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Studies show that the reaction of men and women to performance is similar across situations and programs.

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Previous studies have shown that women are less responsive to performance incentives than men for psychological or cultural reasons, so performance pay (incentives to increase employee productivity by providing rewards for achieving performance goals). The giving program) is more likely to widen the income gap between men and women. A new study evaluated this concept by aggregating evidence from experiments on performance incentives around the world. The study found that the difference in response between genders was close to zero, not significantly different between studies, but the average effect of incentives on productivity was positive. This suggests that the incentives that underlie workplace performance improve male and female performance in different situations and in different program designs.


This study by researchers at Carnegie Mellon University (CMU), London School of Economics (LSE), and Columbia University US Economic Review: Insights, Journal of the American Economic Association.

“Performance pay is at the core of many industry management practices and Performance incentives Therefore, Erina Ytsma, an assistant professor of accounting at CMU’s Tepper School of Business, who co-authored this study, explains: woman By aggregating this data and using a model that can estimate the average gender difference and how much this difference differs between studies, it responds differently to performance payments. “

In total, the study used data from nine lab and eight field experiments and involved approximately 8,800 employees. Half of them were women. Experiments included different types of productive tasks and specific incentive schemes and were conducted in different countries. The experiment was published as a peer-reviewed journal or working paper between 1990 and 2012.

Past studies have concluded that women and men have different aversions to risk, self-confidence, and altruism. As a result of such psychological differences, women may not react very strongly to performance payments. However, the study found that women and men responded similarly to different performance reward variations in different situations. This suggests that gender psychological disparities are not strong enough to produce different reactions to performance incentives.

Past studies have also suggested that psychological reactions to performance pay can adversely affect productivity, for example by reducing or congesting intrinsic motivation. However, the study found that strong incentives, on average, significantly improve performance.

“Our results suggest that performance pay is very effective at improving productivity on average,” says Ytsma. “In addition, it is unlikely that the ubiquity of performance compensation will directly contribute to performance, as women have been found to be less responsive to performance incentives. sex Revenue gap. ”


Cash incentives have proven ineffective for some workers


For more information:
Erina Ytsma et al, do women react less to performance pay? Build evidence from multiple experiments US Economic Review: Insights (2021). www.aeaweb.org/articles?id=10. … Eri.20200466 && from = f

Quote: According to the survey, the reaction of men and women to performance is similar between contexts, and the program (2021, October 14) is https: //phys.org/news/2021-10-male-female- Obtained from responses-similar-contexts on October 14, 2021. html

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Studies show that the reaction of men and women to performance is similar across situations and programs.

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