Matches in SemOpenAlex for { <https://semopenalex.org/work/W300146522> ?p ?o ?g. }
- W300146522 startingPage "53" @default.
- W300146522 abstract "ABSTRACT Two treatments are conducted to test the effect of employers' generosity on employees' effort level. In the first treatment, the intention is not observable to the employee while in the second treatment, the intention is observable. Higher wage is reciprocated with significantly higher effort level when the intention of generosity is observable. When intention of generosity is not observable, the positive relationship between wage and effort is not completely absent as employees still reciprocate to higher wage but with weaker tendency. Keywords: intention of generosity; gift-exchange; reciprocity 1. INTRODUCTION Many experimental results and field research have shown that people frequently choose actions that do not maximize monetary payoffs. For example, people reject unfair but positive offers in the ultimatum game (see, Guth et. al., 1982; Thaler, 1988, Camerer and Thaler, 1995) or make positive contribution in public goods game (see, Walker and Arlington, 1994; Sefton, et. al., 2007) or make positive allocations in a dictator game (see, Fowler, 2006; Hoffman et. al., 1994) . It is generally accepted in the literature that human behaviors are often governed by psychological and social preferences which lead them to sacrifice monetary payoffs in the course of maximizing utility. Considerable numbers of research have attempted to explain these behaviors. Altruistic behavior is among one of the explanations given, For an altruistic player, the increase in his utility is caused not by his own payoff but others'.(Andreoni and Miller, 1993; Dawes and Thaler, 1988). This suggests the existence of unconditional cooperation among the players. Another approach extends the unconditional altruism to incorporate distributive fairness. Fehr and Schmidt (1999) and Bolton and Ockenfels (2000) explain that reciprocal behaviour is not only motivated by own payoff but also relative payoff. This requires the model to measure the comparative performance such as in Clark and Oswald (1996) and Charness and Kuhn (2007) among others. The theory is further expanded to account for perceived kindness which emphasizes the importance of intention or one's belief about others' intention in a relationship. One leading model in this area is by Rabin (1993) and Falk et al. (2003). These papers investigate the roles of fair intention in Gift Exchange Game. A number of studies have shown that concerns for fairness are the main motivation for many economic transactions. The presence of this tendency has been proven to have important economic effects (Kahneman et. al., 1986; Camerer and Thaler, 1988 and Bewley, 1998). These models emphasize that in addition to preference for material payoff, humans also exhibit preference for fairness. The preference for fairness has been further modelled as the result of either intentional fairness or distributive fairness. Distributive fairness emphasizes on outcome of a fair or unfair action (Fehr and Schmidt, 1999; Bolton and Ockenfels, 2000 and Clark and Oswald, 1996), while intentional fairness dwells on intention of an action (Kelly and Stahelski, 1970; Greenberg and Frisch, 1972; Kahn and Tice, 1973; Rabin, 1993; Fehr and Gachter, 2000; Falk and Fischbacher, 2006; Dufwenberg and Kirchsteiger, 2004 and Falk et. al., 2008). While there are a number of studies that have incorporated intention in an experimental game setting, the role of intention in an experimental labor market setting remains unexplored. This paper examines the causes of reciprocity in a labor context. Do employees respond to fair or unfair distribution or do they respond to fair or unfair intention of the employers? Papers closest to our topic are Charness (2000) and Charness (2004). In Charness (2004), the responses of employees were compared when their wages were determined; by the experimenter, by random process and by the employers themselves. In all these treatments, employees behave based on the mechanism which determines the wage but do not know the intention. …" @default.
- W300146522 created "2016-06-24" @default.
- W300146522 creator A5010404786 @default.
- W300146522 creator A5020860117 @default.
- W300146522 date "2011-07-01" @default.
- W300146522 modified "2023-10-03" @default.
- W300146522 title "INTENTION MATTERS IN EMPLOYMENT CONTRACT" @default.
- W300146522 cites W1599656298 @default.
- W300146522 cites W1977318565 @default.
- W300146522 cites W1983084915 @default.
- W300146522 cites W2000998581 @default.
- W300146522 cites W2010008813 @default.
- W300146522 cites W2030150779 @default.
- W300146522 cites W2045744884 @default.
- W300146522 cites W2046167847 @default.
- W300146522 cites W2073880543 @default.
- W300146522 cites W2074986924 @default.
- W300146522 cites W2099326003 @default.
- W300146522 cites W2101311377 @default.
- W300146522 cites W2106613780 @default.
- W300146522 cites W2115901290 @default.
- W300146522 cites W2123850572 @default.
- W300146522 cites W2128769827 @default.
- W300146522 cites W2134984114 @default.
- W300146522 cites W2135410596 @default.
- W300146522 cites W2149961401 @default.
- W300146522 cites W2154333227 @default.
- W300146522 cites W2160665943 @default.
- W300146522 cites W2571495779 @default.
- W300146522 cites W3022808291 @default.
- W300146522 cites W3122399362 @default.
- W300146522 cites W3122520279 @default.
- W300146522 cites W3122601584 @default.
- W300146522 cites W3122927161 @default.
- W300146522 cites W3123223014 @default.
- W300146522 cites W3123711457 @default.
- W300146522 hasPublicationYear "2011" @default.
- W300146522 type Work @default.
- W300146522 sameAs 300146522 @default.
- W300146522 citedByCount "0" @default.
- W300146522 crossrefType "journal-article" @default.
- W300146522 hasAuthorship W300146522A5010404786 @default.
- W300146522 hasAuthorship W300146522A5020860117 @default.
- W300146522 hasConcept C145236788 @default.
- W300146522 hasConcept C15744967 @default.
- W300146522 hasConcept C158608086 @default.
- W300146522 hasConcept C162222271 @default.
- W300146522 hasConcept C162324750 @default.
- W300146522 hasConcept C169903001 @default.
- W300146522 hasConcept C175444787 @default.
- W300146522 hasConcept C17744445 @default.
- W300146522 hasConcept C199539241 @default.
- W300146522 hasConcept C22171661 @default.
- W300146522 hasConcept C2777388388 @default.
- W300146522 hasConcept C2779372758 @default.
- W300146522 hasConcept C2779861158 @default.
- W300146522 hasConcept C2780279448 @default.
- W300146522 hasConcept C52820260 @default.
- W300146522 hasConcept C59482028 @default.
- W300146522 hasConcept C63477270 @default.
- W300146522 hasConcept C77805123 @default.
- W300146522 hasConcept C94625758 @default.
- W300146522 hasConceptScore W300146522C145236788 @default.
- W300146522 hasConceptScore W300146522C15744967 @default.
- W300146522 hasConceptScore W300146522C158608086 @default.
- W300146522 hasConceptScore W300146522C162222271 @default.
- W300146522 hasConceptScore W300146522C162324750 @default.
- W300146522 hasConceptScore W300146522C169903001 @default.
- W300146522 hasConceptScore W300146522C175444787 @default.
- W300146522 hasConceptScore W300146522C17744445 @default.
- W300146522 hasConceptScore W300146522C199539241 @default.
- W300146522 hasConceptScore W300146522C22171661 @default.
- W300146522 hasConceptScore W300146522C2777388388 @default.
- W300146522 hasConceptScore W300146522C2779372758 @default.
- W300146522 hasConceptScore W300146522C2779861158 @default.
- W300146522 hasConceptScore W300146522C2780279448 @default.
- W300146522 hasConceptScore W300146522C52820260 @default.
- W300146522 hasConceptScore W300146522C59482028 @default.
- W300146522 hasConceptScore W300146522C63477270 @default.
- W300146522 hasConceptScore W300146522C77805123 @default.
- W300146522 hasConceptScore W300146522C94625758 @default.
- W300146522 hasIssue "1" @default.
- W300146522 hasLocation W3001465221 @default.
- W300146522 hasOpenAccess W300146522 @default.
- W300146522 hasPrimaryLocation W3001465221 @default.
- W300146522 hasRelatedWork W1510452539 @default.
- W300146522 hasRelatedWork W1554490169 @default.
- W300146522 hasRelatedWork W1601666928 @default.
- W300146522 hasRelatedWork W2003508070 @default.
- W300146522 hasRelatedWork W2017305120 @default.
- W300146522 hasRelatedWork W2086304507 @default.
- W300146522 hasRelatedWork W2134130689 @default.
- W300146522 hasRelatedWork W2147569808 @default.
- W300146522 hasRelatedWork W2149672103 @default.
- W300146522 hasRelatedWork W2163377818 @default.
- W300146522 hasRelatedWork W2265177202 @default.
- W300146522 hasRelatedWork W2460812021 @default.
- W300146522 hasRelatedWork W2778500156 @default.
- W300146522 hasRelatedWork W3121479608 @default.