Collaborative Research: Incentives in the Workplace - An Experimental Examination of How Wage Differences Across Time and Among Peers Affect Productivity and Self-Selection

合作研究：工作场所的激励措施 - 不同时间和同龄人之间的工资差异如何影响生产力和自我选择的实验研究

• 批准号: 0920821
• 负责人: Hyejin Ku
• 金额: $ 49.66万
• 依托单位: Florida State University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2009
• 资助国家: 美国
• 起止时间: 2009-09-01 至 2013-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0920821&HistoricalAwards=false
• 关键词: Collaborative; Research; Incentives; Workplace; Experimental

This award is funded under the American Recovery and Reinvestment Act of 2009 (Public Law 111-5).Understanding workers' responses to incentives is critical to enhancing firm productivity as well as the overall efficiency of an economy. The projects in this proposal involve conducting economic experiments to provide a better understanding of how individuals respond to life-time wage profiles as well as how they respond to wage inequality among peers. While important, workers' responses to these aspects of compensation have not yet been satisfactorily quantified because of difficulties in making inference using field data. Specifically, in field studies it is usually difficult to find circumstances in which the same individual is offered different wage profiles for otherwise equivalent jobs, or is subjected to differing levels of wage inequality. This team will conduct experiments that are designed to overcome such difficulties and identify causal relationships between different wage institutions and workplace productivity.The first set of projects involve determining how individuals respond to incentives over time, which can take the form of either (1) efficiency wages (i.e., a constant wage above the worker's outside option) or (2) deferred compensation (i.e., a sloped wage profile involving low initial wages but high wages later in life). They will examine how individuals'effort varies with the nature of their compensation scheme. They will also attempt to understand the nature of individual preferences between different compensation schemes. The results from this line of inquiry will shed light on how best to motivate employees to generate optimal work effort as well as how self-selection of employees into certain types of jobs may help explain employment patterns among different demographic groups. The second area of study will be focused on how individuals respond to the existence of structural inequality in the form of different groups receiving differing returns on effort. This line of inquiry will begin by attempting to quantify how work effort of individuals responds to the existence of inequality and will then continue by looking into how different institutional characteristics alter those effects. This issue of how individuals respond to inequality is important for workplace incentives but it also has implications for broader social issues such as class-based inequality, persistent poverty and economic underdevelopment.

该奖项是根据2009年的《美国回收与再投资法》（公法111-5）资助的。理解工人对激励措施的反应对于提高公司生产率以及经济的整体效率至关重要。该提案中的项目涉及进行经济实验，以更好地了解个人如何应对终身工资概况，以及他们如何应对同龄人之间的工资不平等。尽管很重要，但由于难以使用现场数据进行推断，工人对薪酬这些方面的反应尚未令人满意地量化。具体而言，在野外研究中，通常很难找到为同等等效工作提供不同工资概况或遭受工资不平等程度不同的情况。 This team will conduct experiments that are designed to overcome such difficulties and identify causal relationships between different wage institutions and workplace productivity.The first set of projects involve determining how individuals respond to incentives over time, which can take the form of either (1) efficiency wages (i.e., a constant wage above the worker's outside option) or (2) deferred compensation (i.e., a sloped wage profile involving low initial wages but high wages later in 生活）。他们将研究个人的劳动如何随​​薪酬计划的性质而变化。他们还将尝试了解不同薪酬计划之间个人偏好的性质。这一询问线的结果将阐明如何最好地激励员工产生最佳的工作工作，以及如何将员工自我选择为某些类型的工作可能有助于解释不同人口组之间的就业模式。第二个研究领域将集中于个人如何以不同的群体的形式对结构不平等的存在做出反应，从而获得不同的努力回报。这种询问线将首先尝试量化个人的工作努力如何应对不平等的存在，然后通过研究不同的制度特征如何改变这些影响，然后继续进行。这个个人如何应对不平等的问题对于工作场所的激励措施很重要，但它也对更广泛的社会问题（例如基于阶级的不平等，持续的贫困和经济欠发达）具有影响。