Incentives and managerial effort under competitive pressure: An experiment

We investigate how increased competition affects firm owners׳ incentives and managers׳ efforts in a laboratory experiment. Each owner offers a compensation scheme to his manager in two different conditions: under monopoly and under Cournot duopoly. Following acceptance of the compensation, the manager chooses an effort level to increase the probability of a cost-reduction which affects the firm׳s profit. According to standard theoretical predictions the entry of a rival firm in a monopolistic industry affects negatively both the incentive compensation and the effort level. Our experimental findings show that the entry of a rival firm has two effects on managerial effort: an internalization effect which affects positively the level of effort and an income effect which has a negative impact on effort. The combined outcome of these two effects is neutral with respect to managerial effort: we observe that when competition reduces the firm׳s profit, the owner reacts by offering lower incentives but despite the lower incentives the manager still accepts the contract offer and exerts the same level of effort than under the monopoly condition.     

股权激励与财务重述——基于中国A股市场上市公司的经验证据

本文以2005—2007年中国A股市场实施股权激励的上市公司及其配对样本为研究对象,采用Logistic回归法,考察了股权激励与财务重述的相关关系。研究发现,实施股权激励的公司发生财务重述的可能性要显著高于未实施股权激励的公司;相比基于业绩的股权激励模式,实施基于股价的股权激励模式的公司发生财务重述的可能性更高。研究结论支持了有股权激励尤其有基于股价的股权激励模式的上市公司经营者可能有短期盈余操纵行为的观点。     

控制权与激励的冲突——兼对股权激励有效性的实证分析

控制权配置与激励安排是组织治理中的两个重要工具,本文首先从组织中委托人私人收益角度分析委托人控制权与代理人激励之间可能的冲突,进而通过上市公司数据对这一冲突关系进行经验检验。我们的研究发现,中国上市公司大股东控制权与管理层股权激励之间存在显著的冲突,而且这种冲突与股权性质、公司成长速度相关。民营控股公司中的冲突程度显著弱于其他类型公司,国资委控股公司中的冲突显著强于其他类型公司;而公司成长速度越快,大股东控制权与管理层激励之间的冲突越强。本文的研究结果能够很好地解释中国上市国有企业中股权激励效果不显著、甚至出现负效应的经验现象,并由此提出相应的政策建议。     

Why do firms adopt CEO stock options? Evidence from the United States

This paper examines the determinants of stock option introduction as a part of CEO compensation in listed US firms during the 1994–2004 period. The results are consistent with agency costs and recruiting considerations, suggesting that firms do not adjust CEO compensation in order to address the ‘investment horizon’ problem. The findings also suggest that CEO stock option adoption is not necessarily influenced by the same factors that have been found in the literature to affect the level of CEO stock option compensation and the adoption of broad-based stock option incentives. Overall, the findings provide evidence for several theoretical predictions, thus adding to our understanding of managerial incentives.     

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.     

资本配置、管理激励与内部资本市场效率

通过构造了一个多分部企业内部跨期资本配置模型,本文考察了内部资本市场的管理激励和配置效率问题,这是对企业内部资本市场配置效率研究的一个综合和扩展。本文的模型把内部资本市场“有效率论”和“无效率论”结合到一起,分析表明,在通过内部资本市场重新配置资本并能诱使两个经理努力工作的情况下,内部资本市场的效率可能高于、低于或等于两个单分部企业组合的效率,而不只是其中的某一种结果。     

Minimum payments and induced effort in moral hazard problems

Consider a moral hazard problem in which there is a constraint to pay the agent no less than some amount m. This paper studies the effect of changes in m on the effort that the principal chooses to induce from the agent. We present sufficient conditions on the informativeness of the signal observed by the principal and on the agentʼs utility under which when m increases, induced effort (and hence productivity) falls. We also study how the cost minimizing contract for any given effort level varies in m. We present an efficient algorithm for numerically calculating optimal contracts for given parameters and show that induced effort falls when m is increased in many cases even when our sufficient conditions fail.     

技术董事、股权激励对企业创新效率的影响

随着知识经济时代的到来，创新在企业经营中的地位越来越高，董事、监事及高管团队对企业创新战略的方向、组织和实施具有重要影响，研究他们对企业创新的影响变得必要和迫切。以2012-2017年沪深两市上市公司为研究对象，运用DEA-Tobit两阶段模型，分析企业技术董事比例和股权激励（分为高管股权激励和核心员工股权激励两个维度）对中国上市公司技术创新效率的影响。结果显示，公司技术董事的比例越大，上市公司技术创新效率越高；对核心员工的股权激励授予比例越高，上市公司技术创新效率越高；然而，高管股权激励授予比例与上市公司技术创新效率并无显著联系。     

技术董事、股权激励对企业创新效率的影响

随着知识经济时代的到来,创新在企业经营中的地位越来越高,董事、监事及高管团队对企业创新战略的方向、组织和实施具有重要影响,研究他们对企业创新的影响变得必要和迫切。以2012-2017年沪深两市上市公司为研究对象,运用DEA-Tobit两阶段模型,分析企业技术董事比例和股权激励（分为高管股权激励和核心员工股权激励两个维度）对中国上市公司技术创新效率的影响。结果显示,公司技术董事的比例越大,上市公司技术创新效率越高;对核心员工的股权激励授予比例越高,上市公司技术创新效率越高;然而,高管股权激励授予比例与上市公司技术创新效率并无显著联系。     

Joint production in teams

Consider Holmström's moral hazard in teams problem when there are n agents, each agent i has an a_i-dimensional strategy space and output is m-dimensional. We show that a compensation mechanism that satisfies budget balance, limited liability and implements an efficient allocation generically exists if and only if . Moreover, under a weak additional condition, the equilibrium implemented by this mechanism is unique in the class of pure strategy Coalition-Proof equilibria.     

Efficiency versus social optimality: The case of telecommunications pricing

Standard arguments for efficiency-based pricing policies break down once it is admitted that no lump-sum transfers and taxes are available. In this paper, it is argued that the appropriate solution is to equate the marginal welfare cost of redistributing income through pricing policies that deviate from marginal cost with the marginal cost of redistribution through the tax and welfare systems. For telecommunications pricing, this solution may be implemented by charging usage prices for long-distance services in excess of marginal cost and making corresponding reductions in fixed access charges. An illustrative example, based on data for Australia, is presented.     

银行高层激励:美国20家银行调查

本文对 2 0 0 3年美国福布斯 50 0强排名中选出的 2 0家银行 1 992年至 2 0 0 2年的数据进行分析 ,研究包括董事局主席和CEO在内的高级管理人员的收入结构、收入时间序列变化 ,以及内部收入级差的特征 ,找出美国大银行高层报酬与激励中一些定量的、带有规律性的特点 ,对形成这些报酬特点的原因作初步探讨 ,作为中国银行业改革借鉴。     

The wealth effects of premium subsidies on moral hazard in insurance markets

Insurance premium subsidies are present in many insurance markets. The Swiss government, for example, paid out CHF 4.26 billion or 0.72% of the Swiss GDP for health insurance premium subsidies in 2011. Analyses of premium subsidies have often highlighted that the increased insurance demand due to premium subsidies increases the effects of moral hazard in the market. Other consequences of premium subsidies, however, have mostly been neglected by the literature. We show in our theoretical model that the wealth effects of premium subsidies decrease the sensitivity of the insured towards the monetary consequences of losses. This leads to less prevention efforts by the insured and thus increases moral hazard in the market. The effect is preserved if the subsidy is financed through proportional taxation. Using two alternative models, we show that providing state-dependent subsidies can either increase or reverse this effect, depending on which state subsidies are paid. We argue that whether demand effects or wealth effects of premium subsidies will dominate the insured׳s behavior depends on the market structure.     

Risk allocation and uncertainty: some unpleasant outcomes of financial innovation

Financial innovation introduces the possibility of exchange on wider time-events sets. In this way, market incompleteness should be reduced with an overall advantage. The existence of this advantage also depends on other elements, like the degree of market competition, the level of information, and the presence of inefficiencies generated by moral hazard. One kind of behavior which has been widely common among banks consists in the reduction of risk taking in relation to credit activity. Credit risk tends to be covered through the packaging of credits into securities. This situation means that since the bank is not shouldering the risk, it does not invest in the acquisition of knowledge regarding the borrower, but only regarding his/her generic characteristics which are reflected in the evaluation of the assets in which the credits are packaged. Moreover, financial innovation was developed, in particular by investment banks, with non-standardized products, exchanged over-the-counter, and substantially lacking secondary markets. The greatest problems derive from the low liquidity of these products and from the uncertainty over their returns. This is why it would be good to stimulate the introduction of standardized products, whose risks are easy to determine, to be exchanged on organized markets, instead of complex products, which are substantially illiquid and exchanged over-the-counter.

Contests to become CEO: incentives, selection and handicaps

Should a firm favor insiders (handicap outsiders) when selecting a CEO? One reason to do so is to take advantage of the contest to become CEO as a device for providing current incentives to employees. An important reason not to do so is that this can reduce the ability of future CEOs and, hence, future profits. The trade-off between providing current incentives and selecting the most able individual to become CEO is the focus of this paper. If insiders are good enough (better or nearly as good as outsiders), incentive provision to insiders typically dominates and it is optimal to handicap outsiders, sometimes so severely that they have no chance to win the contest. However, if outsiders are sufficiently better than insiders, selection dominates and it is the insiders who are severely handicapped. This finding is in sharp contrast to the existing literature which has so far ignored this trade-off. In all, our model provides useful insight into contests to become CEO and rationalizes empirical regularities in the source of CEOs chosen by firms. In particular, our analysis helps to explain the lower tendency of firms in more heterogeneous industries and firms with a product or line of business organizational structure to select an outsider as CEO.     

Conflicting tasks and moral hazard: Theory and experimental evidence

We study a multi-task principal-agent problem in which tasks can be in direct conflict with each other. In theory, it is difficult to induce a single agent to exert efforts in two conflicting tasks, because effort in one task decreases the success probability of the other task. We have conducted an experiment in which we find strong support for the relevance of this incentive problem. In the presence of conflict, subjects choose two efforts significantly less often when both tasks are assigned to a single agent than when there are two agents each in charge of one task.     

Risking Other People's Money: Experimental Evidence on the Role of Incentives and Personality Traits

Decision-makers often face incentives to increase risk-taking on behalf of others (e.g., they are offered bonus contracts and contracts based on relative performance). We conduct an experimental study of risk-taking on behalf of others using a large heterogeneous sample, and we find that people respond to such incentives without much apparent concern for stakeholders. Responses are heterogeneous and mitigated by personality traits. The findings suggest that a lack of concern for others’ risk exposure hardly requires “financial psychopaths” in order to flourish, but it is diminished by social concerns.     

Agency theory: choice-based foundations of the parametrized distribution formulation

This paper develops choice-theoretic foundations of the principal’s and the agent’s behaviors underlying the parametrized distribution formulation of agency theory. Both the principal and the agent are expected-utility maximizers and their action-dependent subjective probabilities are defined directly on the outcomes. The results are used to evaluate and interpret the common prior assumption. I am grateful to Simon Grant and, in particular, to Peter Wakker for their comments and suggestions, and to the NSF for financial support under grant SES-0314249.     

Linear contracts as incentives: a puzzle

This paper reexamines the linear schedule of compensation as a tool for providing incentives to managers when contractible output is a function of costly effort and a random shock. Two puzzling situations compatible with linear schemes of compensation are presented. First, if the model parameters are such that the optimal participation on output is below 50%, the variable compensation turns out to have a negative effect on manager’s utility. Second, if it is below 25%, linear incentives allow situations in which larger utilities are reached by means of smaller rewards.      

军工企业竞争战略对技术创新的影响——股权激励视角

军工企业技术创新能力既影响着国民经济发展,又关乎国防安全。以2013—2017年80家上市军工企业数据为样本,分析军工企业竞争战略对技术创新的影响,以及股权激励在其中的作用路径。研究结果表明,差异化战略和成本领先战略对技术创新均有直接正向影响,差异化战略影响更大,且股权激励在差异化战略对技术创新的影响中发挥部分中介作用。