 Merit pay and wage compression with productivity differences and uncertaintyTill Gross (), Christopher Guo and Gary Charness Journal of Economic Behavior & Organization, 2015, vol. 117, issue C, 233-247 Abstract: This paper experimentally investigates wage setting and effort choices in a multi-worker setting when there is heterogeneity in worker productivity and managers’ perception of this productivity is imperfect. Worker ability is assigned via an aptitude test and, in an innovative design, manager uncertainty concerning this ability is related to the manager's own test performance. We propose a merit-pay hypothesis, that higher-ability workers will reduce their effort if they are not paid more than coworkers with lower ability, but not vice versa. Based on a simple model, we also predict that the higher the uncertainty about employee ability levels, the more managers compress wages between perceived high- and low-ability workers. We find strong experimental support for both hypotheses. Keywords: Wage inequality; Wage compression; Gift-exchange game; Reciprocity; Fairness; Merit pay (search for similar items in EconPapers) Downloads: (external link) Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:eee:jeborg:v:117:y:2015:i:c:p:233-247 DOI: 10.1016/j.jebo.2015.06.009 Access Statistics for this article Journal of Economic Behavior & Organization is currently edited by Houser, D. and Puzzello, D. More articles in Journal of Economic Behavior & Organization from Elsevier |
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