The Price of Morals: An Empirical Investigation of Industry Sectors and Perceptions of Moral Satisfaction—Do Business Economists Pay for Morally Satisfying Employment?

Benedict, Mary Ellen; McClough, David; McClough, Anita C.

doi:10.1177/056943450605000102

Cited by 5 publications

(3 citation statements)

References 14 publications

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“…Our work also relates to the broader literature on compensating differentials. A substantial number of studies investigate whether nonprofit employees earn less than forprofit employees (e.g., Leete, 2001;Mocan and Tekin, 2003;Ruhm and Borkoski, 2003;Benedict, McClough and McClough, 2006;Jones, 2015). These studies yield mixed correlational evidence, likely due to methodological challenges in estimating compensating wage differentials using observational data (see the discussion in Mas and Pallais, 2017).…”

Section: Related Literaturementioning

confidence: 99%

Sorting and Wage Premiums in Immoral Work

Schneider

Brun²,

Weber

2020

SSRN Journal

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We use surveys, laboratory experiments and administrative labor-market data to study how heterogeneity in the perceived immorality of work and in workers' aversion to acting immorally interact to impact labor market outcomes. Specifically, we investigate whether those individuals least concerned with acting morally select into jobs generally perceived as immoral and whether the aversion among many individuals to performing such acts contributes to immorality wage premiums, a form of compensating differential. We show that immoral work is associated with higher wages, both using correlational evidence from administrative labor-market data and causal evidence from a laboratory experiment. We also measure individuals' aversion to performing immoral acts and show that those who find immoral behavior least aversive are more likely to be employed in immoral work in the lab and have a relative preference for work perceived as immoral outside the laboratory. We note that sorting by "immoral" types into jobs that can cause harm may be detrimental for society. Our study highlights the value of employing complementary research methods.

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Section: Related Literaturementioning

confidence: 99%

Sorting and Wage Premiums in Immoral Work

Schneider

Brun²,

Weber

2020

SSRN Journal

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“…Den potenziellen Einwand, die Bereitschaft, trotz geringerer Gehaltsaussichten zu arbeiten, könne auch als Signal von mangelnder Kompetenz verstanden werden, versuchen die Autoren durch einen Hinweis darauf zu entkräften, dass ein geringes Managergehalt in NPOs den sozialen Status der Führungskräfte weniger schmälert, als dies in FPOs der Fall wäre. Ähnlich dazu, zeigen Benedict et al (2006), dass ein niedrigeres Gehalt durchaus als Substitut für einen moralisch zufriedenstellenden Arbeitsplatz dienen kann.…”

Section: Vergütungssysteme -Konzeptionelle Grundlagenunclassified

Entwicklungsdynamik von Vergütungssystemen in Nonprofit-Organisationen

Brandl¹,

Güttel²,

Konlechner³

et al. 2006

German Journal of Human Resource Management: Zeitschrift für Pe

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in Dynamics of Compensation Systems in Nonprofit OrganizationsAlthough a considerable amount of research focuses on compensation systems for executives and specialists in for-profit organizations, this issue has tended to be neglected in the context of non-profit organizations (NPO). This paper introduces a model describing dynamics of compensation systems for executives and specialists in NPOs. The construction of the model is based on grounded theory method. We show that compensation systems in NPOs develop from person-based to function-based systems and from function-based to performance-based ones. The first change from person-based to function-based systems is characterized by organizational growth and differentiation. That followed, we find that NPOs do not implement performancebased systems even though the transparency of individual performance differences is a source of irritation in NPOs which have adopted a function-based compensation logic. Finally, we identify reasons for this non-adoption of performance-based systems and discuss the conditions under which performance-based compensation systems can be established in NPOs.

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“…1 1 For a discussion of trade‐off between monetary and nonpecuniary rewards by economists, see Benedict, McClough, and McClough (2006). …”

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confidence: 99%

Public Sector Entrepreneurship: Evidence from Trade Policy

McClough

2008

Politics & Policy

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This article argues that a sudden and sustained increase in Regional Trade Agreements (RTAs) notified to the General Agreement on Tariffs and Trade (GATT) and the World Trade Organization (WTO) during the 1990s may be reflective of innovation by political and policy making entrepreneurs seeking to overcome increasing costs associated with participation in multilateral trade negotiations conducted under the auspices of the GATT/WTO. Analysis of data from the WTO suggests that the increase in RTA notifications may reveal entrepreneurial innovation.

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The Price of Morals: An Empirical Investigation of Industry Sectors and Perceptions of Moral Satisfaction—Do Business Economists Pay for Morally Satisfying Employment?

Cited by 5 publications

References 14 publications

Sorting and Wage Premiums in Immoral Work

Sorting and Wage Premiums in Immoral Work

Entwicklungsdynamik von Vergütungssystemen in Nonprofit-Organisationen

Public Sector Entrepreneurship: Evidence from Trade Policy

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