Pay Transparency Under Subjective Performance Evaluation

Efficiency Wages and Subjective Performance Pay

This paper studies optimal relational contracts in motivating workers in a market setting. We find that labor markets with higher turnover costs will use more subjective performance pay and less efficiency wages and that in those markets, the total wage payment is lower and the equilibrium employment level is higher. Surprisingly, under certain conditions, an increase in turnover costs leads to...

Personnel psychology: performance evaluation and pay for performance.

Although there is a voluminous psychological literature on performance evaluation (PE), surprisingly little of this research examines the consequences of linking pay to evaluated performance in work settings. Rather, PE research has been dominated by cognitive processing, measurement, and construct validity issues. At the same time, a large literature on pay-for-performance (PFP) linkages does ...

The Business Case for Joint Evaluation and Pay-for-performance

Subjective and Objective Speech Quality Evaluation under Bursty Losses

In VoIP applications, packet loss is a major source of speech impairment. Such a loss normally occures in bursts, rather than at random. In this paper, we report an investigation on how subjects perceive bursty losses and how current objective measurement methods, such as PSQM, MNB, EMBSD, and in particular, the latest ITU standard, PESQ correlate with subjective test results under burst loss c...

Comparative performance evaluation under uncertainty

In this article CCPR, a multidimensional framework for comparative performance evaluation is proposed, which is elaborated and illustrated through a real-life case. A particular feature of the approach is that it takes account of and corrects for the influence of risks, which are beyond the control of the decision maker. Here risk is seen as a multidimensional measure; it is expressed by means ...