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High-Powered Performance Pay and Crowding Out of Non-Monetary Motives
Huffman, David - 2018
, however, with a minority of workers report crowding in of motivation. Thus, the impact of performance pay might depend on the …
Persistent link: https://www.econbiz.de/10012907833
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Exploitation Aversion : When Financial Incentives Fail to Motivate Agents
Carpenter, Jeffrey P. - 2013
rewards to performance increases effort, but that they can also backfire, reducing effort. Intrinsic motivation, the internal …. If the incentives crowd-out intrinsic motivation, and the effect is large enough, the net motivational effect on effort …, is one facet of intrinsic motivation, triggered by the combination of high-powered incentives and egoistic principal …
Persistent link: https://www.econbiz.de/10013078830
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Outside Options and Worker Motivation
Ahammer, Alexander; Fahn, Matthias; Stiftinger, Flora - 2023
We study the relationship between outside options and workers' motivation to exert effort. We evaluate changes in …
Persistent link: https://www.econbiz.de/10014349511
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Job Assignments Under Moral Hazard : The Peter Principle Revisited
Koch, Alexander K. - 2008
The Peter Principle captures two stylized facts about hierarchies: first, promotions often place employees into jobs for which they are less well suited than for that previously held. Second, demotions are extremely rare. Why do organizations not correct 'wrong' promotion decision? This paper...
Persistent link: https://www.econbiz.de/10012773414
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Team Governance : Empowerment or Hierarchical Control
Friebel, Guido; Schnedler, Wendelin - 2021
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...
Persistent link: https://www.econbiz.de/10013316729
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Motivational Goal Bracketing
Koch, Alexander K. - 2009
It is a puzzle why people often evaluate consequences of choices separately (narrow bracketing) rather than jointly (broad bracketing). We study the hypothesis that a present-biased individual, who faces two tasks, may bracket his goals narrowly for motivational reasons. Goals motivate because...
Persistent link: https://www.econbiz.de/10013155475
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Motivational Goal Bracketing with Non-Rational Goals
Koch, Alexander K.; Nafziger, Julia - 2021
We provide a tractable model of motivational goal bracketing by a present-biased individual, extending previous work to show that the main insights from models with rational goals carry over to a setting with non-rational goals. Goals motivate because they serve as reference points that make...
Persistent link: https://www.econbiz.de/10013244262
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Extrinsic Rewards and Intrinsic Motives : Standard and Behavioral Approaches to Agency and Labor Markets
Rebitzer, James B. - 2010
agency in employment relationships relies on highly stylized assumptions regarding human motivation, e.g., that employees …
Persistent link: https://www.econbiz.de/10013139879
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Dynamic Incentive Effects of Relative Performance Pay : A Field Experiment
Delfgaauw, Josse - 2013
performance of the treatment stores. As predicted by theory, we find that treatment stores that lag far behind do not respond to …
Persistent link: https://www.econbiz.de/10013074203
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Performance Pay, Sorting, and Outsourcing
Henneberger, Fred - 2009
Implementing performance pay requires that workers' output be measured. When measurement costs differ among firms, those with a measurement cost advantage choose to implement performance pay. They attract the best workers, and both the level and variability of compensation are higher at these...
Persistent link: https://www.econbiz.de/10012767005