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dc.contributor.authorKampkötter, Patricken
dc.contributor.authorSliwka, Dirken
dc.date.accessioned2012-04-04-
dc.date.accessioned2012-06-15T07:56:31Z-
dc.date.available2012-06-15T07:56:31Z-
dc.date.issued2011-
dc.identifier.piurn:nbn:de:101:1-201111072844en
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
dc.language.isoengen
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen
dc.relation.ispartofseries|aIZA Discussion Papers |x6070en
dc.subject.jelM52en
dc.subject.jelD23en
dc.subject.ddc330en
dc.subject.keywordbonus paymentsen
dc.subject.keyworddifferentiationen
dc.subject.keywordsubjective performance evaluationen
dc.subject.keywordincentivesen
dc.subject.stwLeistungsentgelten
dc.subject.stwLohnstrukturen
dc.subject.stwÖkonomischer Anreizen
dc.subject.stwArbeitsleistungen
dc.subject.stwTheorieen
dc.subject.stwSchätzungen
dc.subject.stwFinanzsektoren
dc.subject.stwDeutschlanden
dc.titleDifferentiation and performance: An empirical investigation on the incentive effects of bonus plans-
dc.typeWorking Paperen
dc.identifier.ppn68970299Xen
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen

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