| Working Paper |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| All Hat and No Cattle? ESG Incentives in Executive Compensation |
1 |
1 |
1 |
8 |
6 |
17 |
25 |
33 |
| All Hat and No Cattle? ESG Incentives in Executive Compensation |
1 |
2 |
3 |
5 |
7 |
16 |
22 |
28 |
| All Hat and No Cattle? ESG Incentives in Executive Compensation |
0 |
0 |
0 |
0 |
4 |
10 |
17 |
20 |
| Bank Bonus Pay as a Risk Sharing Contract |
0 |
0 |
1 |
27 |
0 |
7 |
9 |
99 |
| Bank Bonus Pay as a Risk Sharing Contract |
0 |
0 |
0 |
0 |
0 |
3 |
5 |
14 |
| Bank Bonus Pay as a Risk Sharing Contract |
0 |
1 |
1 |
13 |
1 |
9 |
16 |
57 |
| Bank Bonus Pay as a Risk Sharing Contract |
0 |
1 |
1 |
25 |
1 |
7 |
15 |
64 |
| Differentiation and Performance: An Empirical Investigation on the Incentive Effects of Bonus Plans |
0 |
0 |
1 |
70 |
0 |
15 |
23 |
256 |
| Employee Identification and Wages: On the Economics of 'Affective Commitment' |
0 |
0 |
0 |
20 |
4 |
8 |
13 |
75 |
| Helping and Antisocial Behavior in the Workplace |
0 |
0 |
1 |
5 |
2 |
6 |
10 |
31 |
| Helping and Antisocial Behavior in the Workplace |
0 |
0 |
0 |
3 |
1 |
9 |
18 |
28 |
| Helping and Antisocial Behavior in the Workplace |
0 |
0 |
0 |
0 |
0 |
5 |
9 |
16 |
| Improving the Availability of Unrelated Stem Cell Donors: Evidence from a Major Donor Registry |
0 |
0 |
0 |
2 |
0 |
5 |
7 |
28 |
| Improving the Availability of Unrelated Stem Cell Donors: Evidence from a Major Donor Registry |
0 |
0 |
0 |
3 |
1 |
7 |
11 |
23 |
| Incentive Pay and Bank Risk-Taking: Evidence from Austrian, German, and Swiss Banks |
0 |
0 |
0 |
32 |
2 |
4 |
7 |
57 |
| Incentive Pay and Bank Risk-Taking: Evidence from Austrian, German, and Swiss Banks |
0 |
0 |
0 |
16 |
4 |
13 |
18 |
128 |
| Incentive Pay and Bank Risk-Taking: Evidence from Austrian, German, and Swiss Banks |
0 |
1 |
1 |
39 |
2 |
13 |
15 |
191 |
| Incentive Pay and Bank Risk-Taking:Evidence from Austrian, German, and Swiss Banks |
0 |
0 |
0 |
15 |
0 |
4 |
8 |
106 |
| LPP - Linked Personnel Panel: quality of work and economic success: longitudinal study in German establishments (data collection on the first wave) |
0 |
0 |
0 |
0 |
1 |
2 |
6 |
19 |
| Measuring the use of human resources practices and employee attitudes: The linked personnel panel |
0 |
0 |
0 |
16 |
0 |
2 |
4 |
94 |
| Measuring the use of human resources practices and employee attitudes: the linked personnel panel |
0 |
0 |
0 |
38 |
2 |
9 |
16 |
126 |
| Paying Gig Workers |
0 |
0 |
0 |
45 |
0 |
9 |
15 |
118 |
| Paying Gig Workers - Evidence from a Field Experiment |
0 |
0 |
2 |
46 |
1 |
7 |
13 |
65 |
| Paying Gig Workers – Evidence from a Field Experiment |
0 |
0 |
0 |
33 |
1 |
5 |
12 |
85 |
| Performance Appraisals and Job Satisfaction |
0 |
1 |
2 |
370 |
1 |
8 |
19 |
1,324 |
| Performance Management in deutschen Betrieben: Leistungsorientierung lohnt sich - aber nur mit kollektiven Zielen (Performance management pays off - but only with collective goals) |
0 |
1 |
5 |
5 |
4 |
13 |
27 |
27 |
| Recruitment strategies and match quality - New evidence from representative linked employer-employee data |
0 |
1 |
5 |
46 |
2 |
9 |
20 |
101 |
| Risk Managers in Banks |
0 |
0 |
0 |
1 |
1 |
3 |
4 |
5 |
| Risk Managers in Banks |
0 |
0 |
0 |
0 |
2 |
3 |
5 |
21 |
| The Complementary Use of Experiments and Field Data to Evaluate Management Practices: The Case of Subjective Performance Evaluations |
0 |
0 |
1 |
29 |
1 |
5 |
14 |
118 |
| The effect of appraisal interviews and target agreements on employee effort - New evidence using representative data |
0 |
1 |
1 |
20 |
0 |
8 |
18 |
54 |
| The role of preferences, attitudes, and personality traits in labor market matching |
0 |
1 |
1 |
29 |
0 |
6 |
10 |
61 |
| Wage Premia for Newly Hired Employees: Theory and Evidence |
0 |
0 |
0 |
24 |
1 |
6 |
9 |
98 |
| Total Working Papers |
2 |
11 |
27 |
985 |
52 |
253 |
440 |
3,570 |
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