Amanda Plummer Weirup
Doctoral Candidate, Organizational Behavior & Theory
Tepper School of Business, Carnegie Mellon University



While working in consulting, I observed the substantial control that employees can have over their work activities. Job descriptions are often broadly defined, and companies place considerable emphasis on personal initiative, empowerment, and self-management. In this complex and ambiguous environment, employees are forced to make decisions about how to balance the many divergent demands on their time. One such demand comes in the form of favors, tasks that are outside of one’s official responsibilities and help others rather than oneself. How do we respond to requests for favors? How do we balance our dedication to our own work with the needs of others and our organization? How do our responses influence workplace outcomes, such as equitable work distribution, job performance, and job satisfaction? My research searches for answers to these questions by examining how people think, feel, and act when confronted with favor requests.

To investigate favors, I employ multiple methods blending quantitative and qualitative data obtained in the laboratory and in the field. For example, I have studied favors with interviews, diary methods, large-scale surveys, and laboratory and field experiments. Using methodologically distinct approaches provides triangulation and convergent validity, which strengthens confidence in the conclusions drawn in my studies.

Working Papers/ Manuscripts in Preparation

Job Market Paper: A Framework of Favors in the Workplace (with Laurie Weingart & Taya Cohen)

The impact of guilt proneness on the performance of favors in organizations (with Taya Cohen)

Forecasting the emotional consequences of favor performance (with Linda Babock)

Favors feel different for females: Gender differences in the cognition and emotion of favor deliberation (with Laurie Weingart & Linda Babock)