Reciprocity in organisations: evidence from the WERS
Gespeichert in:
| Beteiligte Personen: | , , |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | Englisch |
| Veröffentlicht: |
[München]
Center for Economic Studies & Ifo Institute
January 2015
|
| Schriftenreihe: | CESifo working paper
no. 5168 : Category 13: Behavioural economics |
| Links: | https://www.cesifo.org/DocDL/cesifo1_wp5168.pdf |
| Umfang: | 1 Online-Ressource (35 Seiten) Diagramme |
Internformat
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| 245 | 1 | 0 | |a Reciprocity in organisations |b evidence from the WERS |c Florian Englmaier, Thomas Kolaska, Stephen Leider |
| 264 | 1 | |a [München] |b Center for Economic Studies & Ifo Institute |c January 2015 | |
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| 490 | 1 | |a CESifo working paper |v no. 5168 |a Category 13: Behavioural economics | |
| 520 | 1 | |a Recent laboratory evidence suggests that social preferences may affect contractual outcomes under moral hazard. In accordance with previous research, this paper uses written personality tests for job candidates as a proxy for whether firms care about personality traits of employees, in particular whether these employees are inclined towards reciprocity. Using the British Workplace Employment Relations Survey 2004 (WERS) we find that behavior of employers and employees is consistent with the presence of gift-exchange motives: firms that screen applicants for personality are more likely to pay generous wages and to provide (non-pecuniary) benefits like employer pension, on-the-job training, or job security. Firms likewise benefit from reciprocal employees as they can implement more team-working and are generally more successful. Other modern human resource practises like competency tests or incentive pay only poorly predict these patterns. Moreover, there is no association between dismissals and personality tests, indicating that personality tests do not merely improve the fit between applicant and employer. Hence, we conclude that motivation based on gift-exchange motives remains as the most plausible explanation for our results. | |
| 700 | 1 | |a Kolaska, Thomas |e Verfasser |4 aut | |
| 700 | 1 | |a Leider, Stephen |e Verfasser |0 (DE-588)133432335 |4 aut | |
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| id | DE-604.BV043653741 |
| illustrated | Not Illustrated |
| indexdate | 2024-12-20T17:41:40Z |
| institution | BVB |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-029067287 |
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| physical | 1 Online-Ressource (35 Seiten) Diagramme |
| psigel | ebook |
| publishDate | 2015 |
| publishDateSearch | 2015 |
| publishDateSort | 2015 |
| publisher | Center for Economic Studies & Ifo Institute |
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| series | CESifo working paper |
| series2 | CESifo working paper Category 13: Behavioural economics |
| spelling | Englmaier, Florian 1974- Verfasser (DE-588)1043469893 aut Reciprocity in organisations evidence from the WERS Florian Englmaier, Thomas Kolaska, Stephen Leider [München] Center for Economic Studies & Ifo Institute January 2015 1 Online-Ressource (35 Seiten) Diagramme txt rdacontent c rdamedia cr rdacarrier CESifo working paper no. 5168 Category 13: Behavioural economics Recent laboratory evidence suggests that social preferences may affect contractual outcomes under moral hazard. In accordance with previous research, this paper uses written personality tests for job candidates as a proxy for whether firms care about personality traits of employees, in particular whether these employees are inclined towards reciprocity. Using the British Workplace Employment Relations Survey 2004 (WERS) we find that behavior of employers and employees is consistent with the presence of gift-exchange motives: firms that screen applicants for personality are more likely to pay generous wages and to provide (non-pecuniary) benefits like employer pension, on-the-job training, or job security. Firms likewise benefit from reciprocal employees as they can implement more team-working and are generally more successful. Other modern human resource practises like competency tests or incentive pay only poorly predict these patterns. Moreover, there is no association between dismissals and personality tests, indicating that personality tests do not merely improve the fit between applicant and employer. Hence, we conclude that motivation based on gift-exchange motives remains as the most plausible explanation for our results. Kolaska, Thomas Verfasser aut Leider, Stephen Verfasser (DE-588)133432335 aut CESifo working paper no. 5168 : Category 13: Behavioural economics (DE-604)BV014083264 5168 https://www.cesifo.org/DocDL/cesifo1_wp5168.pdf Verlag kostenfrei Volltext |
| spellingShingle | Englmaier, Florian 1974- Kolaska, Thomas Leider, Stephen Reciprocity in organisations evidence from the WERS CESifo working paper |
| title | Reciprocity in organisations evidence from the WERS |
| title_auth | Reciprocity in organisations evidence from the WERS |
| title_exact_search | Reciprocity in organisations evidence from the WERS |
| title_full | Reciprocity in organisations evidence from the WERS Florian Englmaier, Thomas Kolaska, Stephen Leider |
| title_fullStr | Reciprocity in organisations evidence from the WERS Florian Englmaier, Thomas Kolaska, Stephen Leider |
| title_full_unstemmed | Reciprocity in organisations evidence from the WERS Florian Englmaier, Thomas Kolaska, Stephen Leider |
| title_short | Reciprocity in organisations |
| title_sort | reciprocity in organisations evidence from the wers |
| title_sub | evidence from the WERS |
| url | https://www.cesifo.org/DocDL/cesifo1_wp5168.pdf |
| volume_link | (DE-604)BV014083264 |
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