Monitoring and pay: an experiment on employee performance under endogenous supervision
In: Discussion paper 2006,098
In: 1, Institutions and decision processes
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In: Discussion paper 2006,098
In: 1, Institutions and decision processes
In: List Forum für Wirtschafts- und Finanzpolitik, Band 44, Heft 4, S. 841-859
ISSN: 2364-3943
In: Comparative population studies: CPoS ; open acess journal of the Federal Institute for Population Research = Zeitschrift für Bevölkerungsforschung, Band 35, Heft 4, S. 931-958
ISSN: 1869-8999
In times of demographic change, with the associated challenges for social security systems and the looming lack of skilled workers, extending working life becomes increasingly significant. According to the continuity theory (Atchley 1989) we can assume that individuals who are satisfied with their structures and performance will stay at work longer. We will therefore examine whether motivation and perceived work ability have an influence on the desire for continued employment. In addition, we will answer the question of whether factors that have a positive influence on motivation and work ability also have a direct influence on continued employment. Besides objective factors such as enterprise size and occupational status, we will examine subjective factors, such as assessment of recognition, the demands, and the meaningfulness of the work for their contributions to the explanation. The following analysis is based on a survey taken in May 2008 together with the Bundesinstitut für Bevölkerungsforschung (BiB). It enables us to identify the desire for continued employment in old age, the existing work motivation, and the state of health. The core results of the statistical analysis show that in men high motivation is linked to the desire for continued employment in retirement age. This does not apply to women; for them, work ability is the decisive criterion. In general, we observe that a positive assessment of the subjective influencing factors strengthen work motivation. In addition, with regard to objective factors it was ascertained that for men the working hour regime (full-time work) and occupation status (salaried "white-collar" employees) correlate positively with the desire for continued employment. In particular, meaningful work increases motivation among men and work ability increases motivation among women. It appears important that enterprises convince their employees of the meaningfulness of the work.
In: Environmental and resource economics, Band 32, Heft 2, S. 241-271
ISSN: 1573-1502
In: Applied Economics, Band 41, Heft 5, S. 633-651
Using a questionnaire and a sample of students and personnel managers we establish the existence of age discrimination in the hiring process in Germany and Norway. As expected, age discrimination is more prominent in Germany where the hiring probability of equally qualified applicants is reduced by about 22 percentage points due to an age differential of 14 years as opposed to only 12 percentage points in Norway. Within both countries the tendency to discriminate does not differ between students and personnel managers and does not depend on the age of the decision maker.
In: Journal of Behavioral and Experimental Economics, Forthcoming
SSRN
In: Economica, Band 79, Heft 314, S. 226-257
ISSN: 1468-0335
Bidding challenges learning theories. Even with the same bid, experiences vary stochastically: the same choice can result in either a gain or a loss. In such an environment, the question arises of how the nearly universally documented phenomenon of loss aversion affects the adaptive dynamics. We analyse the impact of loss aversion in a simple auction using the experienced‐weighted attraction model of learning. Our experimental results suggest that individual learning dynamics are highly heterogeneous and affected by loss aversion to different degrees. Apart from that, the experiment shows that loss aversion is not specific to rare decision‐making.