Peer norm guesses and self-reported attitudes towards performance-related pay
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Otros documentos de la autoría: Georgantzis, Nikolaos; Vasileiou, Efi; Kotzaivazoglou, Iordanis
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Peer norm guesses and self-reported attitudes towards performance-related payFecha de publicación
2017Editor
Public Library of ScienceISSN
1932-6203Cita bibliográfica
Georgantzis N, Vasileiou E, Kotzaivazoglou I (2017) Peer norm guesses and self-reported attitudes towards performancerelated pay. PLoS ONE 12(4): e0174724. https:// doi.org/10.1371/journal.pone.0174724Tipo de documento
info:eu-repo/semantics/articleVersión de la editorial
http://journals.plos.org/plosone/article?id=10.1371/journal.pone.0174724Versión
info:eu-repo/semantics/publishedVersionResumen
Due to a variety of reasons, people see themselves differently from how they see others.
This basic asymmetry has broad consequences. It leads people to judge themselves and
their own behavior differently from how ... [+]
Due to a variety of reasons, people see themselves differently from how they see others.
This basic asymmetry has broad consequences. It leads people to judge themselves and
their own behavior differently from how they judge others and others’ behavior. This
research, first, studies the perceptions and attitudes of Greek Public Sector employees
towards the introduction of Performance-Related Pay (PRP) systems trying to reveal
whether there is a divergence between individual attitudes and guesses on peers’ attitudes.
Secondly, it is investigated whether divergence between own self-reported and peer norm
guesses could mediate the acceptance of the aforementioned implementation once job status
has been controlled for. This study uses a unique questionnaire of 520 observations
which was designed to address the questions outlined in the preceding lines. Our econometric
results indicate that workers have heterogeneous attitudes and hold heterogeneous
beliefs on others’ expectations regarding a successful implementation of PRP. Specifically,
individual perceptions are less skeptical towards PRP than are beliefs on others’ attitudes.
Additionally, we found that managers are significantly more optimistic than lower rank
employees regarding the expected success of PRP systems in their jobs. However, they
both expect their peers to be more negative than they themselves are. [-]
Publicado en
PLoS ONE, April 17, 2017Derechos de acceso
info:eu-repo/semantics/openAccess
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