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Distrust : The Hidden Cost of Control
Falk, Armin; Kosfeld, Michael - 2004
We show experimentally that a principal?s distrust in the voluntary performance of an agent has a negative impact on the agent?s motivation to perform well. Before the agent chooses his performance, the principal in our experiment decides whether he wants to restrict the agents? choice set by...
Persistent link: https://www.econbiz.de/10010261958
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Performance Pay, Group Selection and Group Performance
Königstein, Manfred; Ruchala, Gabriele K. - Institute for the Study of Labor (IZA) - 2007
Within a laboratory experiment we investigate a principal-agent game in which agents may, first, self-select into a group task (GT) or an individual task (IT) and, second, choose work effort. In their choices of task and effort the agents have to consider pay contracts for both tasks as offered...
Persistent link: https://www.econbiz.de/10005822552
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Legitimacy of Control
Schnedler, Wendelin; Vadovic, Radovan - Institute for the Study of Labor (IZA) - 2007
What is the motivational effect of imposing a minimum effort requirement? Agents may no longer exert voluntary effort but merely meet the requirement. Here, we examine how such hidden costs of control change when control is considered legitimate. We study a principalagent model where control...
Persistent link: https://www.econbiz.de/10005822988
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Distrust - The Hidden Cost of Control
Falk, Armin; Kosfeld, Michael - Institute for the Study of Labor (IZA) - 2004
We show experimentally that a principal’s distrust in the voluntary performance of an agent has a negative impact on the agent’s motivation to perform well. Before the agent chooses his performance, the principal in our experiment decides whether he wants to restrict the agents’ choice set...
Persistent link: https://www.econbiz.de/10005762323
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Earnings-Tenure Profiles: Tests of Agency and Human Capital Theories Using Individual Performance Data
Kato, Takao; Dong, Xiao-Yuan; Jones, Derek C. - Institute for the Study of Labor (IZA) - 2007
By using a large new panel of individual data, including objective measures of worker performance, we provide some of the most rigorous evidence to date on several related dimensions of enduring debates surrounding upward-sloping earnings-tenure profiles. Most importantly we provide the first...
Persistent link: https://www.econbiz.de/10005822365
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Biological gender differences, absenteeism and the earning gap
Ichino, Andrea; Moretti, Enrico - 2006
In most Western countries illness-related absenteeism is higher among female workers than among male workers. Using the … interpret this as evidence that the menstrual cycle raises female absenteeism. Absences with a 28-day cycle explain a … significant fraction of the male-female absenteeism gap. To investigate the effect of absenteeism on earnings, we use a simple …
Persistent link: https://www.econbiz.de/10010267730
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Does Group-Based Incentive Pay Lead To Higher Productivity? Evidence from a Complex and Interdependent Industrial Production Process
Frederiksen, Anders; Hansen, Daniel Baltzer Schjødt; … - 2022
Group-based incentive pay is attractive in contexts where production is complex and interdependent, yet freeriding is a paramount concern. We assess the introduction of group-based performance pay in a modern industrial production setting using difference-in-difference estimation. Performance...
Persistent link: https://www.econbiz.de/10012882562
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Biological Gender Differences, Absenteeism and the Earning Gap
Ichino, Andrea; Moretti, Enrico - Institute for the Study of Labor (IZA) - 2006
In most Western countries illness-related absenteeism is higher among female workers than among male workers. Using the … interpret this as evidence that the menstrual cycle raises female absenteeism. Absences with a 28-day cycle explain a … significant fraction of the male-female absenteeism gap. To investigate the effect of absenteeism on earnings, we use a simple …
Persistent link: https://www.econbiz.de/10005703815
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Analysing the Gender Wage Gap Using Personnel Records of a Large German Company
Pfeifer, Christian; Sohr, Tatjana - Institute for the Study of Labor (IZA) - 2008
GWG gets larger with tenure for blue-collar but smaller for white-collar workers; (7) individual absenteeism has no … significant impact on the GWG; (8) the gender gap in absenteeism is between 26 and 46 percent. Overall, the results are consistent … discrimination. A simple model within the context of absenteeism and statistical discrimination is offered. …
Persistent link: https://www.econbiz.de/10005822397
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Incentive Effects of Bonus Payments : Evidence from an International Company
Engellandt, Axel; Riphahn, Regina T. - 2004
This study uses panel data describing about 6,500 employees in a large international company to study the incentive effects of performance related pay. The company uses two performance related remuneration mechanisms. One is an individual "surprise" bonus payment. The other is a more structured...
Persistent link: https://www.econbiz.de/10010261984