Milkovich, G.T., and A.K. Wigdor, Pay for Performance : Evaluating Performance Appraisal and Merit Pay

Self-rated performance and pay satisfaction, merit increase satisfaction, and instrumentality beliefs in a merit pay environment

The relationship of self-rated performance to pay level satisfac tion, merit increase satisfaction, and instrumentality beliefs in a merit pay envi ronment is investigated. Self-rated performance exhibited a significant negative relationship with all three variables beyond that accounted for by control vari ables. Implications and suggestions for future research are discussed. Merit pay program...

Pay For Performance and Beyond

In this lecture, I will talk about my work on incentive contracts, especially incentives related to moral hazard. I will provide a narrative of my intellectual journey from models narrowly focused on pay for performance to models that see the scope of the incentive problem in much broader terms featuring multitasking employees and rms making extensive use of non nancial instruments in designing...

Pay for performance.

Pay-for-Performance Initiatives

BACKGROUND: Improving the quality of care provided to beneficiaries while reining in costs, is a key goal for Medicare programs. The emerging payfor-performance (P4P) movement is a reimbursement strategy that provides incentives to improve the overall quality care provided to patients, which can lead to improved clinical outcomes and reduced health care utilization and costs. OBJECTIVE: To revi...

Pay and Non-pay Incentives, Performance and Motivation

This paper provides an overview of evidence of the effects of incentives on the performance and motivation of independent health professionals and health workers. Incentives are viewed in the context of objectives held by paying agencies or employers. The review defines the nature of economic incentives and of non-financial incentives. Particular attention is paid to the need for developing cou...