Supporting and Assessing Agents
研究组织为何在看似经济上不最优的情况下，仍用资源、时间和自由支持员工，发现支持能通过让产出更反映能力来减少监控成本、强化职业关注激励，并降低奖金压力。
ABSTRACT This manuscript proposes a theory of why and when organizations “support” their employees with resources, time, and freedom beyond what seems economically optimal. The idea is that support plays an information‐generating role in that it renders output more informative about employees' abilities. This effect reduces the need to gather additional information about ability via costly monitoring and commits the firm to make replacement/promotion decisions that are more sensitive to performance. Consequently, support indirectly strengthens employees' career concern incentives and reduces the pressure on costly bonus payments. I apply the model to tech companies, academia, and capital budgeting.