Several empirical findings have challenged the traditional view on the trade-off between risk and incentives. By combining risk aversion and limited liability in a standard principal-agent model the empirical puzzle on the positive relationship between risk and incentives can be explained....

This paper studies team design in the context of a standard risk-neutral principal-agent model with contractual constraints. I introduce heterogeneity in agents' technologies in terms of how agents shift probability mass across states of nature when they exert effort. Moral hazard and...

We study a setting in which one or two agents conduct research on behalf of a principal. The agents' success depends on effort and the choice of a research technology that is uncertain with respect to its quality. A single agent has no incentive to deviate from the principal's preferred...

It is s important for firms to choose appropriate performance measurements when they evaluate their employees' performance. In this paper, we examine the relationship between uncertainty and incentives in which the risk-averse agent has the specific knowledge. We show that uncertainty does not...

This paper derives optimal incentive contracts for agents with other-regarding preferences. It offers a behavioral explanation for the empirically observed lack of relative performance evaluation. We analyze a principal-multi agent model and assume that agents are inequity averse or status...

A principal provides incentives for independent agents. The principal cannot observe the agents' actions, nor does she know the entire set of actions available to them. It is shown that an anti-informativeness principle holds: very generally, robustly optimal contracts must link the incentive...

This paper endogenizes the matching structure of teams in a simple environment with moral hazard. We show that team incentive problems may, on their own, generate monotone matching predictions in the absence of complementarities or anti-complementarities in production technology. We also derive...

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...