Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects

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Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs (2015, background): “PFP has been described as a high risk, high return strategy (Gerhart & Fang, 2014; Gerhart, Trevor, & Graham, 1996) and many scholars have made important contributions by documenting what can go wrong in using PFP (e.g., Kerr, 1975; Kohn, 1993; Lawler, 1971; Milgrom & Roberts, 1992; Pfeffer, 1998;…”
Let the evidence speak again! Financial incentives are more effective than we thought (2015, background): “…rewards erode intrinsic motivation is popular and persistent among professional speakers (e.g. Kohn, 1993, 1998; Pink, 2009) and academics (e.g. Pfeffer, 1998) and is pervasive across many disciplines including management, accounting and education (see Gerhart and Fang, 2014, for a review).”