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There is now a CONTENT FREEZE for Mercury while we switch to a new platform. It began on Friday, March 10 at 6pm and will end on Wednesday, March 15 at noon. No new content can be created during this time, but all material in the system as of the beginning of the freeze will be migrated to the new platform, including users and groups. Functionally the new site is identical to the old one. webteam@gatech.edu
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Area: Accounting
Committee Members: Dr. Jeffrey Hales (co-chair, University of Texas at Austin), Dr. Jason Kuang (co-chair), Dr. Nikki Mackenzie, Dr. Kathy Rupar-Wang, Dr. Ivo Tafkov (Georgia State University)
Title: Trust versus Rewards: Revisiting Managerial Discretion in Incomplete Contracts
Dissertation overview:
Incentive compensation is often characterized by incomplete contracts. While managerial opportunism has been documented as one of the most pronounced problems with managerial discretion in incomplete contracts, prior work has not investigated the underlying mechanisms driving a loss of productivity. In this study, I experimentally investigate whether replacing human managers’ decision making with algorithm-generated bonus schemes that mimic managers’ decision making improves employee productivity. I find that rewards determined by algorithms generate higher productivity without sacrificing the residual profits. Further, the productivity-inducing effect of algorithms is stronger when employees receive generous rewards or when the rewards are not contingent on the performance signal. These results are consistent with the idea that it is hard for managers to establish credibility for rewarding employees in incomplete contracts. Employee productivity can be improved by enhancing their trust in the rewarding mechanism, even when they are not paid a more generous bonus scheme. This study advances our understanding of the behavioral factors influencing employee productivity in incomplete contracts and the potential ways algorithm-based evaluations can be used to improve firm outcomes.
