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Group vs. Individual Performance Pay When Workers Are Envious
Demougin, Dominique; Fluet, Claude - Centre Interuniversitaire sur le Risque, les Politiques … - 2003
providing incentives through group versus individual bonus schemes. When workers have a propensity for envy, either scheme may …
Persistent link: https://www.econbiz.de/10005696252
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Optimal incentive contracts for a worker who envies his boss : presented at CESifo Venice Summer Institute, Workshop on Dissecting Globalization, July 2004
Dur, Robert A. J.; Glazer, Amihai - 2004
A worker's utility may increase in his own income, but envy can make his utility decline with his employer's income … various assumptions about the object and generality of envy. Envy amplifies the effect of incentives on effort and, therefore …, increases optimal incentive pay. Moreover, envy can make profitsharing optimal, even when the worker's effort is fully …
Persistent link: https://www.econbiz.de/10011450877
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Optimal incentive contracts for a worker who envies his boss
Dur, Robert; Glazer, Amihai - 2004
A worker's utility may increase in his own income, but envy can make his utility decline with his employer's income … various assumptions about the object and generality of envy. Envy amplifies the effect of incentives on effort and, therefore …, increases optimal incentive pay. Moreover, envy can make profitsharing optimal, even when the worker's effort is fully …
Persistent link: https://www.econbiz.de/10010261264
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Does Rosie like riveting? : male and female occupational choices
Lordan, Grace; Pischke, Jörn-Steffen - 2016
Occupational segregation and pay gaps by gender remain large while many of the constraints traditionally believed to be responsible for these gaps have weakened over time. Here, we explore the possibility that women and men have different tastes for the content of the work they do. We run...
Persistent link: https://www.econbiz.de/10011521152
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Returns to human capital under the communist wage grid and during the transition to a market economy
Terrell, Katherine D.; Švejnar, Jan; Münich, Daniel - 2000
Under communism, workers had their wages set according to a centrally-determined wage grid. In this paper we use new micro data on men to estimate returns to human capital under the communist wage grid and during the transition to a market economy. We use data from the Czech Republic because it...
Persistent link: https://www.econbiz.de/10011325997
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Training, Human Capital, and Gender Gaps in Entrepreneurial Performance
Brixiova, Zuzana - 2019
In the aftermath of the global financial crisis, policymakers have been increasingly striving to support female entrepreneurship as a possible growth driver. This paper contributes to reconciling mixed findings in the literature on the effectiveness of entrepreneurial training with an analysis...
Persistent link: https://www.econbiz.de/10012859274
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Does Rosie Like Riveting? Male and Female Occupational Choices
Lordan, Grace - 2016
Occupational segregation and pay gaps by gender remain large while many of the constraints traditionally believed to be responsible for these gaps have weakened over time. Here, we explore the possibility that women and men have different tastes for the content of the work they do. We run...
Persistent link: https://www.econbiz.de/10012984866
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Returns to Human Capital Under the Communist Wage Grid and During the Transition to a Market Economy
Terrell, Katherine; Munich, Daniel; Svejnar, Jan - 2021
Under communism, workers had their wages set according to a centrally-determined wage grid. In this paper we use new micro data on men to estimate returns to human capital under the communist wage grid and during the transition to a market economy. We use data from the Czech Republic because it...
Persistent link: https://www.econbiz.de/10013321311
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Observing unobservables : identifying information asymmetries with a consumer credit field experiment
Karlan, Dean; Zinman, Jonathan - 2005
Information asymmetries are important in theory but difficult to identify in practice. We estimate the empirical importance of adverse selection and moral hazard in a consumer credit market using a new field experiment methodology. We randomized 58,000 direct mail offers issued by a major South...
Persistent link: https://www.econbiz.de/10011610980
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You don't always get what you pay for
Schnedler, Wendelin - 2007
Consider a principal-agent relationship in which more effort by the agent raises the likelihood of success. Does rewarding success, i.e., paying a bonus, increase effort in this case? I find that bonuses have not only an incentive but also an income effect. Overall, bonuses paid for success may...
Persistent link: https://www.econbiz.de/10003592884