Pay-for-performance, job attraction, and the prospects of bureaucratic representation in public organizations: evidence from a conjoint experiment

Mogens Jin Pedersen, Nathan Favero*, Joohyung Park

*Corresponding author af dette arbejde

Publikation: Bidrag til tidsskrift/Konferencebidrag i tidsskrift /Bidrag til avisTidsskriftartikelForskningpeer review

5 Citationer (Scopus)

Abstract

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.

OriginalsprogEngelsk
TidsskriftPublic Management Review
Vol/bind27
Nummer1
Sider (fra-til)273-296
Antal sider24
ISSN1471-9037
DOI
StatusUdgivet - 2025

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