Sorting and Incentive Effects of Pay for Performance: An Experimental Investigation

By C. Bram Cadsby, Fei Song, F. Tapon. 2007

406 citations recorded by the source corpus.

Subfields: Accounting, Economics and Econometrics, Safety Research

View Paper: https://www.semanticscholar.org/paper/a71e7315068f92f69a37dea88a7de29a180cd9dc

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Citations in the corpus

Attracting Creativity: The Initial and Aggregate Effects of Contract Selection on Creativity-Weighted Productivity (2010, background): “Waller and Chow (1985) model the self-selection benefits of performance-contingent compensation schemes as a function of prospective employees’ perceptions of their abilities and preferences.”
6 Pay and Performance: Individuals, Groups, and Executives (2009, background): “Cadsby, Song, and Tapon ( 2007 ) likewise found that both incentive and sorting effects explain the positive impact of PFP on productivity.”
Incentive Schemes, Sorting and Behavioral Biases of Employees: Experimental Evidence (2012, positive): “Our paper builds on these results in four ways: it investigates convex piece rates, which are 8 Cadsby et al. (2007) also examine experimentally sorting between fixed pay and performance pay schemes, but do not measure overconfidence.”
Team Incentives and Performance: Evidence from a Retail Chain (2015, neutral): “The welfare-enhancing effects of the bonus on both the firm’s profit and employee wages must be set against possible costs in terms of higher stress levels incentive pay schemes may cause (Cadsby et al., 2007).”
The Impact of Pay and Promotion on Job Satisfaction: Evidence from Higher Education Institutes of Pakistan (2012, background): “It means that optimistic feeling about work and environment around job lead someone towards satisfaction[6].”
Crowding out intrinsic motivation in the public sector (2011, background): “By and large, employees who are more productive select jobs that offer PRP schemes (Cadsby, Song, and Tapon 2007; Gerhart and Rynes 2003; Trevor, Gerhart, and Boudreau 1997).”
Field experiments in labor economics (2010, positive): “This might manifest itself in the form of workers reducing cooperation with co-workers (Baron and Pfeffer, 1994; Bewley, 1999; Lazear, 1989), workers sabotaging the performance of others, or workers being directly worse off in utility terms, all else equal, as a result of them being structurally ave”
Performance Pay, Risk Attitudes and Job Satisfaction (2008, positive): “The expectation of sorting on risk has recently received empirical support by Cadsby et al. (2007).”