Performance Pay and Applicant Screening
Authors: Jirjahn, U. and Mohrenweiser, J.
Journal: British Journal of Industrial Relations
Volume: 57
Issue: 3
Pages: 540-575
eISSN: 1467-8543
ISSN: 0007-1080
DOI: 10.1111/bjir.12443
Abstract:Using German establishment data, we show that the relationship between intensity of individual-based performance pay and intensity of applicant screening depends on the nature of production. In establishments with increased multitasking, performance pay is positively associated with applicant screening. By contrast, in establishments without increased multitasking, performance pay is negatively associated with applicant screening. We do not find a similar pattern of results for group-based performance pay or profit-sharing. Our findings fit the hypothesis that individual-based performance pay induces a positive self-sorting of employees if jobs are less multifaceted. In this case, employers with a high intensity of performance pay do not need intensive applicant screening to ensure a high quality of matches between workers and jobs. However, if jobs are more multifaceted, individual-based performance pay can entail problems of adverse self-sorting. In order to mitigate or overcome these problems, employers making intensive use of performance pay also screen applicants more intensively.
https://eprints.bournemouth.ac.uk/31156/
Source: Scopus
Performance Pay and Applicant Screening
Authors: Jirjahn, U. and Mohrenweiser, J.
Journal: BRITISH JOURNAL OF INDUSTRIAL RELATIONS
Volume: 57
Issue: 3
Pages: 540-575
eISSN: 1467-8543
ISSN: 0007-1080
DOI: 10.1111/bjir.12443
https://eprints.bournemouth.ac.uk/31156/
Source: Web of Science (Lite)
Performance Pay and Applicant Screening
Authors: Mohrenweiser, J. and Jirjahn, U.
Journal: British Journal of Industrial Relations
Volume: 57
Issue: 3
Pages: 540-575
DOI: 10.1111/bjir.12443
https://eprints.bournemouth.ac.uk/31156/
Source: Manual
Performance pay and applicant screening.
Authors: Jirjahn, U. and Mohrenweiser, J.
Journal: British Journal of Industrial Relations
Volume: 57
Issue: 3
Pages: 540-575
ISSN: 0007-1080
Abstract:Using German establishment data, we show that the relationship between intensity of individual-based performance pay and intensity of applicant screening depends on the nature of production. In establishments with increased multitasking, performance pay is positively associated with applicant screening. By contrast, in establishments without increased multitasking, performance pay is negatively associated with applicant screening. We do not find a similar pattern of results for group-based performance pay or profit sharing. Our findings fit the hypothesis that individual-based performance pay induces a positive self-sorting of employees if jobs are less multifaceted. In this case, employers with a high intensity of performance pay do not need intensive applicant screening to ensure a high quality of matches between workers and jobs. However, if jobs are more multifaceted, individual based performance pay can entail problems of adverse self sorting. In order to mitigate or overcome these problems, employers making intensive use of performance pay also screen applicants more intensively.
https://eprints.bournemouth.ac.uk/31156/
Source: BURO EPrints