| Working Paper |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| Authority and Incentives in Organizations |
0 |
0 |
1 |
44 |
3 |
3 |
4 |
98 |
| Authority and Incentives in Organizations |
0 |
0 |
0 |
27 |
3 |
6 |
7 |
94 |
| Authority and Incentives in Organizations |
0 |
0 |
0 |
48 |
2 |
4 |
6 |
109 |
| Bad Mergers Revisited: An Incentive Perspective |
0 |
0 |
0 |
23 |
5 |
9 |
13 |
73 |
| Bonus Payments, Hierarchy Levels and Tenure: Theoretical Considerations and Empirical Evidence |
0 |
0 |
0 |
31 |
2 |
6 |
8 |
159 |
| Bonus Pools and the Informativeness Principle |
0 |
0 |
0 |
33 |
1 |
3 |
3 |
129 |
| Competitive Careers as a Way to Mediocracy |
0 |
0 |
0 |
329 |
1 |
2 |
2 |
1,581 |
| Competitive Careers as a Way to Mediocracy |
0 |
0 |
0 |
21 |
0 |
0 |
2 |
139 |
| Delegation and Strategic Compensation in Tournaments |
0 |
0 |
0 |
96 |
0 |
1 |
1 |
577 |
| Doping and Cheating in Contest-Like Situations |
0 |
0 |
0 |
156 |
1 |
3 |
5 |
555 |
| Doping in Contest-Like Situations |
0 |
0 |
0 |
75 |
3 |
5 |
6 |
250 |
| Doping in Contest-Like Situations |
0 |
0 |
0 |
115 |
1 |
6 |
8 |
368 |
| Double-Sided Moral Hazard, Efficiency Wages and Litigation |
0 |
0 |
0 |
47 |
0 |
0 |
1 |
217 |
| Double-Sided Moral Hazard, Efficiency Wages and Litigation |
0 |
0 |
0 |
76 |
0 |
2 |
3 |
480 |
| Emotions and Incentives |
0 |
0 |
0 |
151 |
0 |
0 |
2 |
457 |
| Emotions and Incentives |
0 |
0 |
0 |
122 |
1 |
3 |
6 |
368 |
| Emotions and the Optimality of Unfair Tournaments |
0 |
0 |
1 |
124 |
1 |
3 |
6 |
375 |
| Empowerment and the Dark Side of Delegation |
0 |
0 |
0 |
35 |
3 |
3 |
4 |
98 |
| Externalities in Recruiting |
0 |
0 |
0 |
50 |
0 |
1 |
3 |
215 |
| Externalities in Recruiting |
0 |
0 |
0 |
35 |
0 |
0 |
3 |
127 |
| Fake News |
0 |
0 |
1 |
59 |
0 |
2 |
6 |
126 |
| Firm Size, Economic Situation and Influence Activities |
0 |
0 |
0 |
48 |
1 |
2 |
4 |
320 |
| Firm Size, Economic Situation and Influence Activities |
0 |
0 |
0 |
37 |
2 |
7 |
7 |
183 |
| Firm Size, Economic Situation and Influence Activities |
0 |
0 |
0 |
28 |
0 |
0 |
1 |
177 |
| Information and Communication Technology, Hierarchy, and Job Design |
0 |
0 |
0 |
25 |
0 |
3 |
6 |
40 |
| Information and Communication Technology, Hierarchy, and Job Design |
0 |
0 |
0 |
19 |
0 |
5 |
10 |
56 |
| Internal Rent Seeking, Works Councils, and Optimal Establishment Size |
0 |
0 |
2 |
14 |
0 |
3 |
7 |
92 |
| Limited Liability and the Risk-Incentive Relationship |
0 |
0 |
0 |
62 |
3 |
4 |
5 |
297 |
| Limited Liability and the Risk-Incentive Relationship |
0 |
0 |
0 |
21 |
0 |
3 |
3 |
99 |
| Limited Liability and the Trade-off between Risk and Incentives |
0 |
0 |
1 |
43 |
4 |
12 |
14 |
207 |
| Limited Liability and the Trade-off between Risk and Incentives |
0 |
0 |
0 |
24 |
4 |
6 |
6 |
116 |
| Merger Efficiency and Managerial Incentives |
0 |
0 |
1 |
64 |
0 |
0 |
2 |
98 |
| Merger Performance and Managerial Incentives |
0 |
0 |
0 |
57 |
1 |
3 |
5 |
69 |
| Mergers, Litigation and Efficiency |
0 |
0 |
0 |
2 |
1 |
5 |
13 |
42 |
| Mergers, Litigation and Efficiency |
0 |
0 |
0 |
72 |
2 |
3 |
4 |
282 |
| Minimum Wages and Excessive Effort Supply |
0 |
0 |
0 |
13 |
0 |
2 |
2 |
98 |
| Minimum Wages and Excessive Effort Supply |
0 |
0 |
0 |
27 |
3 |
4 |
4 |
94 |
| On the "Adverse Selection" of Organizations |
0 |
0 |
0 |
20 |
0 |
0 |
0 |
128 |
| On the "Adverse Selection" of Organizations |
0 |
0 |
0 |
24 |
0 |
2 |
4 |
114 |
| On the “Adverse Selection” of Organizations |
0 |
0 |
0 |
10 |
2 |
6 |
7 |
83 |
| Optimal Risk Taking in an Uneven Tournament Game with Risk Averse Players |
0 |
0 |
0 |
146 |
1 |
2 |
8 |
763 |
| Optimal Risk Taking in an Uneven Tournament Game with Risk Averse Players |
0 |
0 |
0 |
30 |
2 |
4 |
4 |
171 |
| Optimal Sales Force Compensation |
0 |
0 |
1 |
48 |
3 |
8 |
11 |
166 |
| Optimal Seedings in Elimination Tournaments Revisited |
0 |
0 |
0 |
13 |
1 |
2 |
3 |
72 |
| Optimal Tournament Contracts for Heterogeneous Workers |
0 |
0 |
0 |
124 |
3 |
4 |
7 |
378 |
| Peer Effects and Incentives |
0 |
0 |
0 |
93 |
3 |
6 |
7 |
93 |
| Preemptive Behavior in Sequential Tournaments |
0 |
0 |
0 |
116 |
1 |
2 |
3 |
467 |
| Preemptive Behavior in Sequential-Move Tournaments with Heterogeneous Agents |
0 |
0 |
0 |
78 |
0 |
1 |
4 |
313 |
| Relative Performance Pay in the Shadow of Crisis |
0 |
0 |
0 |
33 |
0 |
0 |
4 |
84 |
| Relative Performance Pay, Bonuses, and Job-Promotion Tournaments |
0 |
0 |
0 |
72 |
0 |
1 |
3 |
275 |
| Relative Performance Pay, Bonuses, and Job-Promotion Tournaments |
0 |
0 |
0 |
40 |
1 |
3 |
8 |
157 |
| Relative Performance Pay, Bonuses, and Job-Promotion Tournaments |
0 |
0 |
0 |
68 |
7 |
10 |
12 |
378 |
| Risk Taking in Asymmetric Tournaments |
0 |
0 |
0 |
177 |
1 |
5 |
8 |
567 |
| Risk Taking in Winner-Take-All Competition |
0 |
0 |
0 |
56 |
0 |
0 |
1 |
327 |
| Risk Taking in Winner-Take-All Competition |
0 |
0 |
0 |
68 |
0 |
2 |
3 |
284 |
| Sabotage in Asymmetric Contests – An Experimental Analysis |
0 |
0 |
0 |
227 |
4 |
6 |
9 |
618 |
| Sandbagging |
0 |
0 |
0 |
33 |
3 |
6 |
9 |
114 |
| Self-Managed Working Time and Employee Effort: Theory and Evidence |
0 |
0 |
0 |
103 |
3 |
5 |
7 |
229 |
| Should You Allow Your Agent to Become Your Competitor? On Non-Compete Agreements in Employment Contracts |
0 |
0 |
0 |
41 |
2 |
2 |
5 |
291 |
| Should You Allow Your Agent to Become Your Competitor? On Non-Compete Agreements in Employment Contracts |
0 |
0 |
0 |
52 |
0 |
2 |
2 |
368 |
| Should You Allow Your Agent to Become Your Competitor? On Non-Compete Agreements in Employment Contracts |
0 |
0 |
0 |
37 |
0 |
0 |
1 |
256 |
| Shutdown Contests in Multi-Plant Firms and Governmental Intervention |
0 |
0 |
0 |
22 |
0 |
0 |
1 |
144 |
| Shutdown Contests in Multi-Plant Firms and Governmental Intervention |
0 |
0 |
0 |
56 |
1 |
1 |
1 |
101 |
| Splitting Leagues |
0 |
0 |
0 |
63 |
0 |
2 |
2 |
257 |
| Strategic Delegation and Mergers in Oligopolistic Contests |
0 |
0 |
0 |
203 |
3 |
4 |
6 |
764 |
| Strategic Mismatches in Competing Teams |
0 |
0 |
0 |
77 |
0 |
0 |
0 |
419 |
| Technology Choice and Incentives under Relative Performance Schemes |
0 |
0 |
0 |
33 |
1 |
3 |
6 |
88 |
| Technology Choice, Relative Performance Pay, and Worker Heterogeneity |
0 |
0 |
0 |
1 |
0 |
0 |
2 |
37 |
| Tournaments versus Piece Rates under Limited Liability |
0 |
0 |
0 |
100 |
2 |
5 |
6 |
331 |
| Tournaments versus Piece Rates under Limited Liability |
0 |
0 |
1 |
65 |
0 |
0 |
2 |
254 |
| Tournaments with Gaps |
0 |
0 |
0 |
43 |
0 |
2 |
3 |
62 |
| U-type versus J-type Tournaments as Alternative Solutions to the Unverifiability Problem |
0 |
0 |
0 |
63 |
1 |
3 |
4 |
367 |
| U-type versus J-type tournaments |
0 |
0 |
0 |
86 |
0 |
1 |
1 |
383 |
| Total Working Papers |
0 |
0 |
9 |
4,774 |
93 |
224 |
356 |
18,768 |
| Journal Article |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| A Note on Revenue Sharing in Sports Leagues |
0 |
0 |
0 |
3 |
3 |
5 |
6 |
23 |
| Advertising as signal jamming |
1 |
1 |
1 |
21 |
8 |
9 |
14 |
144 |
| Asymmetric employer information, promotions, and the wage policy of firms |
1 |
2 |
3 |
34 |
3 |
5 |
6 |
115 |
| Authority and Incentives in Organizations |
0 |
0 |
1 |
6 |
1 |
2 |
3 |
37 |
| Bonus pools and the informativeness principle |
1 |
2 |
2 |
14 |
1 |
2 |
4 |
139 |
| Competitive careers as a way to mediocracy |
0 |
0 |
0 |
10 |
2 |
4 |
4 |
80 |
| Correlation neglect, incentives, and welfare |
0 |
0 |
1 |
11 |
2 |
2 |
5 |
28 |
| Corruption and Stooges in Procurement |
0 |
1 |
3 |
3 |
2 |
5 |
12 |
12 |
| Delegating Pricing Authority to Sales Agents: The Impact of Kickbacks |
0 |
0 |
0 |
9 |
1 |
1 |
4 |
55 |
| Delegation and strategic incentives for managers in contests |
0 |
0 |
0 |
21 |
1 |
1 |
1 |
103 |
| Dismissal Tournaments |
0 |
0 |
0 |
18 |
0 |
2 |
4 |
54 |
| Doping and cheating in contest-like situations |
0 |
0 |
0 |
26 |
0 |
2 |
2 |
133 |
| Double-Sided Moral Hazard, Efficiency Wages, and Litigation |
0 |
0 |
0 |
19 |
1 |
2 |
4 |
141 |
| Ein einfaches graphentheoretisches Verfahren zur Blocktriangulation von Koeffizientenmatrizen/A Graph Theoretic Approach to Block-Triangulation of Coefficient Matrices |
0 |
0 |
0 |
1 |
0 |
0 |
1 |
6 |
| Eliteuniversitäten: Stärkung des Forschungs- und Wirtschaftsstandorts Deutschland? |
0 |
0 |
0 |
9 |
0 |
2 |
3 |
196 |
| Emotions and Compensation |
0 |
0 |
0 |
34 |
1 |
3 |
3 |
129 |
| Emotions and the optimality of uneven tournaments |
0 |
0 |
0 |
15 |
3 |
6 |
6 |
78 |
| Emotions in tournaments |
0 |
0 |
1 |
84 |
1 |
2 |
6 |
210 |
| Empowerment, Task Commitment, and Performance Pay |
0 |
0 |
5 |
36 |
0 |
6 |
21 |
92 |
| Equal sharing in partnerships? |
0 |
0 |
0 |
10 |
1 |
3 |
4 |
46 |
| Ex post unbalanced tournaments |
0 |
0 |
0 |
6 |
1 |
2 |
4 |
52 |
| Externalities in recruiting |
0 |
0 |
1 |
16 |
0 |
2 |
8 |
137 |
| HELPING AND SABOTAGING IN TOURNAMENTS |
0 |
0 |
5 |
56 |
0 |
2 |
7 |
92 |
| Hostile takeover and costly merger control |
0 |
0 |
0 |
25 |
1 |
4 |
8 |
146 |
| Human Capital Investment and Work Incentives |
0 |
0 |
1 |
18 |
0 |
0 |
4 |
64 |
| Human capital investments in asymmetric corporate tournaments |
0 |
0 |
0 |
17 |
0 |
1 |
2 |
124 |
| Information manipulation and competition |
0 |
0 |
3 |
19 |
0 |
0 |
6 |
47 |
| Internal labor markets and worker rents |
0 |
0 |
0 |
30 |
1 |
2 |
5 |
131 |
| Internal rent seeking, works councils, and optimal establishment size |
0 |
0 |
0 |
26 |
2 |
5 |
5 |
167 |
| Internes Benchmarking und relative Leistungsturniere |
0 |
0 |
1 |
2 |
0 |
1 |
5 |
12 |
| Limited liability and the risk–incentive relationship |
0 |
0 |
0 |
19 |
2 |
2 |
5 |
88 |
| Managerial Versus Entrepreneurial Firms: The Benefits Of Separating Ownership And Control |
0 |
0 |
0 |
50 |
1 |
1 |
7 |
211 |
| Merger efficiency and managerial incentives |
0 |
0 |
0 |
7 |
0 |
0 |
2 |
82 |
| Minimum wages and excessive effort supply |
0 |
0 |
0 |
16 |
1 |
2 |
4 |
64 |
| ON THE IMPACT OF INFORMATION MANIPULATION IN DEMOCRATIC ELECTIONS |
1 |
3 |
3 |
3 |
2 |
6 |
6 |
6 |
| On Adverse Selection of Technologies |
0 |
0 |
0 |
14 |
0 |
1 |
3 |
185 |
| On the Benefits of Withholding Knowledge in Organizations |
0 |
0 |
0 |
69 |
3 |
5 |
9 |
364 |
| On the Virtues of Hiring Lemons |
0 |
0 |
0 |
0 |
1 |
1 |
1 |
35 |
| On the delegation of authority |
0 |
0 |
1 |
19 |
4 |
8 |
19 |
70 |
| On the inefficiency of merger control |
0 |
0 |
0 |
17 |
2 |
6 |
9 |
86 |
| Optimal risk taking in an uneven tournament game with risk averse players |
0 |
0 |
0 |
46 |
0 |
0 |
0 |
140 |
| Optimal sales force compensation |
0 |
0 |
4 |
40 |
3 |
6 |
16 |
134 |
| Optimal seedings in elimination tournaments revisited |
0 |
0 |
0 |
0 |
1 |
2 |
3 |
17 |
| Optimal tournament contracts for heterogeneous workers |
0 |
0 |
0 |
53 |
0 |
1 |
5 |
141 |
| Overeducated Workers as an Insurance Device |
0 |
0 |
0 |
40 |
1 |
1 |
1 |
255 |
| Peer effects and incentives |
0 |
0 |
0 |
32 |
0 |
2 |
4 |
100 |
| Preemptive behavior in sequential-move tournaments with heterogeneous agents |
0 |
0 |
1 |
31 |
1 |
3 |
6 |
155 |
| R&D spillovers and strategic delegation in oligopolistic contests |
0 |
0 |
0 |
39 |
1 |
1 |
2 |
113 |
| Relative deprivation in rank-order tournaments |
0 |
0 |
0 |
89 |
1 |
2 |
3 |
230 |
| Relative performance pay in the shadow of crisis |
0 |
0 |
0 |
4 |
0 |
1 |
3 |
71 |
| Rent Seeking, Employment Security, and Works Councils: Theory and Evidence for Germany |
0 |
0 |
0 |
39 |
2 |
4 |
4 |
156 |
| Risk Taking in Asymmetric Tournaments |
0 |
0 |
0 |
66 |
1 |
5 |
6 |
229 |
| Risk Taking in Asymmetric Tournaments |
0 |
0 |
1 |
1 |
3 |
6 |
8 |
12 |
| Risk taking and investing in electoral competition |
0 |
0 |
0 |
16 |
2 |
8 |
11 |
84 |
| SHOULD YOU ALLOW YOUR EMPLOYEE TO BECOME YOUR COMPETITOR? ON NONCOMPETE AGREEMENTS IN EMPLOYMENT CONTRACTS |
0 |
0 |
0 |
48 |
1 |
5 |
6 |
548 |
| Sabotage in Corporate Contests - An Experimental Analysis |
0 |
0 |
1 |
101 |
3 |
5 |
9 |
461 |
| Sabotage in teams |
0 |
0 |
0 |
30 |
1 |
2 |
4 |
130 |
| Sandbagging |
0 |
0 |
0 |
10 |
0 |
1 |
2 |
83 |
| Self-managed working time and employee effort: Theory and evidence |
1 |
1 |
4 |
134 |
1 |
6 |
17 |
471 |
| Self-organizing teams |
0 |
0 |
1 |
55 |
3 |
7 |
12 |
127 |
| Simultaneous- versus Sequential-Move Tournaments with Heterogeneous Agents |
0 |
0 |
0 |
20 |
2 |
4 |
5 |
89 |
| Splitting Leagues |
0 |
0 |
0 |
26 |
1 |
4 |
4 |
84 |
| Strategic delegation and mergers in oligopolistic contests |
0 |
0 |
0 |
34 |
1 |
5 |
5 |
159 |
| Strategic delegation in oligopolistic tournaments |
0 |
0 |
1 |
20 |
1 |
2 |
4 |
64 |
| Strategic mismatching and competing teams |
0 |
0 |
0 |
10 |
0 |
1 |
3 |
56 |
| Team Diversity and Incentives |
1 |
1 |
9 |
19 |
2 |
5 |
22 |
47 |
| Technology choice, relative performance pay, and worker heterogeneity |
0 |
0 |
0 |
20 |
2 |
6 |
9 |
96 |
| Tournaments versus Piece Rates under Limited Liability |
0 |
0 |
0 |
6 |
1 |
4 |
5 |
48 |
| Tournaments with gaps |
0 |
0 |
0 |
7 |
0 |
4 |
7 |
46 |
| U-Type versus J-Type Tournaments |
0 |
0 |
0 |
35 |
0 |
1 |
2 |
246 |
| U-type versus J-type tournaments as alternative solutions to the unverifiability problem |
0 |
0 |
0 |
21 |
1 |
3 |
6 |
90 |
| Who is declared dead lives longer |
0 |
0 |
0 |
19 |
0 |
2 |
3 |
126 |
| Withholding Of Knowledge In Organizations |
0 |
0 |
0 |
21 |
3 |
4 |
6 |
91 |
| Worker visibility and firms' retention policies |
0 |
0 |
0 |
1 |
1 |
2 |
5 |
23 |
| Zur Reform der Professorenbesoldung in Deutschland* |
0 |
0 |
0 |
73 |
1 |
6 |
6 |
259 |
| Total Journal Articles |
6 |
11 |
54 |
2,019 |
93 |
236 |
446 |
9,165 |
LogEc is hosted by the
Örebro University School of Business.