Ascertaining the effects of employee bonus plans

The effect of employee bonus plans may be difficult to ascertain empirically if the size of bonus is not large enough in magnitude compared to base salary. This study makes use of data from Taiwan where employee bonus payments are not only mandated by law but are quite often several times a typical employee's annual base salary. The use of this unique data allows one to empirically observe interesting relationships difficult to ascertain from traditional datasets. Evidence is found that the performance of bonus-paying firms is related to the size of bonuses paid, both before and after analysis, and across industries. In general, evidence seems to indicate that bonus-paying firms tend to achieve higher productivity, better cost control and asset utilization, and share price returns. However, there may be evidence that marginal returns to employee bonuses are decreasing, reflecting the use of bonuses as substitutes for cash pay in order to attract employees in short supply. These results can serve as useful benchmarks for future studies.     

Bonus incentives and team effort levels: Evidence from the “Field”*

This study explores the effect of bonus incentive mechanisms with a focus on how such a scheme influences aggregate production levels of teams of workers, specifically. We identify this using data from a highly competitive setting in professional sport, which involves a unique tournament design rule in an elite European rugby competition. The modelling results demonstrate qualified evidence that introducing bonuses to encourage teams to score via the most-difficult, highest-reward mode, incentivizes teams to increase effort to earn the bonus, and without reducing production after the bonus is achieved.     

Informal incentive labour contracts and product market competition

This paper studies the dynamic interaction between product market competition and incentives against shirking. In contrast with standard results, efficiency wages paid by each firm can decrease when competition (i.e. the number of firms in the product market) increases. Discretionary bonuses, on the other hand, do not vary with competition. There is an upper threshold for the number of competing firms, however, above which such schemes are no longer sustainable as an equilibrium. Industry profits with bonuses are generally higher than with efficiency wages but, when information regarding firms’ misbehaviour flows at a low rate, a competition range exists for which firms can make a positive profit by only paying efficiency wages.     

You Don't Always Get What You Pay For: Bonuses,Perceived Income and Effort

Abstract. Consider a principal–agent relationship in which more effort by the agent raises the likelihood of success. This paper provides conditions such that no success bonus induces the agent to exert more effort and the optimal contract is independent of success. Moreover, success bonuses may even reduce effort and thus the probability of success. The reason is that bonuses increase the perceived income of the agent and can hence reduce his willingness to exert effort. This perceived income effect has to be weighed against the incentive effect of the bonus. The tradeoff is determined by the marginal effect of effort on the success probability in relation to this probability itself (success hazard‐rate of effort). The paper also discusses practical implications of the finding.     

内部人自利行为与职工股上市的市场效应

文章利用中国职工股上市的数据对上市公司内部人在其股份上市交易中的自利行为及其市场影响进行了研究。结果发现,因为存在承销商支持,公司职工股公司上市后短期表现强势;内部职工股公司未发现承销商支持的证据,但是倾向于通过盈余管理和送股除权等方式对二级市场股价进行支持。不同的上市时间安排是造成两类职工股公司自利行为差异的主要因素。     

An Experimental Study of Influences of Performance-Related Payments on Timing of Delegated Stock Purchases

Performance-related bonuses are important tools for investment organizations to incentivize stock traders. Yet, two experiments indicate that bonuses rewarding short-term performance may lead to worse timing of purchases. The authors propose that hyperbolic time discounting makes participants set lower aspired purchase prices for short-term (decreasing percentage) bonuses than for long-term (increasing percentage) bonuses. For this reason purchases are made earlier for decreasing than increasing percentage bonuses, earlier for decreasing than random prices, and earlier for high price volatility than for low price volatility. Neither purchases at the lowest price or highest bonus are attained. Hyperbolic time discounting may account for bubbles observed in experimental double-auction markets.     

增发、配股与可转换债券孰"优"孰"劣"

近年来,配股、增发与可转换债券主导了我国再融资市场.本文以2002年1月至2004年12月实施配股、增发,以及发行可转换公司债券的上市公司为研究对象,对再融资前后公司业绩进行了实证分析,以考察这三种再融资方式的"优"与"劣".研究表明,三种再融资方式的绩效存在显著差异.其中可转换债券绩效最好,其次是配股,而增发的绩效最差.并就此提出了相应的政策建议.     

Base Salaries,Bonus Payments,and Work Absence among Managers in a German Company

This paper provides scarce insider econometric evidence on the structure of management compensation and on the incentive effects of fixed base salaries and bonus payments. Six years of personnel data of 177 managers in a German company are analyzed with special emphasis on the highest achievable bonuses under a Management‐by‐Objectives (MBO) incentive scheme. The main finding of panel negative binomial regressions is that higher achievable bonus payments are correlated with fewer absent working days, which supports the incentive effect of performance pay for managers. The fixed base salary component is, however, not significantly correlated with managers’ work absence.     

Employee ownership: A theoretical and empirical investigation of management entrenchment vs. reward management

Employee ownership is often used not only as a reward management tool but also as an entrenchment mechanism. The literature suggests that good managers use employee ownership as a reward management tool, whereas bad managers implement it for entrenchment, thus suggesting the existence of an equilibrium level of employee ownership. The contributions of this paper are both theoretical and empirical. Theoretically, this paper fills a gap in the published research by taking into account both positive and negative outcomes of employee ownership. Our model produces three main conclusions: (i) Low-performing managers use employee ownership as an entrenchment mechanism (ii) that increases the signaling cost of employee ownership for high-performing managers. (iii) We suggest that employee ownership should not be left only to the management's discretion because both types of managers have an incentive to implement employee ownership. Our empirical study investigates how employee ownership affects management tenure. This study takes into account the two main motives for employee ownership examined by the model (i.e., management entrenchment and reward management). We find a positive relationship between employee ownership and management tenure. This result provides new evidence that employee ownership can be used as an entrenchment mechanism.     

Cost Behaviour of Chinese State-owned Manufacturing Enterprises in the 1980s

This paper aims to model the cost behaviour of Chinese state-owned enterprises in the 1980s. Given production autonomy and profit-related bonus incentives, state firms are expected to increase profits and therefore bonuses by changing their cost behaviours more rationally. However, since institutional constraints remain and distort the rational demand of the firm for input factors, the changes cannot go as far as expected by the standard neoclassical cost minimisation theory. Based on this, we derived a total cost function for Chinese state firms restricted by the government control over their total wage bills. We then test it using a panel data of 386 state manufacturing enterprises in the period 1983–87. It is found that the model predicted well. Despite the constraints, the reform did lead the firms to respond to both changes in factor prices in the directions expected by cost minimising behaviour and to bonus incentives to produce more efficiently.     

Homeownership and new entrepreneurs: first empirical evidence of a bidirectional interaction

Literature linking housing and professional choices focuses on the supply side of the labour market (the search for a job as employee), thus considering the unemployment rate as the only measure of labour market outcomes. Indeed, the usually neglected link between homeownership and entrepreneurship is equally important for assessing labour market performance. This empirical article represents one of the first attempts to test the interplay between homeownership and (new) entrepreneurs. Effectively, using a panel data analysis in Italy, we find a first empirical evidence of a positive and bidirectional interaction between homeownership and new entrepreneurs (precisely, small businesses and the self-employed).     

Assessing policies to equalize opportunity using an equilibrium model of educational and occupational choices

The inter-generational correlation of education in the U.S. is tremendous. For instance, in PSID data from 1990, young males with college-educated parents had a 70% chance of attending college. But those with high school drop-out parents had only a 15% chance. In this paper, we analyze the impact of college attendance bonus schemes designed to increase college attendance rates (and PV of lifetime income) of youth from disadvantaged backgrounds. Of course, policies that increase the supply of skilled labor may reduce the college wage premium (see Heckman et al. [Heckman, James, Lochner, Lance and Taber, Christopher, Explaining rising wage inequality: explorations with a dynamic equilibrium model of labor earnings with heterogeneous agents, Review of Economic Dynamics, 1 (1998a), 1–58; Heckman, James, Lochner, Lance and Taber, Christopher, General-equilibrium treatment effects: a study of tuition policy, American Economic Review, 88:2 (1998b), 381–386]). This may have the unintended consequence of wiping out most of the gains to the targeted groups. The strength of such equilibrium effects on wages depends on the substitutability between different types of labor. Thus, it is important to evaluate education subsidies within an equilibrium framework that allows for flexible patterns of substitution across factor inputs. This is exactly what we do here, using an overlapping generations equilibrium model of the U.S. labor market fit to PSID data from 1968 to 1996. The model allows for imperfect substitution among types of labor differentiated by education, gender, age and ten (1-digit level) occupations — a much finer differentiation than has been considered in prior work.We find that very large college attendance bonuses are necessary to equate college attendance rates between youth whose parents had only high school degrees or were high school dropouts and youth whose parents attended at least some college. The size of these bonuses far exceeds any reasonable measure of college costs; suggesting the “costs” the bonuses overcome are primarily psychic or effort costs. For example, youth from disadvantaged backgrounds may be poorly prepared for college. This suggests that bonuses targeted at college age youth are probably a very inefficient way to reduce inequality. Earlier intervention is likely called for.     

Fairness and Incentives in a Multi‐task Principal–Agent Model

This paper reports on a two‐task principal–agent experiment in which only one task is contractible. The principal can either offer a piece‐rate contract or a (voluntary) bonus to the agent. Bonus contracts strongly outperform piece‐rate contracts. Many principals reward high effort on both tasks with substantial bonuses. Agents anticipate this and provide high effort on both tasks. In contrast, almost all agents with a piece‐rate contract focus on the first task and disregard the second. Principals understand this and predominantly offer bonus contracts. This behavior contradicts the self‐interest theory but is consistent with theories of fairness.     

Broad-based employee stock options grants and IPO firms

This paper examines the broad-based grant of employee stock options (ESOs) in the period following the Initial Public Offering (IPO). Stock option grants are used to reduce the negative effects of conflicts of interests associated with a firm's going public. The study documents that option grants can be seen as corporate governance instruments for a number of model specifications. Also, it is found that there is a robust relation between option grants and market and accounting returns, respectively. To the best of the authors' knowledge, no previous study has investigated the determinants of the grants of employee stock options in the post-IPO period to both upper-level and lower-level executives during a period of sixteen years. Because the cross-sectional data of this study amply encompasses more than a business cycle it is possible to examine the grants of ESOs across tight and soft labour markets. During the former type of labour market it appears that more options are granted. Also, the empirical results provide evidence that option grants are an increasing function of the employees’ benefits for the firm. Finally, the findings show that cash constrained firms appear to use employee stock option grants in place of cash compensation.     

债券市场与经济发展的相关性分析——以我国银行间债券市场为例

债券市场是资本市场的重要组成部分，但目前我国资本市场发展阶段的特征表现为债券市场发展缓慢，为了扩大我国直接融资规模并完善多层次资本市场体系，需要大力发展债券市场。本文以我国债券市场的主体---银行间债券市场为例，分析了我国银行间债券市场的现状以及对国民经济发展的作用，并以1993-2012年我国国民生产总值、银行间债券市场债券发行额和股市筹资额共20年时间的时间序列数据为样本建立相关性模型，通过回归模型进一步实证研究了银行间债券市场与经济发展的相关性，发现银行间债券市场债券发行额与国民生产总值呈显著的正相关关系，表明银行间债券市场是经济发展的重要推动力，该市场规模的扩大有助于推动经济增长，从而说明了我国银行间债券市场创新的必要性。     

Competition, Incentives, and Productivity in Chinese Township and Village Enterprises

Alternative explanations for the success of Chinese TVEs in the face of ambiguous property rights and incomplete markets are critically reviewed. The paper argues that, increasingly, competitive product markets and managerial incentives constitute the most plausible explanations. In view of the general lack of empirical tests for many of these explanations, the study tests for the relevance and relative importance of these factors with a sample of 200 large TVEs. Cross-section results for 1985 and 1989 provide relatively strong support for the relevance of product market competition, bonuses, proxies for technology access and local infrastructure on productivity. The effects on productivity of proxies for labor market and financial market competition, however, appear to be weak.     

我国股票发行制度变迁及若干思考

股票发行是资本市场的核心环节之一。本文从制度变迁的角度考察了我国股票市场发展的特定背景,总结分析了股票发行制度从额度制到核准制的演变、相关制度的特点、利弊及其市场化改革的成效。研究发现,我国转轨经济环境、市场文化和市场流动性问题是进一步改革股票发行制度需要重点考虑的因素。     

The dynamic interrelation between external finance and bank credit

This article studies the interrelation among the volumes of bonds and stocks issued by non-financial firms, and levels of industrial loans outstanding in the United States. These aggregates are co-integrated and characterized by asymmetric volatility. Their co-movements are driven by financial indicators such as the yield spread, size of loan market and market volatility. Bond and stock issuance are positively correlated, and even more so during the expansionary phase of the cycle. Loans outstanding and bond issuance are negatively correlated, and their substitutability increases in periods of economic downturn, highlighting the importance of bond markets to mitigate credit crunches.     

Dynamic beliefs

This paper studies the temporal path of subjective probability assessments. A reference-dependent agent who experiences utility from anticipation and from changes in this anticipatory emotion makes utility-maximizing assessments about his likelihood of success in a future lottery. Consistent with the empirical evidence, the model predicts that if the lottery is sufficiently valuable, optimism decreases as the payoff date approaches. Intuitively, as time goes by, last-period expected disappointment becomes increasingly important relative to the joy of anticipating a favorable outcome. Applying the model to the optimal timing of productivity bonuses, I find that a decreasing path of beliefs reduces the cost of providing incentives. Thus, optimal bonuses are sizable and are not frequently offered.