题 目：Invoking Social Comparison to Improve Performance by Ranking Employees: The Moderating Effects of Rank Transparency, Rank Pay, and Individual Risk Attitude
报告人：宋菲教授，Ryerson University
主持人：严进副教授，浙江大学管理学院
时 间：2017年3月23日（周四）下午13:30-15:30
地 点：管理学院1102会议室
Abstract：
We study the impact of relative performance ranking as an inherent incentive mechanism to enhance productivity and explore whether and to what extent this incentive effect is contingent on two key features of the feedback design: the transparency of the ranking information (whether it is privately or publicly communicated), and whether it is mere ranking or linked with one's pay (rank pay). Furthermore, we propose a moderation effect of risk-aversion and argue that the incentive effect will be stronger for those who are more tolerant to risk. We develop and test the expanded theoretical model through a real-effort lab experiment with university students and a companion lab-in-field experiment with full-time employees. Our results show that ranking as an incentive is positive and significant and the effect is magnified under rank transparency and for those who are less risk-averse. Adding rank pay provided little evidence of further performance improvement. Theoretical and practical implications for human resource management, compensation policies and organizational design are discussed.
Keywords: relative performance ranking, performance feedback, incentives, social comparison, status, risk aversion, artefactual lab-in-field experiment.
报告人简介：
Dr. Fei Song is a Professor in the Ted Rogers School of Management, Ryerson University in Toronto, Canada. She was trained in the field of Organizational Behaviour at the Schulich School of Business, York University. Theories and methodologies from social psychology and economics have significantly influenced her research. Her research interests include 1) behavioural decision-making, e.g. cooperation and competition, trust and reciprocity, fairness, group decision-making, (un)ethical decision-making and cross-cultural issues, and 2) strategic compensation and productivity.
Dr. Song has been awarded many research grants and awards, and has published widely in top management and social science journals such as the Academy of Management Journal, Organizational Behavior and Human Decision Processes, Journal of Business Ethics, Management and Organization Review, Game and Economic Behavior, Journal of Economic Behavior and Organization, International Journal of Conflict Management, Experimental Economics, and Journal of Economic Psychology. She teaches in the areas of organizational behavior, cross-cultural and global management, strategic thinking and negotiation, strategic compensation, and research methods.
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