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Interpersonal Comparison, Status and Ambition in Organisations

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Author Info
Andrea Patacconi
Florian Ederer, MIT

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Abstract

This paper argues that the prevalence of compensation systems which reward winners without explicitly identifying losers can be rationalized by workers` concern for relative payoffs. If the workers` participation constraints are binding, the firm must compensate its employees for the disutility that they may derive from low status. It follows that profit-maximizing employers may be particularly reluctant to penalize or give poor performance evaluation to employees. The theory also sheds light on many other puzzling features of incentive schemes in practice, such as small salary premia, rat races, job title proliferation, the gender wage gap, the gender/happiness paradox and the widespread use of tournaments as a sorting device.

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Paper provided by University of Oxford, Department of Economics in its series Economics Series Working Papers with number 222.

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Date of creation: 2005
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Handle: RePEc:oxf:wpaper:222

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Keywords: Reference-Dependent Preferences Status Ambition Expectations Tournaments

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Find related papers by JEL classification:
J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
J41 - Labor and Demographic Economics - - Particular Labor Markets - - - Labor Contracts

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    Other versions:
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