DRIVE AND TALENT

We analyze ways in which heterogeneity in responsiveness to incentives (“drive”) affects employees' incentives and firms' incentive systems in a career concerns model. On the one hand, because more driven agents work harder in response to existing incentives than less driven ones—and therefore pay is increasing in perceived drive—there is a motive to increase effort to signal high drive. These “drive‐signaling incentives” are strongest with intermediate levels of existing incentives. On the other hand, because past output of a more driven agent will seem to the principal to reflect lower ability, there is an incentive to decrease effort to signal low drive. The former effect dominates early in the career, and the latter effect dominates towards the end. To maximize incentives, the principal wants to observe a noisy measure of the agent's effort—such as the number of hours he works—early but not late in his career. (JEL: C70, D82, D23)     

INFORMATION GATHERING IN ORGANIZATIONS: EQUILIBRIUM,WELFARE, AND OPTIMAL NETWORK STRUCTURE

We model an organization as a game in which all agents share a common decision problem and some level of coordination is necessary between individual actions. Agents have individual private information concerning the task they have to perform, and they share this private information through pairwise channels of communication. We analyze how this communication pattern, modeled by means of a network structure, affects individual behavior and aggregate welfare. In the unique equilibrium of this Bayesian game, each agent's optimal action depends on a properly defined knowledge index that measures how the aggregation of information helps him to infer higher‐order beliefs about other's information after communication. Adding communication channels is not always beneficial for the organization because it can lead to mis‐coordination. We single out the geometry of interagent communication links that the manager could implement in order to improve the organization's performance.     

The Impact of Information Sharing on Supply Chain Performance under Asymmetric Information

The use of screening contracts is a common approach to solve supply chain coordination problems under asymmetric information. One main assumption in this context is that managers without specific incentives would rather use their private information strategically than reveal it truthfully. This harms supply chain performance. This study investigates the impact of information sharing in a principal‐agent setting that is typical for many supply chain transactions. We conduct a laboratory experiment to test whether information sharing has an influence on supply chain coordination. We find that information sharing within the supply chain has two positive effects. First, information sharing reduces the inefficiencies resulting from information deficits if there is a certain amount of trust in the supply chain. Second, communication can limit out‐of‐equilibrium behavior with a small impact on the firm's own payoff, but a large impact on the supply chain partner. Furthermore, we find that both effects are amplified when communication takes place in an environment that allows the less informed supply chain party to punish or to reward the better informed party. Although our extended mechanisms substantially enhance the poor performance of the theoretically optimal coordination contract menu, we find no mechanism that implements supply chain performance superior to the theoretically predicted second‐best level.     

MORAL HAZARD AND CAPITAL STRUCTURE DYNAMICS

We base a contracting theory for a startup firm on an agency model with observable but nonverifiable effort, and renegotiable contracts. Two essential restrictions on simple contracts are imposed: the entrepreneur must be given limited liability, and the investor's earnings must not decrease in the realized profit of the firm. All message game contracts with pure strategy equilibria (and no third parties) are considered. Within this class of contracts/equilibria, and regardless of who has the renegotiating bargaining power, debt and convertible debt maximize the entrepreneur's incentives to exert effort. These contracts are optimal if the entrepreneur has the bargaining power in renegotiation. If the investor has the bargaining power, the same is true unless debt induces excessive effort. In the latter case, a nondebt simple contract achieves efficiency—the noncontractibility of effort does not lower welfare. Thus, when the noncontractibility of effort matters, our results mirror typical capital structure dynamics: an early use of debt claims, followed by a switch to equity‐like claims. (JEL: D820, L140, O261)     

AMBIVALENT INVESTMENT AND THE HOLD‐UP PROBLEM

In this paper we add to the foundations of incomplete contracting literature. We study the hold‐up problem with ambivalent investment, where investment benefits the investing party if ex post the right decision is undertaken but harms the investing party if the wrong decision is made. In this context, we show that the power of contracts to provide investment incentives depends on three factors: the commitment value of contracts, the amount of quasirents that the investing party can expect in the case of out‐of‐contract renegotiation, and the degree of ambivalence of investment. First, contracts provide first‐best investment incentives when parties can commit to a contract regardless of the type of investment. Second, with sufficiently ambivalent investment, if parties cannot commit not to renegotiate a contract and if the investing party's bargaining power is intermediate, contracts cannot improve investment incentives above those provided by no contract. In contrast, a simple buyer or seller option contract is optimal when the investing party's bargaining power is extreme. (JEL: D23, K12, L22)     

Direct and Indirect Links Between Organizational Work–Home Culture and Employee Well‐being

The extent to which an organization's culture exhibits support for its employees' efforts to balance work and personal responsibilities has been shown to influence a number of work‐ and home‐related outcomes. This study tests a model with a mix of mediated and moderated relationships to investigate direct and indirect routes by which work–home culture may affect employee well‐being. Sex differences in these relationships are also explored. Data collected from public sector employees in the UK indicate that a supportive work–home culture is significantly associated with lower levels of psychosomatic strain among employees. For women, this relationship is mediated by reduced levels of work–home interference. Different types of support demonstrate different effects for men and for women: managerial support has a more beneficial impact on women's well‐being, and organizational time demands have a more detrimental impact on men's well‐being. Recommendations for managers to boost employee well‐being include shifting the focus away from presenteeism and toward work outputs in order to reduce gender stereotypes and improve attitudes toward those using flexible work practices and family‐friendly initiatives, incorporating work–home supportiveness into the managerial performance appraisal process, and compensating or otherwise recognizing employees taking on absent colleagues' workloads.     

Risk Assessment Can Be a Game‐Changing Information Technology—But Too Often It Isn't

The printing press was a game‐changing information technology. Risk assessment could be also. At present, risk assessments are commonly used as one‐time decision aids: they provide justification for a particular decision, and afterwards usually sit on a shelf. However, when viewed as information technologies, their potential uses are much broader. Risk assessments: (1) are repositories of structured information and a medium for communication; (2) embody evaluative structures for setting priorities; (3) can preserve information over time and permit asynchronous communication, thus encouraging learning and adaptation; and (4) explicitly address uncertain futures. Moreover, because of their “what‐if” capabilities, risk assessments can serve as a platform for constructive discussion among parties that hold different values. The evolution of risk assessment in the nuclear industry shows how such attributes have been used to lower core‐melt risks substantially through improved templates for maintenance and more effective coordination with regulators (although risk assessment has been less commonly used in improving emergency‐response capabilities). The end result of this evolution in the nuclear industry has been the development of “living” risk assessments that are updated more or less in real time to answer even routine operational questions. Similar but untapped opportunities abound for the use of living risk assessments to reduce risks in small operational decisions as well as large policy decisions in other areas of hazard management. They can also help improve understanding of and communication about risks, and future risk assessment and management. Realization of these opportunities will require significant changes in incentives and active promotion by the risk analytic community.     

Agency Problems and Airport Security: Quantitative and Qualitative Evidence on the Impact of Security Training

We analyze the issue of agency costs in aviation security by combining results from a quantitative economic model with a qualitative study based on semi‐structured interviews. Our model extends previous principal‐agent models by combining the traditional fixed and varying monetary responses to physical and cognitive effort with nonmonetary welfare and potentially transferable value of employees' own human capital. To provide empirical evidence for the tradeoffs identified in the quantitative model, we have undertaken an extensive interview process with regulators, airport managers, security personnel, and those tasked with training security personnel from an airport operating in a relatively high‐risk state, Turkey. Our results indicate that the effectiveness of additional training depends on the mix of “transferable skills” and “emotional” buy‐in of the security agents. Principals need to identify on which side of a critical tipping point their agents are to ensure that additional training, with attached expectations of the burden of work, aligns the incentives of employees with the principals' own objectives.     

Pay‐Back‐Revenue‐Sharing Contract in Coordinating Supply Chains with Random Yield

We consider coordination issues in supply chains where supplier's production process is subject to random yield losses. For a simple supply chain with a single supplier and retailer facing deterministic demand, a pay back contract which has the retailer paying a discount price for the supplier's excess units can provide the right incentive for the supplier to increase his production size and achieve coordination. Building upon this result, we consider coordination issues for two other supply chains: one with competing retailers, the other with stochastic demand. When retailers compete for both demand and supply, they tend to over‐order. We show that a combination of a pay back and revenue sharing mechanism can coordinate the supply chain, with the pay back mechanism correcting the supplier's under‐producing problem and the revenue sharing mechanism correcting the retailers' over‐ordering problem. When demand is stochastic, we consider a modified pay‐back‐revenue‐sharing contract under which the retailer agrees to not only purchase the supplier's excess output (beyond the retailer's order), but also share with the supplier a portion of the revenue made from the sales of the excess output. We show that this contract, by giving the supplier additional incentives in the form of revenue share, can achieve coordination.     

Optimal Coordination in Distributed Software Development

The construction of a software system requires not only individual coding effort from team members to realize the various functionalities, but also adequate team coordination to integrate the developed code into a consistent, efficient, and bug‐free system. On the one hand, continuous coding without adequate coordination can cause serious system inconsistencies and faults that may subsequently require significant corrective effort. On the other hand, frequent integrations can be disruptive to the team and delay development progress. This tradeoff motivates the need for a good coordination policy. Both the complexity and the importance of coordination is accentuated in distributed software development (DSD), where a software project is developed by multiple, geographically‐distributed sub‐teams. The need for coordination in DSD exists both within one sub‐team and across different sub‐teams. The latter type of coordination involves communication across spatial boundaries (different locations) and possibly temporal boundaries (different time zones), and is a major challenge that DSD faces. In this study, we model both inter‐ and intra‐sub‐team coordination in DSD based on the characteristics of the systems being developed by the sub‐teams, the deadline for completion, and the nature of division adopted by the sub‐teams with respect to development and integration activities. Our analysis of optimal coordination policies in DSD shows that integration activities by one sub‐team not only benefit that sub‐team (as is the case in co‐located development) but can also help the other sub‐teams by providing greater visibility, thereby resulting in a higher integration frequency relative to co‐located development. Analytical results are presented to demonstrate how the characteristics of the projects and the sub‐teams, and the efficiency of communication across the sub‐teams, affect coordination and productivity. We also investigate the pros and cons of using specialized integration sub‐teams and find that their advantage decreases as the project schedule becomes tighter. Decentralized decisions and asymmetric subsystems are also discussed.     

Incentives in a Stage‐Gate Process

Many large organizations use a stage‐gate process to manage new product development projects. In a typical stage‐gate process project managers learn about potential ideas from research and exert effort in development while senior executives make intervening go/no‐go decisions. This decentralized decision making results in an agency problem because the idea quality in early stages is unknown to the executive and the project manager must exert unobservable development effort in later stages. In light of these challenges, how should the firm structure incentives to ensure that project managers reveal relevant information and invest the appropriate effort to create value? In this study, we develop a model of adverse selection in research and moral hazard in development with a go/no‐go decision at the intervening gate. Our results show that the principal's uncertainty regarding early‐stage idea quality—a term we refer to as idea risk—alters the effect of late‐stage development risk. The presence of idea risk can alter the incentives offered to the agent and may lead the principal to reject projects that otherwise seem favorable in terms of positive net present value. A simulation of early‐stage ideas, found through search on a complex landscape, shows that the firm can mitigate the negative effects of idea risk by encouraging breadth of search and high tolerance for failure.     

ON‐THE‐JOB SEARCH AND MORAL HAZARD

We analyze the interaction between intertemporal incentive contracts and search frictions associated with on‐the‐job search. In our model, agency problems call for wage contracts with deferred compensation. At the same time workers do on‐the‐job search. Deferred compensation improves workers' incentives to exert effort but distorts their on‐the‐job search decisions. We show that deferred compensation is less attractive when the value to the worker–firm pair of on‐the‐job search is high. Moreover, the interplay between search frictions and wage contracts creates feedback effects. If firms in equilibrium use contracts with deferred compensation, fewer firms with vacancies enter the on‐the‐job search market, and this in turn reduces the distortions created by deferred compensation. These feedback effects between the incentive contracts used and the activity level in the search markets can lead to multiple equilibria: a low‐turnover equilibrium where firms use deferred compensation, and a high‐turnover equilibrium where they do not. Furthermore, the model predicts that firms are more likely to use deferred compensation when search frictions are high and when the gains from on‐the‐job search are small.     

Coordinating a Supply Chain System with Retailers Under Both Price and Inventory Competition

We investigate a supply chain system with a common supplier selling to downstream retailers who are engaged in both price and inventory competition. We establish the existence and uniqueness of the pure‐strategy Nash equilibrium for the retailer game and study how a supplier can coordinate the system to achieve the best performance. Our main conclusions are as follows: First, a buyback contract can be used to coordinate retailers competing on both price and inventory in a sense that optimal retail prices and inventory levels arise as the Pareto‐dominant equilibrium. With symmetric retailers, the system optimum arises as the unique symmetric equilibrium. Second, the particular type of competition experienced by retailers (price versus inventory competition) affects the characteristics of the contract. Specifically, strong price competition leads to a coordination mechanism with a positive buyback rate, where the supplier subsidizes retailers for leftover inventories; however, strong inventory competition leads to a negative buyback rate, where retailers are punished for overstocking. Using a linear expected demand function, we further explore the impact of system parameters on the coordination contract and the competitive equilibrium. We also find that the performance of the supplier's optimal contract is asymptotic to the system optimal coordination contract as competition becomes fierce.     

基于产品安全责任的供应链激励与竞争策略

从产品安全责任入手，基于批发价格合同，运用博弈论的基本思想，对四种情景中供应链的均衡进行分析："非竞争与非激励协调"、"非竞争与激励协调"、"竞争与非激励协调"和"竞争与激励协调"。结果显示：适度的批发价格合同激励协调措施能够提升制造商履行产品安全责任水平、市场需求量、供应链及其各成员的期望收益，但过度激励会降低市场需求量与分销商的期望收益，进而阻滞供应链总期望收益的增加；竞争将降低市场需求量、供应链及其各成员的期望收益；低度激励时竞争将降低制造商履行产品安全责任水平，高度激励时竞争将提升制造商履行产品安全责任水平；供应链采用批发价格合同激励协调机制能够增强其对外部的竞争能力，但过度竞争将降低制造商履行产品安全责任水平，进而对供应链及其各成员的利益造成损害。研究成果对供应链的产品安全责任管理实践有重要的指导意义。     

Who benefits from benefits? Empirical research on tangible incentives

Although a broad field of literature on incentive theory exists, economic research on employer-provided tangible goods (hereafter called benefits) is still in its infancy. The empirical study by Oyer (Res Labor Econ 28:429–467, 2008) is one of few exceptions focusing empirically on the dispersion of tangible incentives. In our study, we test some of his findings by drawing on a German data set. We use two waves of the German Socio-Economic Panel data (2006, 2008) to analyze the occurrence of benefits and their effects on employees’ satisfaction. Our results provide evidence for economic as well as psychological explanations. Looking at differences in firms’ and employees’ characteristics we find that cost efficiency concerns, the purpose to signal good working conditions and the aim to ease employees’ effort costs are evident reasons to provide benefits. Furthermore, analyzing the impact of tangible and monetary incentives on satisfaction and employees’ feeling of being acknowledged by employers, we find different motivational effects. Our results support the psychological explanation that benefits are evaluated separately from other monetary wage components and are more likely to express employers’ concern for their employees and recognition of their performance.     

Organizational Identification During a Merger: Determinants of Employees' Expected Identification With the New Organization*

In order to investigate the development of organizational identification during a merger, a quasi‐experimental case study was conducted on a pending merger of police organizations. The research was conducted among employees who would be directly involved in the merger and among indirectly involved employees. In contrast to earlier studies, organizational identification was measured as the expected identification prior to the merger. Five determinants were used to explain the employees' expected identification: (a) identification with the pre‐merger organization, (b) sense of continuity, (c) expected utility of the merger, (d) communication climate before the merger and (e) communication about the merger. The five determinants appeared to explain a considerable proportion of the variance of expected organizational identification. Results suggest that in order to obtain a strong identification with the soon‐to‐be‐merged organization, managers should pay extra attention to current departments with weaker social bonds as these are expected to identify the least with the new organization. The role of the communication variables differed between the two employee groups: communication about the merger only contributed to the organizational identification of directly involved employees; and communication climate only affected the identification of indirectly involved employees.     

Optimal Quantity Discount Design with Limited Information Sharing*

In this article we address the optimal quantity discount design problem of a supplier in a two‐stage supply chain where the supplier and the buyer share annual demand information only. The supply chain faces a constant deterministic demand that is not price sensitive and operates with fixed setup costs in both stages. We show that the supplier can actually moderate a cost‐minimizing buyer to order in quantities different than the buyer's optimal order quantity in the traditional setting and develop a multi‐breakpoint quantity discount scheme that maximizes supplier's expected net savings. The proposed multi‐breakpoint discount scheme can be easily computed from the available information and, while also maximizing the supplier's net savings, is very effective in achieving high levels of supply chain coordination efficiency in the presence of limited information.     

COMMUNICATION,COORDINATION, AND NETWORKS

We study experimentally the role of the network structure of pre‐play communication in determination of outcome and behavior in a multiplayer coordination game with conflicting preferences. We explore the trade‐off between the efficiency and equity of coordination outcomes and its link to the network structure of communication. Our results show substantial variations in both efficiency and equity of coordination outcomes across networks. While, as expected, increasing the length of communication improves the chance of successful coordination, it also reduces the asymmetry in the distribution of coordinated outcomes. We identify behaviors that explain variations in the distribution of coordinated outcomes both within and across networks. In all treatments, coordination is mostly explained by convergence in communication.     

Games with Imperfectly Observable Actions in Continuous Time

This paper investigates a new class of two‐player games in continuous time, in which the players' observations of each other's actions are distorted by Brownian motions. These games are analogous to repeated games with imperfect monitoring in which the players take actions frequently. Using a differential equation, we find the set ℰ(r) of payoff pairs achievable by all public perfect equilibria of the continuous‐time game, where r is the discount rate. The same differential equation allows us to find public perfect equilibria that achieve any value pair on the boundary of the set ℰ(r). These public perfect equilibria are based on a pair of continuation values as a state variable, which moves along the boundary of ℰ(r) during the course of the game. In order to give players incentives to take actions that are not static best responses, the pair of continuation values is stochastically driven by the players' observations of each other's actions along the boundary of the set ℰ(r).     

Improving the Milk Supply Chain in Developing Countries: Analysis,Insights, and Recommendations

Quality issues in milk—arising primarily from deliberate adulteration by producers—have been reported in several developing countries. In the milk supply chain, a station buys raw milk from a number of producers, mixes the milk and sells it to a firm (that then sells the processed milk to end consumers). We study a non‐cooperative game between a station and a population of producers. Apart from penalties on proven low‐quality producers, two types of incentives are analyzed: confessor rewards for low‐quality producers who confess and quality rewards for producers of high‐quality milk. Contrary to our expectations, whereas (small) confessor rewards can help increase both the quality of milk and the station's profit, quality rewards can be detrimental. We examine two structures based on the ordering of individual and mixed testing of milk: pre‐mixed individual testing (first test a fraction of producers individually and then [possibly] perform a mixed test on the remaining producers) and post‐mixed individual testing (first test the mixed milk from all producers and then test a fraction of producers individually). Whereas pre‐mixed individual testing can be socially harmful, a combination of post‐mixed individual testing and other incentives achieves a desirable outcome: all producers supply high‐quality milk with only one mixed test and no further testing by the station.