Does contingent pay encourage positive employee attitudes and intensify work?

This article explores the relationships between three dimensions of contingent pay – performance‐related pay, profit‐related pay and employee share‐ownership – and positive employee attitudes (job satisfaction, employee commitment and trust in management). The article also examines a conflicting argument that contingent pay may intensify work, and this can detract from its positive impact on employee attitudes. Of the three contingent pay dimensions, only performance‐related pay had direct positive relationships with all three employee attitudes. Profit‐related pay and employee share‐ownership had a mix of negative and no significant direct relationships with employee attitudes, but profit‐related pay showed U‐shaped curvilinear relationships with all three employee attitudes. The results also indicated that performance‐related pay is associated with work intensification, and this offsets some of its positive impact on employee attitudes.     

Ethnic patterns of returns to education in Bulgaria

It is widely accepted that disparities in education contribute to the poor labour market outcomes experienced by ethnic minority groups and consequently to their poverty. In this article, I analyse differential educational benefits in Bulgaria and compare returns to education for the Roma minority with the majority population and the Turkish minority. I show that both ethnic minority groups have lower education levels and employment rates than the majority population and that they also have lower returns to education. This result could be related to minorities' lower education quality as well as to discrimination in the labour market. Integration policies should thus aim to improve employability and labour market competence of vulnerable groups starting from school.     

Belief consistency and trade consistency

Interpersonal consistency can be described in epistemic terms as a property of beliefs, or in economic terms as the impossibility of certain trades. The existence of a common prior from which all agentsʼ beliefs are derived is of the first kind. The non-existence of an agreeable bet, that is, a contingent zero-sum trade which is always favorable to all agents, is of the second kind. It is well established that these two notions of consistency are equivalent for finite type spaces but not for countable ones. We present three equivalences of epistemic consistency and economic consistency conditions for countable type spaces, defining in this way three levels of consistency of type spaces: weak consistency, consistency, and strong consistency. These three levels coincide in the finite case. We fully analyze the level of consistency of type spaces based on the knowledge structure of Rubinsteinʼs email game. The new notion of belief consistency introduced here helps to justify the requirement of boundedness of payoff functions in countable type spaces by showing that in a large class of spaces there exists an agreeable unbounded bet even when a common prior exists.     

Do unfair perceived own pay and top managers’ pay erode satisfaction with democracy?

Many people are relatively unsatisfied with the democratic system as it currently exists. In this empirical research note, the authors present evidence that German workers, who perceive their own pay or top managers’ pay as unfair, are on average significantly less happy with the democracy in Germany. Thus, fairness perceptions in the labour market and of income inequality seem to have spillover effects on the overall satisfaction with the democratic system.     

加强政府回应渠道的建设与完善促进服务型政府建设

服务型政府作为公共管理研究的一个重点领域,其定义和评判标准学术界目前并没有完全统一,但对于服务型政府的根本目标和内容的认识是基本一致的。从政府的服务角度看,对政府服务效果评价的主体应该是接受政府服务的广大群众,而群众的评价又与政府面对公众诉求时回应的态度、效率及采用的方法和取得的结果有直接关系。所以提高政府的回应质量直接关系到群众对政府的满意度,本文将从加强政府回应渠道的建设与完善角度出发,探讨服务型政府建设问题。     

Life Expectancy Heterogeneity and the Political Support for Collective Annuities

Individuals, differing in productivity and life expectancy, vote over the size and type of a collective annuity. Its type is represented by the fraction of the contributive (Bismarckian) component (based on the worker's past earnings) as opposed to the non‐contributive (Beveridgean) part (based on average contribution). The equilibrium collective annuity is either a large mostly Bismarckian program, a smaller pure Beveridgean one (in accordance with empirical evidence), or nil. A larger correlation between longevity and productivity, or a larger average life expectancy, both make the equilibrium collective annuity program more Beveridgean, although at the expense of its size.     

Increasing pay transparency: A guide for change

The gender pay gap is an important issue today in the U.S. The lack of transparency surrounding pay in businesses is viewed as one cause of this gap. The first section of this article explores the origins of the gender pay gap and presents a brief history of pay transparency. Then, I propose a framework built from three continua that breaks the concept of pay transparency into types and levels. Using this framework, I offer guidance to organizations that want to increase pay transparency. The article concludes with a discussion of the risks associated with increased pay transparency and suggestions for future research.     

Low-fare flights across the Atlantic: Impact of low-cost,long-haul trans-Atlantic flights on passenger choice of Carrier

The purpose of this paper is to gain insights into low-cost, long-haul (LCLH) and full-service carrier (FSC) passenger preferences in the trans-Atlantic market. A total of 1412 economy and premium economy passengers were surveyed at Los Angeles and Seattle-Tacoma International Airports. The underlying factors comprised of passenger travel attributes were: Operations, Comfort, Onboarding, Service, and Flight Schedule, along with a variable, Airfare. Satisfaction with Airfare (#1 priority) and Comfort (#2 priority) impacted choice of LCLH carrier, whereas satisfaction with Service (#3 priority) and Flight Schedule (#4 priority) impacted choice of FSC. Both carrier types have a place in the trans-Atlantic market, although passenger loyalty was stronger for an all-inclusive FSC offering (76%) than a no frills LCLH offering (55%).     

Incentives to move up: Effects of pay gaps between levels on employee performance

Employees of a certain rank are motivated by the pay gap between them and the levels above (upward comparison), and the pay gap between them and the levels below (downward comparison). In some cases, employees face multiple upward comparisons such as immediate and subsequent upward comparisons. We hypothesise that upward comparison matters more than downward comparison, and in the case of multiple upward comparisons, the immediate one matters more than the subsequent ones. We also hypothesise that the pay gap effect resulting from the upward/downward comparison ought to be non‐linear in that performance increases with pay gap size at a decreasing rate. The results from two empirical studies, namely, a longitudinal field study and a laboratory experiment, largely support our hypotheses.