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dc.contributor.authorMcCausland, W. David
dc.contributor.authorPouliakas, Kostas
dc.contributor.authorTheodossiou, Ioannis
dc.date.accessioned2007-01-23T14:20:56Z
dc.date.available2007-01-23T14:20:56Z
dc.date.issued2007-01-23T14:20:56Z
dc.identifier.issn0143-4543
dc.identifier.urihttp://hdl.handle.net/2164/108
dc.description.abstractUsing an econometric procedure that corrects for both self-selection of individuals into their preferred compensation scheme and wage endogeneity, this study investigates whether significant differences exist in the job satisfaction of individuals receiving performance-related pay (PRP) compared to those on alternative compensation plans. Using data from four waves of the British Household Panel Survey (BHPS), it is found that PRP exerts a positive effect on the mean job satisfaction of (very) high-paid workers only. A potential explanation for this pattern could be that for lower-paid employees PRP is perceived to be controlling, whereas higher-paid workers derive a utility benefit from what they regard as supportive reward schemes. Using PRP as an incentive device in the UK could therefore be counterproductive in the long run for certain low-paid occupations.en
dc.description.sponsorshipEuropean Commissionen
dc.format.extent631484 bytes
dc.format.mimetypeapplication/pdf
dc.language.isoenen
dc.relation.ispartofseriesBusiness School Working Paper Seriesen
dc.relation.ispartofseries2007-06en
dc.subjectperformance-related payen
dc.subjectjob satisfactionen
dc.subjectendogeneityen
dc.subjectself-selectionen
dc.titleSome are Punished and Some are Rewarded: A Study of the Impact of Performance Pay on Job Satisfactionen
dc.typeWorking Paperen


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