Compensating for Innovation: Do Small Firms Offer High- Powered Incentives That Lure Talent and Motivate Effort?

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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).”
Beyond Simple Utility: Incentive Design and Trade–Offs for Corporate Employee–Entrepreneurs (2010, background): “…inherent differences in risk taking, available rewards, and required effort may be different for small vs. large firms (Moates & Kulonda, 1990; Zenger & Lazzarini, 2004), may depend on entrepreneurial goals and firm strategies (Miles & Covin, 2002; Stewart, Carland, Carland, Watson, & Sweo,…”
Comparing Innovation Capability of Small and Medium‐Sized Enterprises: Examining the Effects of Organizational Culture and Empowerment (2010, background): “Zenger and Lazzarini (2004) also suggest that small firms employ more innovative approaches in management, such as compensation and promotion.”
LibRA (2019, unknown): “Within the scope of our dataset, we study the relationship of LibRA with one’s physiological measures (heart rate and sleep [21, 25]), psychological measures (stressful arousal [139]), and behavior at the workplace (time spent at desk and time spent at workplace [162]).”