Inequality at Work: The Effect of Peer Salaries on Job Satisfaction

By David Card, Alexandre Mas, Enrico Moretti, Emmanuel Saez. 2012

1,054 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Gender Studies, Safety Research

View Paper: https://www.semanticscholar.org/paper/278bc71f1d07c63474d54ebd4b2a91cfb1a34564

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Economics and Econometrics

In Gender Studies

In Safety Research

Citations in the corpus

Performance appraisals and job satisfaction (2017, positive): “…have shown that relative pay comparisons among employees, especially the individual rank in income distributions, have a negative impact on job and pay satisfaction and negatively affect effort provision (Brown et al., 2008; Clark et al., 2010; Card et al., 2012; Ockenfels et al. (forthcoming)).”
Earnings Inequality and the Minimum Wage: Evidence from Brazil (2017, methodology): “35Following the methodology of Card et al. (2013), we produce this graph both in the model and data conditioning on the worker having been employed by the same employer for the past three years prior to the switch and the staying with the same employer for the two years after the switch.”
The Future in Mind: Aspirations and Forward-Looking Behaviour in Rural Ethiopia (2014, methodology): “Other studies which have examined the effect of providing information (Card et al., 2010, 2012) or watching soap operas (Berg and Zia, 2013) have also used a placebo arm.”
Designing Information Provision Experiments (2020, background): “Researchers in behavioral labor economics have also studied how information provision about peers affects people’s work morale and labor market behavior (Card et al., 2012; Cullen and Perez-Truglia, 2018).”
Social Networks and the Decision to Insure (2015, background): “…(Galeotti and Mattozzi (2011)), labor market and job satisfaction (Beaman (2011); Fogli and Veldkamp (2011); Pistaferri (1999); Munshi (2012); Card et al. (2012)), building trust (Karlan et al. (2009)), ﬁnancial decision-making (Duﬂo and Saez (2003); Hong et al. (2004); Banerjee et al.…”
Pay Transparency and the Gender Gap (2019, positive): “Card et al. (2012) used a randomized information experiment to show that pay transparency reduced the well-being of university faculty members in departments where they earned below-median pay in California. Breza, Kaur and Shamdasani (2018) showed that the productivity of Indian manufacturing worke”
Executive Networks and Firm Policies: Evidence from the Random Assignment of MBA Peers (2013, positive): “For example, Frank (1985), Luttmer (2005), and Card et al. (2010) show in general contexts that individuals value relative earnings, while Goel and Thakor (2010) develop a model of envy-motivated mergers.1 Estimation of peer effects faces the twin identification challenges of selection and common sh”
Reference-Dependent Preferences: Evidence from Marathon Runners (2014, methodology): “Using the Chetty et al. (2011) procedure on this sample, we estimated 5.7% excess mass for clock time and 13.4% excess mass for chip time at 4 hours.”
Attitudes to Income Inequality: Experimental and Survey Evidence (2014, background): “Card et al. (2012) appeal not to expected outcomes but rather the revelation of information on others’ earnings.”