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The effects of training on own and co-worker productivity: evidence from a field experiment

Grip, Andries de; Sauermann, Jan - 2011

Persistent link: https://www.econbiz.de/10009355785

Productivity and age : evidence from work teams at the assembly line

Börsch-Supan, Axel; Weiss, Matthias - 2011 - Full version, January 19, 2011

Persistent link: https://www.econbiz.de/10009356270

Team or individual : what determines workers' preferred bonus schemes?

Torsvik, Gaute - 2011

Persistent link: https://www.econbiz.de/10009373795

The team scaling fallacy : underestimating the declining efficiency of larger teams

Staats, Bradley R.; Milkman, Katherine L.; Fox, Craig R. - 2011

Persistent link: https://www.econbiz.de/10009376566

The effect of imprecise information on incentives and team production

Rothenberg, Naomi R. - In: Contemporary accounting research : a journal of the … 29 (2012) 1, pp. 176-190

Persistent link: https://www.econbiz.de/10009549323

First-line implementation of high-performance work systems : exploring direct and mediated relationships with work unit performance

Soens, Nele; Buyens, Dirk; Taylor, M. Susan - 2012

Persistent link: https://www.econbiz.de/10009558912

The impact of teams on output, quality, and downtime : an empirical analysis using individual panel data

Jones, Derek Charles; Kato, Takao - In: ILR review : the journal of work and policy 64 (2010/11) 2, pp. 215-240

Persistent link: https://www.econbiz.de/10009260189

Effizienzsteigerung durch Sozialkapital : wie Mitarbeitergesundheit den Betriebserfolg sichert

Ueberle, Max - 2014

Persistent link: https://www.econbiz.de/10010514202

The (changing) knowledge production function : evidence from the MIT Department of Biology for 1970-2000

Conti, Annamaria; Liu, Christopher C. - In: The changing frontier : rethinking science and …, (pp. 49-74). 2015

Persistent link: https://www.econbiz.de/10011420218

Self-selection and the power of incentive schemes : an experimental study

Výrašteková, Jana; Onderstal, Sander; Koning, Pierre - 2010

choose between (low-powered) team incentives and (high-powered) individual incentives. We observe that subjects exhibiting … high trust or reciprocity in the trust game are more likely to choose team incentives. When exposed to individual … incentives, workers who chose team incentives perform worse if both the unobservable interdependency between workers and their …

Persistent link: https://www.econbiz.de/10011381025