Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/58862
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dc.contributor.authorKampkötter, Patricken_US
dc.contributor.authorSliwka, Dirken_US
dc.date.accessioned2012-04-04en_US
dc.date.accessioned2012-06-15T07:56:31Z-
dc.date.available2012-06-15T07:56:31Z-
dc.date.issued2011en_US
dc.identifier.piurn:nbn:de:101:1-201111072844-
dc.identifier.urihttp://hdl.handle.net/10419/58862-
dc.description.abstractIt is often claimed that supervisors do not differentiate enough between high and low performing employees when evaluating performance. The purpose of this paper is to study the incentive effects of this behavior empirically. We first show in a simple model that the perceived degree of past differentiation affects future incentives. We then study the impact of differentiation empirically with a large panel data set spanning many firms in one industry. On average, stronger differentiation has a substantial positive effect on performance. This effect is larger on higher hierarchical levels. But differentiation may become harmful at the lowest levels.en_US
dc.language.isoengen_US
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen_US
dc.relation.ispartofseries|aDiscussion Paper series, Forschungsinstitut zur Zukunft der Arbeit |x6070en_US
dc.subject.jelM52en_US
dc.subject.jelD23en_US
dc.subject.ddc330en_US
dc.subject.keywordbonus paymentsen_US
dc.subject.keyworddifferentiationen_US
dc.subject.keywordsubjective performance evaluationen_US
dc.subject.keywordincentivesen_US
dc.subject.stwLeistungsentgelten_US
dc.subject.stwLohnstrukturen_US
dc.subject.stwÖkonomischer Anreizen_US
dc.subject.stwArbeitsleistungen_US
dc.subject.stwTheorieen_US
dc.subject.stwSchätzungen_US
dc.subject.stwFinanzsektoren_US
dc.subject.stwDeutschlanden_US
dc.titleDifferentiation and performance: An empirical investigation on the incentive effects of bonus plansen_US
dc.typeWorking Paperen_US
dc.identifier.ppn68970299Xen_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen_US

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