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Social Incentives Matter: Evidence from an Online Real Effort Experiment

Tonin, Mirco; Vlassopoulos, Michael - Institute for the Study of Labor (IZA) - 2012

Contributing to a social cause can be an important driver for workers in the public and non-profit sector as well as in firms that engage in Corporate Social Responsibility activities. This paper compares the effectiveness of social incentives to financial incentives using an online real effort...

Persistent link: https://www.econbiz.de/10010959558

Individual and Corporate Social Responsibility

Benabou, Roland; Tirole, Jean - Institute for the Study of Labor (IZA) - 2009

Society's demands for individual and corporate social responsibility as an alternative response to market and distributive failures are becoming increasingly prominent. We first draw on recent developments in the "psychology and economics" of prosocial behavior to shed light on this trend, which...

Persistent link: https://www.econbiz.de/10008469709

Are Employees Better Off in Socially Responsible Firms?

Tamm, Katrin; Eamets, Raul; Mõtsmees, Pille - Institute for the Study of Labor (IZA) - 2010

The growing awareness of the issue of corporate social responsibility (CSR) has raised the questions about how responsible behavior of firms would impact employees’ well-being. This paper investigates the link between corporate social responsibility and job satisfaction, which is a more widely...

Persistent link: https://www.econbiz.de/10008805613

Determinants of Managerial Values on Corporate Social Responsibility: Evidence from China

Zu, Liangrong; Song, Lina - Institute for the Study of Labor (IZA) - 2008

This paper empirically investigates how Chinese executives and managers perceive and interpret corporate social … responsibility (CSR), to what extent firms’ productive characteristics influence managers’ attitudes towards their CSR rating, and … in poorer regions that are more likely to have managers who opt for a higher CSR rating. Managers’ personal …

Persistent link: https://www.econbiz.de/10005566698

Performance Pay, Competitiveness, and the Gender Wage Gap: Evidence from the United States

McGee, Andrew; McGee, Peter; Pan, Jessica - Institute for the Study of Labor (IZA) - 2014

Evidence that women are less likely to opt into competitive compensation schemes in the laboratory has generated speculation that a gender difference in competitiveness contributes to the gender wage gap. Using data from the NLSY79 and NLSY97, we show that women are less likely to be employed in...

Persistent link: https://www.econbiz.de/10010959554

Has Performance Pay Increased Wage Inequality in Britain?

Bryan, Mark L.; Bryson, Alex - Institute for the Study of Labor (IZA) - 2015

Using data from the British Household Panel Survey (BHPS) we show performance pay (PP) increased earnings dispersion among men and women, and to a lesser extent among full-time working women, in the decade of economic growth which ended with the recession of 2008. PP was also associated with...

Persistent link: https://www.econbiz.de/10011265657

Performance Pay and Wage Inequality

Lemieux, Thomas; MacLeod, W. Bentley; Parent, Daniel - Institute for the Study of Labor (IZA) - 2007

We document that an increasing fraction of jobs in the U.S. labor market explicitly pay workers for their performance using bonuses, commissions, or piece-rates. We find that compensation in performance-pay jobs is more closely tied to both observed (by the econometrician) and unobserved...

Persistent link: https://www.econbiz.de/10005233832

The Performance Pay Premium: How Big Is It and Does It Affect Wage Dispersion?

Bryson, Alex; Forth, John; Stokes, Lucy - Institute for the Study of Labor (IZA) - 2014

Using nationally representative linked employer-employee data we find one-quarter of employees in Britain are paid for performance. The log hourly wage gap between performance pay and fixed pay employees is .36 points. This falls to .15 log points after controlling for observable demographic,...

Persistent link: https://www.econbiz.de/10010812514

Bonus Culture: Competitive Pay, Screening, and Multitasking

Benabou, Roland; Tirole, Jean - Institute for the Study of Labor (IZA) - 2013

This paper analyzes the impact of labor market competition and skill-biased technical change on the structure of compensation. The model combines multitasking and screening, embedded into a Hotelling-like framework. Competition for the most talented workers leads to an escalating reliance on...

Persistent link: https://www.econbiz.de/10010635587

Feedback and Incentives: Experimental Evidence

Eriksson, Tor; Poulsen, Anders; Villeval, Marie-Claire - Institute for the Study of Labor (IZA) - 2008

This paper experimentally investigates the impact of different pay and relative performance information policies on employee effort. We explore three information policies: No feedback about relative performance, feedback given halfway through the production period, and continuously updated...

Persistent link: https://www.econbiz.de/10005703358