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Making the right call : the heterogeneous effects of individual performance pay on productivity
Clemens, Marco; Sauermann, Jan - 2024
Performance pay has been shown to have important implications for worker and firm productivity. Although workers …' skills may directly matter for the cost of effort to reach performance goals, surprisingly little is know about the …
Persistent link: https://www.econbiz.de/10014577468
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Making the right call : the heterogeneous effects of individual performance pay on productivity
Clemens, Marco; Sauermann, Jan - 2024
Performance pay has been shown to have important implications for worker and firm productivity. Although workers …' skills may directly matter for the cost of effort to reach performance goals, surprisingly little is know about the …
Persistent link: https://www.econbiz.de/10014580762
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Making the right call : the heterogeneous effects of individual performance pay on productivity
Clemens, Marco; Sauermann, Jan - 2025
Performance pay has been shown to have important implications for worker and firm productivity. Although workers …' skills may directly matter for the cost of effort to reach performance goals, surprisingly little is know about the …
Persistent link: https://www.econbiz.de/10015402908
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Making the right call: The heterogeneous effects of individual performance pay on productivity
Clemens, Marco; Sauermann, Jan - 2024
Performance pay has been shown to have important implications for worker and firm productivity. Although workers …' skills may directly matter for the cost of effort to reach performance goals, surprisingly little is know about the …
Persistent link: https://www.econbiz.de/10015045495
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Making the Right Call: The Heterogeneous Effects of Individual Performance Pay on Productivity
Clemens, Marco; Sauermann, Jan - 2024
Performance pay has been shown to have important implications for worker and firm productivity. Although workers …' skills may directly matter for the cost of effort to reach performance goals, surprisingly little is know about the …
Persistent link: https://www.econbiz.de/10015061921
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Pay enough, don't pay too much or don't pay at all? The impact of bonus intensity on job satisfaction
Pouliakas, Konstantinos - 2010
Using ten waves (1998-2007) of the British Household Panel Survey (BHPS), this paper investigates the ceteris paribus association between the intensity of incentive pay, the dynamic change in bonus status and the utility derived from work. After controlling for individual heterogeneity biases,...
Persistent link: https://www.econbiz.de/10010269686
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Pay Enough, Don't Pay Too Much or Don't Pay at All? The Impact of Bonus Intensity on Job Satisfaction
Pouliakas, Konstantinos - Institute for the Study of Labor (IZA) - 2010
Using ten waves (1998-2007) of the British Household Panel Survey (BHPS), this paper investigates the ceteris paribus association between the intensity of incentive pay, the dynamic change in bonus status and the utility derived from work. After controlling for individual heterogeneity biases,...
Persistent link: https://www.econbiz.de/10008611510
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Evidence on Incentive Effects of Subjective Performance Evaluations
Riphahn, Regina T. - 2011
performance evaluations over time provide effective incentives …
Persistent link: https://www.econbiz.de/10013125219
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Pay and Performance in a Call Centre; Principals and Agents or Principally Angels?
Aarbu, Karl Ove; Torsvik, Gaute - 2010
bonus scheme gave the operators both self-regarding and other-regarding incentives to increase sales. The increase in sales …
Persistent link: https://www.econbiz.de/10014198133
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Pay Enough, Don't Pay Too Much or Don't Pay at All? The Impact of Bonus Intensity on Job Satisfaction
Pouliakas, Konstantinos - 2010
Using ten waves (1998-2007) of the British Household Panel Survey (BHPS), this paper investigates the ceteris paribus association between the intensity of incentive pay, the dynamic change in bonus status and the utility derived from work. After controlling for individual heterogeneity biases,...
Persistent link: https://www.econbiz.de/10013148342