Showing 511 - 520 of 12,190
In Bartling, Fehr and Schmidt (2012) we show theoretically and experimentally that it is optimal to grant discretion to workers if (i) discretion increases productivity, (ii) workers can be screened by past performance, (iii) some workers reciprocate high wages with high effort and (iv)...
Persistent link: https://www.econbiz.de/10011210865
In this article, we propose to view the firm as a locus of socialization in which employees with heterogeneous work attitudes can be motivated and coordinated through adherence to a social ideal of effort. We develop an agency model in which employees have both a personal and a social ideal of...
Persistent link: https://www.econbiz.de/10011210986
We analyze whether incentives from relative performance pay are reduced or enhanced if a department is possibly terminated due to a crisis. Our benchmark model shows that incentives decrease in a severe crisis, but are boosted given a minor crisis since efforts are strategic complements in the...
Persistent link: https://www.econbiz.de/10011190191
In Bartling, Fehr, and Schmidt (2012) we show theoretically and experimentally that it is optimal to grant discretion to workers if (i) discretion increases productivity, (ii) workers can be screened by past performance, (iii) some workers reciprocate high wages with high effort, and (iv)...
Persistent link: https://www.econbiz.de/10010828408
While survey data supports a strong relationship between personality and labor market outcomes, the exact mechanisms behind this association remain unexplored. In this paper, we take advantage of a controlled laboratory set-up to test whether this relationship operates through productivity, and...
Persistent link: https://www.econbiz.de/10010801185
While survey data supports a strong relationship between personality and labor market outcomes, the exact mechanisms behind this association remain unexplored. In this paper, we take advantage of a controlled laboratory set-up to test whether this relationship operates through productivity, and...
Persistent link: https://www.econbiz.de/10010891583
We show that a team may favor self-sabotage to influence the principal’s contract decision. Sabotage increases a team member’s bonus and total team effort. If these benefits outweigh the reduction in the success probability, sabotaging the team is rational.
Persistent link: https://www.econbiz.de/10011041830
This paper studies the determinants of scientific productivity from an original database of French academic economists active in 2009. All individuals of this dataset were involved in the first experience of the ?Prime d?Excellence Scientifique?. This academic competition was introduced by the...
Persistent link: https://www.econbiz.de/10011025489
This article studies how a firm fosters formal and informal interaction among its employees to create a collective identity and positively influence their effort. We develop an agency model, in which employees have both a personal and a social ideal for effort. The firm does not observe the...
Persistent link: https://www.econbiz.de/10011004041
It has been claimed that many workers in modern economies think that their job is socially useless, i.e. that it makes no or a negative contribution to society. However, the evidence so far is mainly anecdotal. We use a representative dataset comprising 100,000 workers from 47 countries at four...
Persistent link: https://www.econbiz.de/10011819549