We show that in countries with more societal trust shareholders cast fewer votes at shareholder meetings and are more supportive of management proposals. This result is confirmed by instrumental variable regressions. It also holds at the U.S.-county level and for voting by U.S. institutional...

Managerial competencies and performance appraisal practices are often ignored when considering the performance of Small-to-Medium Enterprises (SMEs). Yet, these competencies and practices are fundamental for the survival of the SMEs. SMEs are critical for economic growth and job creation in many...

Recent advancements in technology have resulted in more sophisticated employee monitoring systems. We study the impact of a technology-enabled advanced monitoring system deployed by the National Basketball Association and explore whether it serves a decision-facilitating role and/or a...

This study aims to gain a better comprehension of how employees in INGOs in Yemen perceive performance appraisals and their role in job satisfaction through exploring the impact of performance appraisal and its five constructs namely: direction and objectives to staff, performance appraisal...

Educators worry that high-stakes testing will induce teachers and their students to focus only on the test and ignore other, untested aspects of knowledge. Some counter that although this may be true, knowing something is better than knowing nothing and many students would benefit even by...

Competitive high ranking positions are largely occupied by men, and women remain scarce in engineering and sciences. Explanations for these occupational differences focus on discrimination and preferences for work hours and field of study. We examine if absent these factors gender differences in...

We examine shareholder monitoring in the context of executive pay–carbon performance sensitivity among U.S. firms. While corporates are under pressure to curb their greenhouse gas emissions, still little is known about the incentive structures for managers in this context. We document that a...

Many modern organisations employ methods which involve monitoring of employees' actions in order to encourage teamwork in the workplace. While monitoring promotes a transparent working environment, the effects of making monitoring itself transparent may be ambiguous and have received...

Motivated by the rise of linking CEO compensation to corporate social responsibility (hereafter, CSR contracting), we examine the impact of CSR contracting on CEO performance-induced turnover. Using a sample of S&P 500 firms with hand collected information on the use and substantiveness of CSR...

Using a randomized experiment with an automobile manufacturing firm in China, we measure the effects of letting workers evaluate their managers on worker and firm outcomes. In the treatment teams, workers evaluate their supervisors monthly. We find that providing feedback leads to significant...

Over the last 10 years, a special cadre of middle-level management known as Resource Persons (RPs) was specifically created in India for carrying out teacher mentoring and monitoring activities. Despite being allocated almost one-third of the education budget targeted at improving learning...

We conduct a field experiment with remote workers to assess potential adverse effects of monitoring. We find that monitoring reduces the average performance of workers, in particular among the intrinsically motivated workforce. Moreover, monitoring cultivates the average worker: There are fewer...

Teacher absenteeism and shirking are common problems in developing countries. While monitoring teachers should ameliorate those problems, mobilizing parents to do so often leads to small or even negative effects on learning outcomes. This paper provides causal evidence that this might result...

The new social context brought about by the COVID-19 pandemic has generated significant changes in the work of employees. Social distancing and isolation have imposed the adoption of teleworking in most cases. Teleworking existed before the COVID-19 pandemic, and was considered a facilitator of...

We study how the introduction of a rigorous teacher evaluation system in a large urban school district affects the quality composition of teacher turnovers. With the implementation of the new system, we document increased turnover among the least effective teachers and decreased turnover among...

The subject of the research in this paper was the examination of satisfaction with the internal communication dimensions that have the strongest correlations with job satisfaction, which are: supervisor communication and personal feedback. Therefore, if employees are satisfied with these...

In this paper, we compare subjective principal assessments of teachers to the traditional determinants of teacher compensation ¡V education and experience ¡V and another potential compensation mechanism -- value-added measures of teacher effectiveness based on student achievement gains. We...

Performance appraisal is a system whereby workers’ contributions to organizational objectives are accessed either quarterly or annually. This performance appraisal exercise has been grossly abused in many organizations, so competent and highly skilled workers have been frustrated out of many...

Arguably the fundamental problem faced by employers is how to elicit effort from employees. Most models suggest that employers meet this challenge by monitoring employees carefully to prevent shirking. But there is another option that relies on heterogeneity across employees, and that is to...

We use a laboratory experiment to investigate the extent to which leaders---faced with opportunistic incentives---employ monitoring to improve team production. Participants are assigned to teams, with one person appointed as the leader. The leader has the power to commit to a monitoring option,...

Purpose. To identify the relationship between performance appraisal and quality of working life. Explicitly, investigate the effects of firms’ performance appraisal on quality of working life (QWL).Design/Method/Approach. The study is based on the three businesses data operating in the...

This paper seeks to further the understanding of US university endowment performance building on recent research by both Hammond and Ennis. The paper finds that a Sharpe style analysis, as employed by Ennis, likely understates the true risk of endowments and therefore overstates alpha. This is...

Discussions of school accountability focus on two issues: poor test administration and the expense of accountability. Up to this point, researchers have focused on test quality and simply assumed that the programs are expensive enough to crowd out other policies, such as class size reduction or...

This paper examines whether the motivation of institutional investors in monitoring a firm can influence CEO compensation. We find that greater motivated monitoring institutional ownership is associated with a higher pay-performance sensitivity of CEO compensation, which cannot be explained by...

I offer theoretical and empirical observations on the oversight of public sector employees. I argue that it is unreasonable to expect that the solutions typically considered in the literature will be effective with public sector employees, because bureaucrats are especially difficult to monitor....

We develop an algorithm for detecting teacher cheating that combines information on unexpected test score fluctuations and suspicious patterns of answers for students in a classroom. Using data from the Chicago Public Schools, we estimate that serious cases of teacher or administrator cheating...

Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of...

We experimentally explore the role of collective incentives in sustaining cooperation in finitely repeated public goods games with imperfect monitoring. In our experiment players only observe noisy signals about individual contributions, while total output is perfectly observed. We consider...

Many firms use subjective performance appraisal systems due to lack of objective performance measures. In these cases, supervisors usually have to rate the performance of their subordinates. Using such systems, it is a well established fact that many supervisors tend to assess the employees too...

When unemployment prevails, relations with a particular firm are valuable for workers. As a consequence, a worker may adhere to an implicit agreement to provide high effort, even when performance is not third-party enforceable. But can implicit agreements - or relational contracts - also...

This paper offers some observations on employee crime, economic theories of crime, limits on bonding, and the efficiency wage hypothesis. We demonstrate that the simplest economic theories of crime predict that profit-maximizing firms should follow strategies of minimal monitoring and large...

Supervisory monitoring and monetary incentives are often used concurrently to mitigate agency conflicts. When an agent has to exert different types of effort for multi-dimensional tasks, little evidence exists on the interaction effect on an agent’s performance when both control mechanisms are...

We investigate a team setting in which workers have different degrees of commitment to the outcome of their work. We show that if there are complementarities in production and if the team manager has some information about team members, interventions that the manager undertakes in order to...