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In a laboratory experiment we test the interaction effects of status and group identity on interpersonal trust. Natural … group identity is generated by school affiliation. Status (expert or agent) is awarded based on relative performance in a … the disadvantaged group that nevertheless achieve the status of expert) trust less both in-group and out-group trustees …
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In recent decades, many firms offered more discretion to their employees, often increasing the productivity of effort but also leaving more opportunities for shirking. These "high-performance work systems" are difficult to understand in terms of standard moral hazard models. We show...
Persistent link: https://www.econbiz.de/10011600906
applications it is desirable that nodes can join anonymously, but anonymity makes it easy to spread false reputation information. A … limitations of the DSP solution space; and we gradually reduce the impact of adversarial behaviour in P2P reputation systems using … heuristic methods. As a side effect of our work, we present a special-purpose framework for simulation of P2P reputation systems …
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Gegenstand dieser Arbeit ist die Betrachtung der Reputation eines Unternehmens aus ?konomischer Sicht. Die … Unternehmensreputation. Die Reputation wird hier mit einem betriebswirtschaftlichen Kosten-Nutzen Kalk?l betrachtet. Nur mit einer Reputation … wird.Die Genese der ?konomischen Reputation erfolgt durch den Reputationstr?ger, d.h. im Unternehmen. Um die Werttreiber …
Persistent link: https://www.econbiz.de/10009484796
In recent decades, many firms offered more discretion to their employees, often increasing the productivity of effort but also leaving more opportunities for shirking. These “high-performance work systems” are difficult to understand in terms of standard moral hazard models. We show...
Persistent link: https://www.econbiz.de/10010427573
In recent decades, many firms offered more discretion to their employees, often increasing the productivity of effort but also leaving more opportunities for shirking. These "high-performance work systems" are difficult to understand in terms of standard moral hazard models. We show...
Persistent link: https://www.econbiz.de/10003935665
In recent decades, many firms offered more discretion to their employees, often increasing the productivity of effort but also leaving more opportunities for shirking. These "high-performance work systems" are difficult to understand in terms of standard moral hazard models. We show...
Persistent link: https://www.econbiz.de/10003951888