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Knowledge, Hierarchy and incentives: Why human resource policy and trust matter

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Author Info

  • Nathalie Lazaric

    ()
    (GREDEG - Groupe de Recherche en Droit, Economie et Gestion - CNRS : UMR6227 - Université de Nice Sophia-Antipolis)

  • Alain Raybaut

    ()
    (GREDEG - Groupe de Recherche en Droit, Economie et Gestion - CNRS : UMR6227 - Université de Nice Sophia-Antipolis)

Abstract

This paper analyses the motivational dimension in the firm within different organizational set-up characterized by their levels of hierarchical pressures and two types of bonus rules Gausian and non Gaussian distribution perceived a more risky by the employees.

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File URL: http://hal.archives-ouvertes.fr/docs/00/45/32/92/PDF/Lazaric2007IJTGKnowledge.pdf
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Bibliographic Info

Paper provided by HAL in its series Post-Print with number hal-00453292.

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Date of creation: 2007
Date of revision:
Publication status: Published, International Journal of Technology and Globalisation, 2007, 3, 1, 8-23
Handle: RePEc:hal:journl:hal-00453292

Note: View the original document on HAL open archive server: http://hal.archives-ouvertes.fr/hal-00453292/en/
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Web page: http://hal.archives-ouvertes.fr/

Related research

Keywords: Vertical trust; connectivity; effort convention; hierarchy; knowledge creation;

References

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  1. Herbert A. Simon, 1991. "Organizations and Markets," Journal of Economic Perspectives, American Economic Association, vol. 5(2), pages 25-44, Spring.
  2. Williamson, Oliver E, 1993. "Calculativeness, Trust, and Economic Organization," Journal of Law and Economics, University of Chicago Press, vol. 36(1), pages 453-86, April.
  3. Nathalie Lazaric & Alain Raybaut, 2005. "Knowledge, hierarchy and the selection of routines: an interpretative model with group interactions," Journal of Evolutionary Economics, Springer, vol. 15(4), pages 393-421, October.
  4. Geoffrey M. Hodgson, 2004. "Opportunism is not the only reason why firms exist: why an explanatory emphasis on opportunism may mislead management strategy," Industrial and Corporate Change, Oxford University Press, vol. 13(2), pages 401-418, April.
  5. Bart Nooteboom, 2000. "Learning by Interaction: Absorptive Capacity, Cognitive Distance and Governance," Journal of Management and Governance, Springer, vol. 4(1), pages 69-92, March.
  6. Minkler, Alanson P, 1993. "The Problem with Dispersed Knowledge: Firms in Theory and Practice," Kyklos, Wiley Blackwell, vol. 46(4), pages 569-87.
  7. Akerlof, George A, 1982. "Labor Contracts as Partial Gift Exchange," The Quarterly Journal of Economics, MIT Press, vol. 97(4), pages 543-69, November.
  8. Giovanni Dosi & Daniel Levinthal & Luigi Marengo, 2001. "Bridging Contested Terrain: Linking Incentive-Based and Learning Perspectives on Organizational Evolution," LEM Papers Series 2001/20, Laboratory of Economics and Management (LEM), Sant'Anna School of Advanced Studies, Pisa, Italy.
  9. Nicolai J. Foss, 2001. "Selective Intervention and Internal HybridsInterpreting and Learning from the Rise and Decline of the Oticon Spaghetti Organization," DRUID Working Papers 01-16, DRUID, Copenhagen Business School, Department of Industrial Economics and Strategy/Aalborg University, Department of Business Studies.
  10. Stephen Wood, 1996. "High Commitment Management and Payment Systems," Journal of Management Studies, Wiley Blackwell, vol. 33(1), pages 53-77, 01.
  11. Garrouste, Pierre & Saussier, Stephane, 2005. "Looking for a theory of the firm: Future challenges," Journal of Economic Behavior & Organization, Elsevier, vol. 58(2), pages 178-199, October.
  12. Bénédicte Reynaud, 2005. "The void at the heart of rules: Routines in the context of rule-following," PSE Working Papers halshs-00590855, HAL.
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Citations

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Cited by:
  1. Nathalie Lazaric & Alain Raybaut, 2014. "Do incentive systems spur work motivations of inventors in high-tech firms," Post-Print halshs-00930186, HAL.
  2. Nathalie Lazaric & Alain Raybaut, 2013. "Do Incentive Systems Spur Work Motivation of Inventors in High Tech Firms ? A Group-Based Perspective," GREDEG Working Papers 2013-40, Groupe de REcherche en Droit, Economie, Gestion (GREDEG CNRS), University of Nice Sophia Antipolis.

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