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dc.contributor.authorCOURTY, Pascal
dc.contributor.authorMARSCHKE, Gerald
dc.date.accessioned2011-05-23T13:39:51Z
dc.date.available2011-05-23T13:39:51Z
dc.date.issued2008
dc.identifier.citationReview of economics and statistics, 2008, XC, 3, 428-441
dc.identifier.issn0034-6535
dc.identifier.urihttp://hdl.handle.net/1814/17369
dc.description.abstractResults from the incentive literature suggest that performance measures are often distorted, eliciting dysfunctional and unintended responses. The existence of these responses, however, is difficult to demonstrate in practice because this behavior is typically hidden from the researcher. We present a simple model showing that one can test for the existence of distortions by estimating the change in the association between a performance measure and the true goal of the organization with the measure's introduction. Using data from a public-sector organization, we find evidence consistent with the existence of distortions. We draw implications for the selection of performance measures.
dc.language.isoen
dc.subjectStatistical methods
dc.subjectJob performance
dc.subjectMeasurement
dc.subjectPersonnel management
dc.subjectHuman resources
dc.subjectEconomic indicators
dc.titleA general test for distortions in performance measures
dc.typeArticle
dc.neeo.contributorCOURTY|Pascal|aut|EUI70003
dc.neeo.contributorMARSCHKE|Gerald|aut|
dc.identifier.volumeXC
dc.identifier.startpage428
dc.identifier.endpage441
eui.subscribe.skiptrue
dc.identifier.issue3


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