Performance pay and fringe benefits: Work incentives or compensating wage differentials?

Abstract

Uses longitudinal data from the NLSY79 to examine the effect of a broad variety of performance‐based pay schemes and fringe benefits on male and female wages between 1988 and 1998. Specifically, analyzes whether the offer of various performance‐based pay schemes and fringe benefits functions as an alternative work incentive, eliciting greater effort and raising wages or, instead, it is accompanied by lower wages, as predicted by compensating wage theory. The results indicate that, while most performance‐based pay schemes are associated with higher wages to differing extents across gender, tips are commonly accompanied by lower wages among men. Similarly, while the offer of a retirement plan appears to as a work incentive raising male and female wages, workers are willing to trade wages for jobs offering life and medical insurance.

Citation

Amuedo‐Dorantes, C. and Mach, T. (2003), "Performance pay and fringe benefits: Work incentives or compensating wage differentials?", International Journal of Manpower, Vol. 24 No. 6, pp. 673-698. https://doi.org/10.1108/01437720310496157