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dc.contributor.authorPouliakas, Konstantinosen
dc.date.accessioned2010-03-02-
dc.date.accessioned2010-07-07T12:08:04Z-
dc.date.available2010-07-07T12:08:04Z-
dc.date.issued2010-
dc.identifier.urihttp://hdl.handle.net/10419/36336-
dc.description.abstractUsing ten waves (1998-2007) of the British Household Panel Survey (BHPS), this paper investigates the ceteris paribus association between the intensity of incentive pay, the dynamic change in bonus status and the utility derived from work. After controlling for individual heterogeneity biases, it is shown that job utility rises only in response to 'generous' bonus payments, primarily in skilled, non-unionized, private sector jobs. Revoking a bonus from one year to the next is found to have a detrimental impact on employee utility, while job satisfaction tends to diminish over time as employees potentially adapt to bonuses. The findings are therefore consistent with previous experimental evidence, suggesting that employers wishing to motivate their staff should indeed pay enough or don't pay at all.en
dc.language.isoengen
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen
dc.relation.ispartofseries|aIZA Discussion Papers |x4713en
dc.subject.jelC23en
dc.subject.jelJ28en
dc.subject.jelJ33en
dc.subject.jelM52en
dc.subject.jelM54en
dc.subject.ddc330en
dc.subject.keywordIncentivesen
dc.subject.keywordintensityen
dc.subject.keywordbonusen
dc.subject.keywordperformance payen
dc.subject.keywordjob satisfactionen
dc.subject.stwLeistungsorientierte Vergütungen
dc.subject.stwErfolgsbeteiligungen
dc.subject.stwArbeitszufriedenheiten
dc.subject.stwGroßbritannienen
dc.titlePay enough, don't pay too much or don't pay at all? The impact of bonus intensity on job satisfaction-
dc.type|aWorking Paperen
dc.identifier.ppn62007762Xen
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen

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