Tournament Compensation Systems, Employee Heterogeneity, and Firm Performance
Identifieur interne : 000546 ( Main/Exploration ); précédent : 000545; suivant : 000547Tournament Compensation Systems, Employee Heterogeneity, and Firm Performance
Auteurs : Uschi Backes-Gellner [Suisse] ; Kerstin PullSource :
- Human Resource Management [ 0090-4848 ] ; 2013-05.
English descriptors
Abstract
Tournament compensation systems are widely used in practice and have been extensively analyzed theoretically. However, one major problem has hardly been studied in a company context so far: Although it is theoretically well understood that tournament compensation systems are only effective when employees are homogeneous, it has rarely been analyzed what companies can do when they are confronted with employee heterogeneity. In our article, we derive hypotheses on the performance effects of tournament compensation systems in a context of employee heterogeneity based on tournament and expectancy theory. Using personnel records from incentive travel contests, we are able to show that performance is lower in a situation with employee heterogeneity, but that in heterogeneous tournaments, incentives may still work for a subgroup of employees whom we term the “threshold group.” In addition, we also show how companies manage to design the information disclosure systems necessary to install effective “handicapping” or “league‐building” systems in order to increase the effort‐performance expectancy.
Url:
DOI: 10.1002/hrm.21535
Affiliations:
Links toward previous steps (curation, corpus...)
- to stream Istex, to step Corpus: 001537
- to stream Istex, to step Curation: 001425
- to stream Istex, to step Checkpoint: 000009
- to stream Main, to step Merge: 000549
- to stream Main, to step Curation: 000546
Le document en format XML
<record><TEI wicri:istexFullTextTei="biblStruct"><teiHeader><fileDesc><titleStmt><title xml:lang="en">Tournament Compensation Systems, Employee Heterogeneity, and Firm Performance</title>
<author><name sortKey="Backes Ellner, Uschi" sort="Backes Ellner, Uschi" uniqKey="Backes Ellner U" first="Uschi" last="Backes-Gellner">Uschi Backes-Gellner</name>
</author>
<author><name sortKey="Pull, Kerstin" sort="Pull, Kerstin" uniqKey="Pull K" first="Kerstin" last="Pull">Kerstin Pull</name>
</author>
</titleStmt>
<publicationStmt><idno type="wicri:source">ISTEX</idno>
<idno type="RBID">ISTEX:8786519E77E85E9F69D3E273C50816C9B7586DB0</idno>
<date when="2013" year="2013">2013</date>
<idno type="doi">10.1002/hrm.21535</idno>
<idno type="url">https://api.istex.fr/document/8786519E77E85E9F69D3E273C50816C9B7586DB0/fulltext/pdf</idno>
<idno type="wicri:Area/Istex/Corpus">001537</idno>
<idno type="wicri:explorRef" wicri:stream="Istex" wicri:step="Corpus" wicri:corpus="ISTEX">001537</idno>
<idno type="wicri:Area/Istex/Curation">001425</idno>
<idno type="wicri:Area/Istex/Checkpoint">000009</idno>
<idno type="wicri:explorRef" wicri:stream="Istex" wicri:step="Checkpoint">000009</idno>
<idno type="wicri:doubleKey">0090-4848:2013:Backes Ellner U:tournament:compensation:systems</idno>
<idno type="wicri:Area/Main/Merge">000549</idno>
<idno type="wicri:Area/Main/Curation">000546</idno>
<idno type="wicri:Area/Main/Exploration">000546</idno>
</publicationStmt>
<sourceDesc><biblStruct><analytic><title level="a" type="main" xml:lang="en">Tournament Compensation Systems, Employee Heterogeneity, and Firm Performance</title>
<author><name sortKey="Backes Ellner, Uschi" sort="Backes Ellner, Uschi" uniqKey="Backes Ellner U" first="Uschi" last="Backes-Gellner">Uschi Backes-Gellner</name>
<affiliation wicri:level="4"><country>Suisse</country>
<placeName><settlement type="city">Zurich</settlement>
<region nuts="3" type="region">Canton de Zurich</region>
</placeName>
<orgName type="university">Université de Zurich</orgName>
</affiliation>
</author>
<author><name sortKey="Pull, Kerstin" sort="Pull, Kerstin" uniqKey="Pull K" first="Kerstin" last="Pull">Kerstin Pull</name>
<affiliation></affiliation>
<affiliation><wicri:noCountry code="subField">+49‐7071‐295077.</wicri:noCountry>
</affiliation>
</author>
</analytic>
<monogr></monogr>
<series><title level="j">Human Resource Management</title>
<title level="j" type="abbrev">Hum. Resour. Manage.</title>
<idno type="ISSN">0090-4848</idno>
<idno type="eISSN">1099-050X</idno>
<imprint><publisher>Wiley Subscription Services, Inc., A Wiley Company</publisher>
<pubPlace>Hoboken</pubPlace>
<date type="published" when="2013-05">2013-05</date>
<biblScope unit="volume">52</biblScope>
<biblScope unit="issue">3</biblScope>
<biblScope unit="page" from="375">375</biblScope>
<biblScope unit="page" to="398">398</biblScope>
</imprint>
<idno type="ISSN">0090-4848</idno>
</series>
<idno type="istex">8786519E77E85E9F69D3E273C50816C9B7586DB0</idno>
<idno type="DOI">10.1002/hrm.21535</idno>
<idno type="ArticleID">HRM21535</idno>
</biblStruct>
</sourceDesc>
<seriesStmt><idno type="ISSN">0090-4848</idno>
</seriesStmt>
</fileDesc>
<profileDesc><textClass><keywords scheme="KwdEn" xml:lang="en"><term>compensation and benefits</term>
<term>pay for performance</term>
<term>performance management</term>
<term>reward systems</term>
</keywords>
</textClass>
<langUsage><language ident="en">en</language>
</langUsage>
</profileDesc>
</teiHeader>
<front><div type="abstract" xml:lang="en">Tournament compensation systems are widely used in practice and have been extensively analyzed theoretically. However, one major problem has hardly been studied in a company context so far: Although it is theoretically well understood that tournament compensation systems are only effective when employees are homogeneous, it has rarely been analyzed what companies can do when they are confronted with employee heterogeneity. In our article, we derive hypotheses on the performance effects of tournament compensation systems in a context of employee heterogeneity based on tournament and expectancy theory. Using personnel records from incentive travel contests, we are able to show that performance is lower in a situation with employee heterogeneity, but that in heterogeneous tournaments, incentives may still work for a subgroup of employees whom we term the “threshold group.” In addition, we also show how companies manage to design the information disclosure systems necessary to install effective “handicapping” or “league‐building” systems in order to increase the effort‐performance expectancy.</div>
</front>
</TEI>
<affiliations><list><country><li>Suisse</li>
</country>
<region><li>Canton de Zurich</li>
</region>
<settlement><li>Zurich</li>
</settlement>
<orgName><li>Université de Zurich</li>
</orgName>
</list>
<tree><noCountry><name sortKey="Pull, Kerstin" sort="Pull, Kerstin" uniqKey="Pull K" first="Kerstin" last="Pull">Kerstin Pull</name>
</noCountry>
<country name="Suisse"><region name="Canton de Zurich"><name sortKey="Backes Ellner, Uschi" sort="Backes Ellner, Uschi" uniqKey="Backes Ellner U" first="Uschi" last="Backes-Gellner">Uschi Backes-Gellner</name>
</region>
</country>
</tree>
</affiliations>
</record>
Pour manipuler ce document sous Unix (Dilib)
EXPLOR_STEP=$WICRI_ROOT/Wicri/Rhénanie/explor/UnivTrevesV1/Data/Main/Exploration
HfdSelect -h $EXPLOR_STEP/biblio.hfd -nk 000546 | SxmlIndent | more
Ou
HfdSelect -h $EXPLOR_AREA/Data/Main/Exploration/biblio.hfd -nk 000546 | SxmlIndent | more
Pour mettre un lien sur cette page dans le réseau Wicri
{{Explor lien |wiki= Wicri/Rhénanie |area= UnivTrevesV1 |flux= Main |étape= Exploration |type= RBID |clé= ISTEX:8786519E77E85E9F69D3E273C50816C9B7586DB0 |texte= Tournament Compensation Systems, Employee Heterogeneity, and Firm Performance }}
This area was generated with Dilib version V0.6.31. |