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首页> 外文期刊>Journal of Economic Psychology >Invoking social comparison to improve performance by ranking employees: The moderating effects of public ranking, rank pay, and individual risk attitude
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Invoking social comparison to improve performance by ranking employees: The moderating effects of public ranking, rank pay, and individual risk attitude

机译：进行社会比较以通过对雇员进行排名来提高绩效：公开排名，排名薪酬和个人风险态度的调节作用

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摘要

Inspired by social-comparison theory, we examine the effectiveness of relative performance ranking as an inherent incentive mechanism to enhance productivity, specifically testing the possibility that the effect is moderated by two features of the feedback design: private/public ranking (whether ranking information was released privately to each individual or announced publicly to all) and fixed/rank pay (whether pay is fixed or positively and monotonically based on rank). Furthermore, generalizing from the theoretical and experimental literature on bids in contests, we introduce individual attitudes toward risk as a potential moderator associating stronger incentive effects of feedback with those who are more tolerant toward risk. We test our hypotheses through a real-effort lab experiment with university students and a companion lab-infield experiment with full-time employees. We empirically demonstrate both the positive effect of performance-ranking feedback on performance for those sufficiently tolerant of risk and also the statistically significant and practically important moderating effect of risk attitude for both students and factory employees. However, we also find important differences between the two populations regarding public ranking, rank pay and risk attitudes, illustrating the limitations of examining workplace phenomena using exclusively student populations.
机译：受社会比较理论的启发，我们研究了相对绩效排名作为提高生产率的内在激励机制的有效性，特别是检验了反馈设计的两个特征是否会减弱这种影响的可能性：私人/公共排名（无论排名信息是否私下发布给每个人或公开发布给所有人）和固定/等级薪酬（工资是固定的，还是根据等级确定为正数和单调）。此外，从有关竞标的理论和实验文献中总结，我们介绍了个人对风险的态度，将其作为潜在的调节者，将较强的反馈激励作用与对风险更宽容的人联系起来。我们通过对大学生进行的真实努力实验室实验以及对全职员工的伴随实验室内场实验来检验我们的假设。我们从经验上证明了绩效排序反馈对那些对风险具有足够承受能力的人的绩效的积极影响，以及对学生和工厂员工的风险态度的统计学上显着且实际上重要的调节作用。但是，我们还发现了这两个人群之间在公共排名，排名薪酬和风险态度方面的重要差异，这说明了仅使用学生人群来检查工作场所现象的局限性。

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