Organizational Control Systems and Pay-for-Performance in the Public Service
研究指出在公共服务中，基于产出的绩效测量和绩效薪酬比私营部门更易产生负面效果，结合行为经济学与管理控制理论分析条件，并提出选拔、社会化、探索性使用产出绩效测量和奖励等替代方案。
Under certain conditions, output related performance measurement and pay-for-performance produce negative outcomes. We argue that in public service, these negative effects are stronger than in the private sector. We combine Behavioural Economics and Management Control Theory to determine under which conditions this is the case. We suggest as alternatives to the dominant output related pay-for-performance systems selection and socialization, exploratory use of output performance measures, and awards.