Narrow search
Showing 1 - 10 of 535
Cover Image
Task Difficulty, Performance Measure Characteristics, and the Trade-Off between Insurance and Well-Allocated Effort
Schnedler, Wendelin - 2021
When designing incentives for a manager, the trade-off between insurance and a "good" allocation of effort across various tasks is often identified with a trade-off between the responsiveness (sensitivity, precision, signal-noise ratio) of the performance measure and its similarity (congruity,...
Persistent link: https://www.econbiz.de/10013317592
Cover Image
Optimal Incentive Contracts Under Moral Hazard When the Agent is Free to Leave
Englmaier, Florian - 2010
We characterize optimal incentive contracts in a moral hazard framework extended in two directions. First, after effort provision, the agent is free to leave and pursue some ex-post outside option. Second, the value of this outside option is increasing in effort, and hence endogenous. Optimal...
Persistent link: https://www.econbiz.de/10013141421
Cover Image
Hidden Action, Identification, and Organization Design
Schnedler, Wendelin - 2010
Incentives often fail in inducing economic agents to engage in a desirable activity; implementability is restricted. What restricts implementability? When does re-organization help to overcome this restriction? This paper shows that any restriction of implementability is caused by an...
Persistent link: https://www.econbiz.de/10013135820
Cover Image
Managerial Incentives and Favoritism in Promotion Decisions : Theory and Field Evidence
Berger, Johannes - 2011
mitigated by pay-for-performance incentives for managers who decide upon promotion. Second, we analyze matched employer … indeed substantially higher when managers receive performance-related pay or participate in gain sharing plans …
Persistent link: https://www.econbiz.de/10013128837
Cover Image
Bonus Payments, Hierarchy Levels and Tenure : Theoretical Considerations and Empirical Evidence
Grund, Christian - 2010
Using data on executive compensation for the German chemical industry, we investigate the relevance of two theoretical approaches that focus on bonuses as part of a long term wage policy of a firm. The first approach argues that explicit bonuses serve as substitutes for implicit career concerns....
Persistent link: https://www.econbiz.de/10013136492
Cover Image
Altruism and Relational Incentives in the Workplace
Dur, Robert - 2013
This paper studies how altruism between managers and employees affects relational incentive contracts. To this end we …
Persistent link: https://www.econbiz.de/10013082165
Cover Image
Base Salaries, Bonus Payments, and Work Absence Among Managers in a German Company
Pfeifer, Christian - 2013
bonuses under a Management-by-Objectives (MBO) incentive scheme. Six years of personnel data of 177 managers in a German …
Persistent link: https://www.econbiz.de/10013089005
Cover Image
The Effect of Adversity on Process Innovations and Managerial Incentives
Dostie, Benoit - 2009
This paper asks whether adversity spurs the introduction of process innovations and increases the use of managerial incentives by firms. Using a large panel data set of workplaces in Canada, our identification strategy relies on exogenous variation in adversity arising from increased border...
Persistent link: https://www.econbiz.de/10013158121
Cover Image
Information Provision, Incentives, and Attention : A Field Experiment on Facilitating and Influencing Managers' Decisions
Manthei, Kathrin; Sliwka, Dirk; Vogelsang, Timo - 2021
The core role of managerial accounting is to provide information to facilitate managers' decisions and influence their … experiment in a large retail chain. In a 2 × 2 factorial design, we vary: (i) whether store managers obtain access to decision … different behavioral channels. In particular, managers make use of the information provided by placing higher-margin products …
Persistent link: https://www.econbiz.de/10013238644
Cover Image
The Gender Pay Gap in Top Corporate Jobs in Denmark : Glass Ceilings, Sticky Floors or Both?
Smith, Nina - 2010
This paper analyses the gender gap in compensation for CEOs, Vice-Directors, and potential top executives in the 2000 largest Danish private companies based on a panel data set of employer-employees data covering the period 1996-2005. During the period, the overall gender gap in compensation for...
Persistent link: https://www.econbiz.de/10013146169