Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/121374
Authors: 
Englmaier, Florian
Kolaska, Thomas
Leider, Stephen
Year of Publication: 
2015
Series/Report no.: 
SFB/TR 15 Discussion Paper 504
Abstract: 
Recent laboratory evidence suggests that personality traits, in particular social preferences, may affect contractual outcomes under moral hazard. Using the British Workplace Employment Relations Survey 2004 we find that behaviour of employers and employees is consistent with the presence of gift-exchange motives: firms that screen applicants for personality are less likely to pay low wages and more likely to provide (non-pecuniary) benefits. Firms likewise benefit from employee screening as they can implement more team-working and are generally more successful. Other human resource management practices only poorly predict these patterns. Moreover, there is no association between dismissals and personality tests, indicating that personality tests do not merely improve the fit between applicant and employer. Hence, we conclude that motivation based on gift-exchange motives is a plausible explanation for our results.
Subjects: 
Reciprocity
Organisational Structure
Employee Compensation
JEL: 
D22
M52
Persistent Identifier of the first edition: 
Document Type: 
Working Paper

Files in This Item:
File
Size
684.81 kB





Items in EconStor are protected by copyright, with all rights reserved, unless otherwise indicated.