Design and Implementation of Pay for Performance
AbstractA large, mature and robust economic literature on pay for performance now exists, which provides a useful framework for thinking about pay for performance systems. I use the lessons of the literature to discuss how to design and implement pay for performance in practice.
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Bibliographic InfoPaper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 6322.
Length: 38 pages
Date of creation: Jan 2012
Date of revision:
Publication status: forthcoming in: Oxford Handbook in Managerial Economics
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Find related papers by JEL classification:
- M52 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects
- J33 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Compensation Packages; Payment Methods
- M12 - Business Administration and Business Economics; Marketing; Accounting - - Business Administration - - - Personnel Management; Executives; Executive Compensation
- L81 - Industrial Organization - - Industry Studies: Services - - - Retail and Wholesale Trade; e-Commerce
This paper has been announced in the following NEP Reports:
- NEP-ALL-2012-02-20 (All new papers)
- NEP-HRM-2012-02-20 (Human Capital & Human Resource Management)
- NEP-LAB-2012-02-20 (Labour Economics)
- NEP-LMA-2012-02-20 (Labor Markets - Supply, Demand, & Wages)
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Gerald Marschke & Pascal Courty, 2002.
"An Empirical Investigation of Gaming Responses to Explicit Performance Incentives,"
02-06, University at Albany, SUNY, Department of Economics.
- Pascal Courty & Gerald Marschke, 2004. "An Empirical Investigation of Gaming Responses to Explicit Performance Incentives," Journal of Labor Economics, University of Chicago Press, vol. 22(1), pages 23-56, January.
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- Stephen Eliot Hansen, 2010. "The benefits of limited feedback in organizations," Economics Working Papers 1232, Department of Economics and Business, Universitat Pompeu Fabra.
- Bengt Holmstrom, 1997.
"Moral Hazard and Observability,"
Levine's Working Paper Archive
1205, David K. Levine.
- Jed DeVaro & Fidan Ana Kurtulus, 2010. "An An Empirical Analysis of Risk, Incentives and the Delegation of Worker Authority," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 63(4), pages 641-661, July.
- John F. Heliwell & Haifang Huang, 2005.
"How's the Job? Well-Being and Social Capital in the Workplace,"
NBER Working Papers
11759, National Bureau of Economic Research, Inc.
- John F. Helliwell & Haifang Huang, 2010. "How’s the Job? Well-Being and Social Capital in the Workplace," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 63(2), pages 205-227, January.
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- Jan Tichem, 2013. "Leniency Bias in Long-Term Workplace Relationships," Tinbergen Institute Discussion Papers 13-196/VII, Tinbergen Institute.
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