Pay-for-performance, job attraction, and the prospects of bureaucratic representation in public organizations: evidence from a conjoint experiment
通过一项美国居民联合实验，研究绩效薪酬是否对不同种族、性别和年龄群体的公共服务工作吸引力产生异质性影响，结果发现绩效薪酬并未削弱吸引力，反而可能增强少数族裔群体的兴趣。
Does pay-for-performance – a hotly debated compensation scheme for incentivizing public service efficiency – induce inadvertent heterogeneity in job attraction that is counteracting the prospects of bureaucratic diversity and representation? Using data from a pre-registered conjoint experiment among US residents (n = 1,501), we examine whether pay-for-performance (compared to fixed pay) affects attraction to a public service job differently across race, gender, and age. Contrary to theoretical expectations, we find that pay-for-performance does not diminish attraction to a public service job within or between demographic groups. In fact, we find indications that pay-for-performance may enhance job attractiveness among individuals identifying with minority racial groups.