect of the individual’s perspective on the tendency to over claim (Schurr, Ritov, Kareev & Avrahami, 2012); (b) ethicality and pro-social behavior of individuals in small groups (Bereby-Meyer, Schurr & Kogut; in data collection). Finally, I have studied market considerations in the workplace by testing the impact of subjective evaluations in comparing and contrasting employer and employee valuation of labor (Schurr, Mellers & Ritov, in preparation) and possible mechanisms that may mitigate gaps between employers and employees respective perceptions and determinations (Schurr & Ritov, in preparation).