The Power of Incentives

By Edward P. Lazear. 2000

329 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/a990912ca4815a6fca4574bf656eb5de7e9a00c5

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Citations in the corpus

Performance Management, High-Powered Incentives, and Environmental Policies in China (2015, background): “High-powered incentives reduce the principal-agent problem in China (Lazear 2000).”
Job satisfaction among expatriates, repatriates and domestic employees (2005, background): “From an economic perspective, job satisfaction is a unitary concept that tends to be explained in purely monetary terms ( Lazear, 2000 ).”
Three-Way Complementarities: Performance Pay, Human Resource Analytics, and Information Technology (2012, background): “On the other hand, high performers are more likely to stay because they can earn more under performance pay compensation systems (Lazear 2000a, b).”
Theories of the Firm-Market Boundary (2011, unknown): “While markets may promote a host of unwanted behaviors, as we discuss later, consistent with theory, empirical evidence confirms higher levels of effort in response to higher-powered incentives (Lazear, 2000; Zenger & Lazzarini, 2004).”
Sorting and Incentive Effects of Pay for Performance: An Experimental Investigation (2007, background): “…employee and firm performance has long been a focus of attention in management, economics, organizational studies, and sociology (e.g., Gomez-Mejia & Welbourne, 1988; Jensen, 2003; Lawler, 1971, 1990; Lazear, 1986, 1999, 2000; Rynes & Lawler, 1983; Rynes, Schwab, & Heneman, 1983; Zenger, 1992).”
Management by Results: Student Evaluation of Faculty Teaching and the Mis-Measurement of Performance. (2008, background): “Pay may be continuous or discrete (Lazear, 2000).”
University Knowledge Transfer: Private Ownership, Incentives, and Local Development Objectives (2009, methodology): “29 Using detailed worker-level data, Lazear (2000a) found that moving from hourly to piecework pay increased average labor productivity by 44 percent, about half of which was due to increased productivity for existing workers and the other half to positive sorting and other factors.”
The Tenuous Trade‐off between Risk and Incentives (2002, background): “Lazear (2000) also makes this point.”
Flexible Wages, Bargaining, and the Gender Gap (2020, unknown): “Most of this literature (especially the one on teachers) has studied the effects of various forms of performance pay on employees’ selection and incentives (for example Lazear, 2000a,b; Bandiera et al., 2005; Neal et al., 2011).”
Making Do with Less: Working Harder during Recessions (2016, methodology): “The second term is the expected rent associated with termination.6 4 See also Lazear ð2000bÞ for an earlier model of optimal effort and compensation choice in an environment of heterogeneous worker ability.”