Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/64208
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dc.contributor.authorKurtulus, Fidan Anaen_US
dc.contributor.authorKruse, Douglasen_US
dc.contributor.authorBlasi, Josephen_US
dc.date.accessioned2011-09-08en_US
dc.date.accessioned2012-09-25T07:18:53Z-
dc.date.available2012-09-25T07:18:53Z-
dc.date.issued2011en_US
dc.identifier.urihttp://hdl.handle.net/10419/64208-
dc.description.abstractWe use the NBER Shared Capitalism Database comprised of more than 40,000 employee surveys from 14 firms to explore whether a close match between workers' risk preferences and the riskiness of their compensation packages relates to improved employee outcomes including lower absenteeism, lower shirking, lower probability of voluntary turnover, greater worker motivation, and higher levels of job satisfaction and loyalty. To do this, we use survey questions reflecting workers' risk aversion parameters, coupled with a series of measures of the riskiness of workers' compensation packages including the proportion of pay comprised of various forms of shared capitalism such as profit and gain sharing, ownership of company stock, and bonus arrangements. The primary finding of our paper is that a match between the workers' risk preferences and the extent of risk in their compensation increases workers' motivation, job satisfaction, company attachment, and loyalty, but risk-averse workers are generally less responsive to a preference-compensation match than risk-loving workers.en_US
dc.language.isoengen_US
dc.publisher|aUniv. of Massachusetts, Dep. of Economics |cAmherst, Mass.en_US
dc.relation.ispartofseries|aWorking Paper, University of Massachusetts, Department of Economics |x2011-10en_US
dc.subject.ddc330en_US
dc.titleAn empirical analysis of risk preferences, compensation risk, and employee outcomesen_US
dc.typeWorking Paperen_US
dc.identifier.ppn668008679en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen_US

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