This study aims to determine the effect of transformational leadership and work environment on employee job satisfaction. Data was collected through questionnaires with a sample of 100 respondents who are employees of the Ministry of Industry of the Republic of Indonesia, Directorate General of Metal, Machinery, Transportation Equipment, and Electronics (ILMATE) Industries. The technique used to analyze the research data is by using multiple linear regression analysis. Based on the results of calculations and analysis of existing research data, it shows that. (1) transformational leadership has a positive and significant effect on employee job satisfaction, (2) work environment has a positive and significant effect on employee job satisfaction, (3) transformational leadership and work environment has a positive and significant effect on employee job satisfaction.
{"title":"The Effect of Transformational Leadership and the Work Environment on Employee Satisfaction","authors":"Afifah Tuzzakiyah, Dinda Damayanti Fitri, Muthi Rahmawati, Reza Hakiki, Dra. RR. Ponco Dewi Karyaningsih, M.M","doi":"10.2139/ssrn.3875971","DOIUrl":"https://doi.org/10.2139/ssrn.3875971","url":null,"abstract":"This study aims to determine the effect of transformational leadership and work environment on employee job satisfaction. Data was collected through questionnaires with a sample of 100 respondents who are employees of the Ministry of Industry of the Republic of Indonesia, Directorate General of Metal, Machinery, Transportation Equipment, and Electronics (ILMATE) Industries. The technique used to analyze the research data is by using multiple linear regression analysis. Based on the results of calculations and analysis of existing research data, it shows that. (1) transformational leadership has a positive and significant effect on employee job satisfaction, (2) work environment has a positive and significant effect on employee job satisfaction, (3) transformational leadership and work environment has a positive and significant effect on employee job satisfaction.","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"88 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121175779","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
New workers often compare themselves to their high-achieving senior coworkers, but they often do so without knowing how senior workers performed in the early stages of their careers. This upward social comparison under incomplete information can have adverse effects on new workers’ well-being and employee turnover. We study whether providing performance trajectory information to new workers mitigates the negative consequences of performance comparison. In a large-scale randomized control trial at a leading multinational spa chain in China, we sent workers twice-weekly messages on the performance trajectories of their high-performing senior coworkers. This information treatment reduces the attrition rate of new workers by 12%, and the effect is most pronounced for the more productive workers. The lower attrition rate is mostly driven by an improvement in new workers’ stress levels and mental health due to the lowering of their beliefs about senior coworkers’ past performance. Overall, this study demonstrates that showing junior workers the “Curricula Vitae” of senior workers mitigates social comparison costs within firms.
{"title":"Social Comparison and the Value of Performance Trajectory Information: A Field Experiment in the Workplace","authors":"Hugh Xiaolong Wu, Yucheng Liang, Shannon X. Liu","doi":"10.2139/ssrn.3837702","DOIUrl":"https://doi.org/10.2139/ssrn.3837702","url":null,"abstract":"New workers often compare themselves to their high-achieving senior coworkers, but they often do so without knowing how senior workers performed in the early stages of their careers. This upward social comparison under incomplete information can have adverse effects on new workers’ well-being and employee turnover. We study whether providing performance trajectory information to new workers mitigates the negative consequences of performance comparison. In a large-scale randomized control trial at a leading multinational spa chain in China, we sent workers twice-weekly messages on the performance trajectories of their high-performing senior coworkers. This information treatment reduces the attrition rate of new workers by 12%, and the effect is most pronounced for the more productive workers. The lower attrition rate is mostly driven by an improvement in new workers’ stress levels and mental health due to the lowering of their beliefs about senior coworkers’ past performance. Overall, this study demonstrates that showing junior workers the “Curricula Vitae” of senior workers mitigates social comparison costs within firms.","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"55 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-04-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124360206","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research objectives: This study aims to determine whether there is an influence between compensation, work motives and work environment on employee performance at PT. Torabika Eka Semesta Tangerang. The research method used is quantitative, when viewed from the level of explanation, this is an associative study with a casual relationship model. The population in this study were employees of PT. Torabika Eka Semesta, amounting to 100 respondents. The sampling technique used is the Probability Sampling method with simple random sampling technique, namely taking members and the population is done randomly without paying attention to the strata in the population. The data analysis technique used SPSS 22.0 (2013) software using multiple regression model parameter estimates and hypothesis testing was carried out by using the t test. The results show that the variable that has a major influence on employee performance is the work environment. Meanwhile, the variable that has a low influence on employee performance is compensation.
{"title":"The Effect of Compensation, Motivation and the Work Environment on Employee Performance (Pt Torabika Eka Semesta Tangerang)","authors":"Reza Hakiki, Osly Usman","doi":"10.2139/ssrn.3768115","DOIUrl":"https://doi.org/10.2139/ssrn.3768115","url":null,"abstract":"Research objectives: This study aims to determine whether there is an influence between compensation, work motives and work environment on employee performance at PT. Torabika Eka Semesta Tangerang. The research method used is quantitative, when viewed from the level of explanation, this is an associative study with a casual relationship model. The population in this study were employees of PT. Torabika Eka Semesta, amounting to 100 respondents. The sampling technique used is the Probability Sampling method with simple random sampling technique, namely taking members and the population is done randomly without paying attention to the strata in the population. The data analysis technique used SPSS 22.0 (2013) software using multiple regression model parameter estimates and hypothesis testing was carried out by using the t test. The results show that the variable that has a major influence on employee performance is the work environment. Meanwhile, the variable that has a low influence on employee performance is compensation.","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"83 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126301549","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Ronald Prawira, Cindy Viola, Inka Aprilia, Shinta Sekar
One important thing in sustaining employee performance is motivation. This makes researchers interested in doing research. This research is intended to analyze the motivating impact that workers are having on their performance. The study includes a qualitative type of descriptive research by using the library search method of reviving and reanalyzing previous studies related to the effects of motivation on employee performance. The data used by researchers was obtained from the literature a study journal from the 2015-2020 associated with this study. Through analysis it may be known that there is an influence between work motivation and employee performance.
{"title":"Literature Study: The Effect of Work Motivation on Employee Performance","authors":"Ronald Prawira, Cindy Viola, Inka Aprilia, Shinta Sekar","doi":"10.2139/ssrn.3766255","DOIUrl":"https://doi.org/10.2139/ssrn.3766255","url":null,"abstract":"One important thing in sustaining employee performance is motivation. This makes researchers interested in doing research. This research is intended to analyze the motivating impact that workers are having on their performance. The study includes a qualitative type of descriptive research by using the library search method of reviving and reanalyzing previous studies related to the effects of motivation on employee performance. The data used by researchers was obtained from the literature a study journal from the 2015-2020 associated with this study. Through analysis it may be known that there is an influence between work motivation and employee performance.","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"94 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-01-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115891081","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-31DOI: 10.29393/ran6-7qhsa30007
S. Araya-Pizarro, Luperfina Eloisa Rojas Escobar, Carlos Varas Madrid
The study explores the determining attributes of job happiness in millennial workers generation of the north of Chile (Region of Coquimbo) a workforce marked by the irruption of information and communication technologies. Through the application of a multi-attribute compositional model, it is observed that interpersonal relationships with the boss and co-workers are determining factors, even more relevant (as a whole) than monetary and non-monetary remuneration. Also, there are significant differences in the valuation assigned to the types of remuneration according to gender. The need to innovate in motivational policies and corporate remuneration systems is emphasized in response to declared preferences.
{"title":"¿Qué hace feliz a los millennials en el trabajo? Evidencias desde el sector del entretenimiento en el norte de Chile (What Makes Millennials Happy at Work? Evidence from the Entertainment Sector in Northern Chile)","authors":"S. Araya-Pizarro, Luperfina Eloisa Rojas Escobar, Carlos Varas Madrid","doi":"10.29393/ran6-7qhsa30007","DOIUrl":"https://doi.org/10.29393/ran6-7qhsa30007","url":null,"abstract":"The study explores the determining attributes of job happiness in millennial workers generation of the north of Chile (Region of Coquimbo) a workforce marked by the irruption of information and communication technologies. Through the application of a multi-attribute compositional model, it is observed that interpersonal relationships with the boss and co-workers are determining factors, even more relevant (as a whole) than monetary and non-monetary remuneration. Also, there are significant differences in the valuation assigned to the types of remuneration according to gender. The need to innovate in motivational policies and corporate remuneration systems is emphasized in response to declared preferences.","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"20 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130522119","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper examines whether, when, and why job seekers use firms’ financial information in the job search process. We find first evidence of financial information’s relevance to job seekers by documenting a substantial increase in job search activity around earnings announcements in the spirit of Beaver (1968). We also find that financial information acquisition by job seekers is positively related to both job postings and interviews at the firm-county-month level. Spurred by this finding, we develop a theoretical model of job search paired with firms’ heterogeneous earnings to better understand job seeker’s information acquisition behavior. Our model predicts that job seekers trade off the probability of an offer with the value of the employment contract and intensify information acquisition as the number of available positions shrinks relative to the pool of job seekers. Consistent with these predictions, we find that firm performance is positively correlated with both job seekers’ search activities and employers’ posted wages. We also find that the positive association between financial information acquisition and interviews is stronger when the job market is more competitive. Overall, these results indicate that, like capital market participants, job seekers value and use financial reporting.
{"title":"Job Search with Financial Information: Theory and Evidence","authors":"Bong-Geun Choi, J. Choi, Sarat Malik","doi":"10.2139/ssrn.3744498","DOIUrl":"https://doi.org/10.2139/ssrn.3744498","url":null,"abstract":"This paper examines whether, when, and why job seekers use firms’ financial information in the job search process. We find first evidence of financial information’s relevance to job seekers by documenting a substantial increase in job search activity around earnings announcements in the spirit of Beaver (1968). We also find that financial information acquisition by job seekers is positively related to both job postings and interviews at the firm-county-month level. Spurred by this finding, we develop a theoretical model of job search paired with firms’ heterogeneous earnings to better understand job seeker’s information acquisition behavior. Our model predicts that job seekers trade off the probability of an offer with the value of the employment contract and intensify information acquisition as the number of available positions shrinks relative to the pool of job seekers. Consistent with these predictions, we find that firm performance is positively correlated with both job seekers’ search activities and employers’ posted wages. We also find that the positive association between financial information acquisition and interviews is stronger when the job market is more competitive. Overall, these results indicate that, like capital market participants, job seekers value and use financial reporting.","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"74 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127368957","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
I present a model in which (1) a more talent-demanding task increases both rewards for high talent and the penalty for low talent due to a greater fixed cost of production, and (2) individual talent is task-specific and talent updates occur only for tasks near the attempted task, which implies a task-sequence problem in which the initial task constrains subsequent task choices. Rising talent rewards and penalty stemming from a rising scale economy motivate young workers to choose a more talent-demanding task, raise the failure rate (i.e., the probability of the updated talent being lower than the exit threshold), and concentrate income gains in a diminishing fraction of high-talent workers. Rising talent rewards and penalty also increase the share of young workers subject to binding minimum current-income constraints, thus increasing the dispersion of tasks among young workers. The model sheds light on the rising stratification of careers among young workers and the rising polarization of the residual labor income distribution (i.e., the labor income distribution controlling for observable worker characteristics such as education and age).
{"title":"Talent Rewards, Talent Uncertainty, and Career Tracks","authors":"Byeongju Jeong","doi":"10.2139/ssrn.3702272","DOIUrl":"https://doi.org/10.2139/ssrn.3702272","url":null,"abstract":"I present a model in which (1) a more talent-demanding task increases both rewards for high talent and the penalty for low talent due to a greater fixed cost of production, and (2) individual talent is task-specific and talent updates occur only for tasks near the attempted task, which implies a task-sequence problem in which the initial task constrains subsequent task choices. Rising talent rewards and penalty stemming from a rising scale economy motivate young workers to choose a more talent-demanding task, raise the failure rate (i.e., the probability of the updated talent being lower than the exit threshold), and concentrate income gains in a diminishing fraction of high-talent workers. Rising talent rewards and penalty also increase the share of young workers subject to binding minimum current-income constraints, thus increasing the dispersion of tasks among young workers. The model sheds light on the rising stratification of careers among young workers and the rising polarization of the residual labor income distribution (i.e., the labor income distribution controlling for observable worker characteristics such as education and age).","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128162047","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Katlijn Haesebrouck, Alexandra G. H. L. Van den Abbeele, Michael G. Williamson
Abstract We examine whether knowledge sharing can enhance the efficacy of implicit, trust-based incentives. Using a stark laboratory experiment, we find support for theory suggesting that individuals believe that their knowledge is an important part of their identity, making it costly to share, but facilitating greater trust that recipients of this knowledge will reciprocate with future rewards. Utilizing participants with substantial work experience, results from additional scenario-based experiments demonstrate practical implications of this theory. Collectively, the results from our experiments show that individuals help others less when the help conveys personal knowledge relative to when it does not absent the prospect of rewards, but more when they can expect future rewards (i.e., with implicit incentives). Importantly, knowledge sharing increases the efficacy of implicit incentives more when they are determined by the help recipient relative to someone else (e.g., a supervisor). Collectively, we contribute to a better understanding of incentive systems designed to promote knowledge sharing in practice.
{"title":"Building Trust through Knowledge Sharing: Implications for Incentive System Design","authors":"Katlijn Haesebrouck, Alexandra G. H. L. Van den Abbeele, Michael G. Williamson","doi":"10.2139/ssrn.2648298","DOIUrl":"https://doi.org/10.2139/ssrn.2648298","url":null,"abstract":"Abstract We examine whether knowledge sharing can enhance the efficacy of implicit, trust-based incentives. Using a stark laboratory experiment, we find support for theory suggesting that individuals believe that their knowledge is an important part of their identity, making it costly to share, but facilitating greater trust that recipients of this knowledge will reciprocate with future rewards. Utilizing participants with substantial work experience, results from additional scenario-based experiments demonstrate practical implications of this theory. Collectively, the results from our experiments show that individuals help others less when the help conveys personal knowledge relative to when it does not absent the prospect of rewards, but more when they can expect future rewards (i.e., with implicit incentives). Importantly, knowledge sharing increases the efficacy of implicit incentives more when they are determined by the help recipient relative to someone else (e.g., a supervisor). Collectively, we contribute to a better understanding of incentive systems designed to promote knowledge sharing in practice.","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"160 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114432798","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
German Abstract Seit 2019 gilt eine so genannte „doppelte Haltelinie“, die dafür sorgt, dass das Sicherungsniveau der gesetzlichen Rentenversicherung nicht unter 48% absinken und gleichzeitig der Beitragssatz nicht über 20% ansteigen wird. Diese Haltelinie gilt bis 2025. Anschließend gilt wieder „altes Recht“, nach dem das Sicherungsniveau und Beitragssatz gemäß der Rentenanpassungsformel inklusive des Nachhaltigkeitsfaktors angepasst wird. Letzterer berücksichtigt in der Anpassungsformel den demographischen Wandel, um die Finanzierung der Rentenleistungen nachhaltig und generationengerecht zu sichern. Der demgemäß stark steigende Beitragssatz und das stark fallende Sicherungsniveau widersprechen jedoch dem Wunsch der Bevölkerung nach einer in festen Haltelinien gegossenen Verlässlichkeit. Dieses Papier stellt mögliche Auswege aus diesem Dilemma vor. Sie bestehen aus unterschiedlichen Kombinationen von Haltelinien, nachhaltiger Finanzierung und generationengerechter Aufteilung der demographischen Lasten. Das Papier verwendet das MEA-PENSIM Modell, um die Entwicklung des Sicherungsniveaus, des Beitragssatzes und evtl. zusätzlicher Deckungsbeiträge durch Steuermittel für solche Auswege zu berechnen. Fast keines dieser Alternativmodelle kann Beitragssatz und zusätzliche Bundesmittel langfristig stabilisieren. Dies liegt vor allem daran, dass die finanzielle Lage der Rentenversicherung nach 2030 durch eine zunehmende Differenz zwischen Rentenzugangsalter und Lebenserwartung bestimmt wird. Wir ergänzen daher die Modelle durch eine Anpassung des Rentenzugangsalters an die Lebenserwartung auch nach 2031, wenn die „Rente mit 67“ vollständig eingeführt sein wird. Wir zeigen, dass bis auf die beiden Modelle einer doppelten Haltelinie alle übrigen Modelle einen Beitragssatz von unter 23% einhalten könnten, ohne zusätzliche Bundesmittel zu benötigen.
English Abstract Since 2019, a so-called "double stop line" has been in place to ensure that the statutory replacement rate of the German public pension insurance does not drop below 48% and that the contribution rate does not rise above 20%. This stop line applies until 2025. Subsequently, "old law" applies again, according to which replacement and contribution rates are adjusted in accordance with the pension adjustment formula, including the sustainability factor. The latter takes the demographic change into account in order to secure the financing of pension benefits in a sustainable and generation-appropriate manner. However, the implied increase of the contribution rate and the implied drop in the replacement rate are in conflict with the desire of the population to have “pension security” cast in fixed stop lines. This paper presents possible ways out of this dilemma. They consist of different combinations of stop lines, sustainable financing and a generation-appropriate distribution of the demographic burden. The paper uses the MEA-PENSIM model to calculate the development
{"title":"Lassen sich Haltelinien, finanzielle Nachhaltigkeit und Generationengerechtigkeit miteinander verbinden? (Can Stop Lines, Financial Sustainability and Generational Equity be Combined?)","authors":"A. Börsch-Supan, J. Rausch","doi":"10.2139/ssrn.3580895","DOIUrl":"https://doi.org/10.2139/ssrn.3580895","url":null,"abstract":"<b>German Abstract</b><br>Seit 2019 gilt eine so genannte „doppelte Haltelinie“, die dafür sorgt, dass das Sicherungsniveau der gesetzlichen Rentenversicherung nicht unter 48% absinken und gleichzeitig der Beitragssatz nicht über 20% ansteigen wird. Diese Haltelinie gilt bis 2025. Anschließend gilt wieder „altes Recht“, nach dem das Sicherungsniveau und Beitragssatz gemäß der Rentenanpassungsformel inklusive des Nachhaltigkeitsfaktors angepasst wird. Letzterer berücksichtigt in der Anpassungsformel den demographischen Wandel, um die Finanzierung der Rentenleistungen nachhaltig und generationengerecht zu sichern. Der demgemäß stark steigende Beitragssatz und das stark fallende Sicherungsniveau widersprechen jedoch dem Wunsch der Bevölkerung nach einer in festen Haltelinien gegossenen Verlässlichkeit. Dieses Papier stellt mögliche Auswege aus diesem Dilemma vor. Sie bestehen aus unterschiedlichen Kombinationen von Haltelinien, nachhaltiger Finanzierung und generationengerechter Aufteilung der demographischen Lasten. Das Papier verwendet das MEA-PENSIM Modell, um die Entwicklung des Sicherungsniveaus, des Beitragssatzes und evtl. zusätzlicher Deckungsbeiträge durch Steuermittel für solche Auswege zu berechnen. Fast keines dieser Alternativmodelle kann Beitragssatz und zusätzliche Bundesmittel langfristig stabilisieren. Dies liegt vor allem daran, dass die finanzielle Lage der Rentenversicherung nach 2030 durch eine zunehmende Differenz zwischen Rentenzugangsalter und Lebenserwartung bestimmt wird. Wir ergänzen daher die Modelle durch eine Anpassung des Rentenzugangsalters an die Lebenserwartung auch nach 2031, wenn die „Rente mit 67“ vollständig eingeführt sein wird. Wir zeigen, dass bis auf die beiden Modelle einer doppelten Haltelinie alle übrigen Modelle einen Beitragssatz von unter 23% einhalten könnten, ohne zusätzliche Bundesmittel zu benötigen.<br><br><br><b>English Abstract</b> <br>Since 2019, a so-called \"double stop line\" has been in place to ensure that the statutory replacement rate of the German public pension insurance does not drop below 48% and that the contribution rate does not rise above 20%. This stop line applies until 2025. Subsequently, \"old law\" applies again, according to which replacement and contribution rates are adjusted in accordance with the pension adjustment formula, including the sustainability factor. The latter takes the demographic change into account in order to secure the financing of pension benefits in a sustainable and generation-appropriate manner. However, the implied increase of the contribution rate and the implied drop in the replacement rate are in conflict with the desire of the population to have “pension security” cast in fixed stop lines. This paper presents possible ways out of this dilemma. They consist of different combinations of stop lines, sustainable financing and a generation-appropriate distribution of the demographic burden. The paper uses the MEA-PENSIM model to calculate the development","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"6 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-03-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125104461","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
I use a sharp regression discontinuity design (RDD) to estimate the causal effect of a group performance-pay program in secondary education that is long-lived and universal in nature. The program design ensures internal and external validity, which is rare in studies that rely on RDD. By combining three Chilean administrative datasets into a unique longitudinal data, I can follow all the teachers in the system and four student cohorts. I find evidence consistent with teaching to the test practices and teacher retention efforts. I also find that increasing the bonus does not benefit the students differently. The results have direct policy implications.
{"title":"(Un)Intended Consequences of a Teacher Performance Pay Program","authors":"Joniada Milla","doi":"10.2139/ssrn.3807634","DOIUrl":"https://doi.org/10.2139/ssrn.3807634","url":null,"abstract":"I use a sharp regression discontinuity design (RDD) to estimate the causal effect of a group performance-pay program in secondary education that is long-lived and universal in nature. The program design ensures internal and external validity, which is rare in studies that rely on RDD. By combining three Chilean administrative datasets into a unique longitudinal data, I can follow all the teachers in the system and four student cohorts. I find evidence consistent with teaching to the test practices and teacher retention efforts. I also find that increasing the bonus does not benefit the students differently. The results have direct policy implications.","PeriodicalId":372415,"journal":{"name":"ERN: Employee Motivation & Incentives (Topic)","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131839563","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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