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When one size does not fit all: Using ex post subjective ratings to provide parity in risk-adjusted compensation
16 references·1 citing·51 second hop
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References

  • 1979Moral Hazard and Observability8,358 cited
  • 2011Quantifying Managerial Ability: A New Measure and Validity Tests1,899 cited
  • 1999The use of equity grants to manage optimal equity incentive levels1,457 cited
  • 2005Employment Fluctuations with Equilibrium Wage Stickiness1,436 cited
  • 1987An Analysis of the use of Accounting and Market Measures of Performance in Executive Compensation Contracts1,047 cited
  • 1994Subjective Performance Measures in Optimal Incentive Contracts955 cited
  • 2003Subjectivity and the Weighting of Performance Measures: Evidence from a Balanced Scorecard937 cited
  • 1993Subjective Performance Measures in Optimal Incentive Contracts921 cited
  • 1989Sensitivity, Precision, and Linear Aggregation of Signals for Performance Evaluation877 cited
  • 1997The Reasons for Wage Rigidity: Evidence from a Survey of Firms500 cited
  • 2004Determinants and Effects of Subjectivity in Incentives487 cited
  • 1996CEO compensation: The role of individual performance evaluation483 cited
  • 1989The achievability of budget targets in profit centers: a field study349 cited
  • 2010The Determinants and Performance Effects of Managers' Performance Evaluation Biases316 cited
  • 1993Nature and consequences of halo error: A critical analysis.

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308 cited
  • 2002THE FIT BETWEEN CEO COMPENSATION DESIGN AND FIRM RISK.274 cited
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    • 2023Out of control? Tracking system technologies and performance measurement11 cited