Adjustment of deferred compensation schemes, fairness concerns, and hiring of older workers

Christian Pfeifer

Adjustment of deferred compensation schemes, fairness concerns, and hiring of older workers

Publikation: Arbeits- oder Diskussionspapiere und Berichte › Arbeits- oder Diskussionspapiere

Standard

Adjustment of deferred compensation schemes, fairness concerns, and hiring of older workers. / Pfeifer, Christian.

Lüneburg : Institut für Volkswirtschaftslehre der Universität Lüneburg, 2009. (Working paper series in economics; Nr. 151).

Publikation: Arbeits- oder Diskussionspapiere und Berichte › Arbeits- oder Diskussionspapiere

Harvard

Pfeifer, C 2009 'Adjustment of deferred compensation schemes, fairness concerns, and hiring of older workers' Working paper series in economics, Nr. 151, Institut für Volkswirtschaftslehre der Universität Lüneburg, Lüneburg.

APA

Pfeifer, C. (2009). Adjustment of deferred compensation schemes, fairness concerns, and hiring of older workers. (Working paper series in economics; Nr. 151). Institut für Volkswirtschaftslehre der Universität Lüneburg.

Vancouver

Pfeifer C. Adjustment of deferred compensation schemes, fairness concerns, and hiring of older workers. Lüneburg: Institut für Volkswirtschaftslehre der Universität Lüneburg. 2009. (Working paper series in economics; 151).

Bibtex

@techreport{e5b5ae9a89114d2a837a740d012a2602,

title = "Adjustment of deferred compensation schemes, fairness concerns, and hiring of older workers",

abstract = "Hutchens (1986, Journal of Labor Economics 4(4), pp. 439-457) argues that deferred compensation schemes impose fixed-costs to firms and, therefore, they employ older workers but prefer to hire younger workers. This paper shows that deferred compensation can be a recruitment barrier even without these fixed-costs, because adjustments of wage-tenure profiles for older new entrants can lead to adverse incentive effects from a fairness perspective. A personnel data set and a linked employeremployee data set reveal that wage-tenure profiles of white-collar workers are indeed adjusted according to entry age but that firms still hire few older workers.",

keywords = "Economics, deferred compensation, entry age, fairness, internal labor markets, wages, Gender and Diversity",

author = "Christian Pfeifer",

note = "Parallel als Online-Ausg. erschienen unter der Adresse http://www.leuphana.de/fileadmin/user_upload/Forschungseinrichtungen/ifvwl/WorkingPapers/wp_151_Upload.pdf : (30.11.2009)",

year = "2009",

language = "English",

series = "Working paper series in economics",

publisher = "Institut f{\"u}r Volkswirtschaftslehre der Universit{\"a}t L{\"u}neburg",

number = "151",

type = "WorkingPaper",

institution = "Institut f{\"u}r Volkswirtschaftslehre der Universit{\"a}t L{\"u}neburg",

}

RIS

TY - UNPB

T1 - Adjustment of deferred compensation schemes, fairness concerns, and hiring of older workers

AU - Pfeifer, Christian

N1 - Parallel als Online-Ausg. erschienen unter der Adresse http://www.leuphana.de/fileadmin/user_upload/Forschungseinrichtungen/ifvwl/WorkingPapers/wp_151_Upload.pdf : (30.11.2009)

PY - 2009

Y1 - 2009

N2 - Hutchens (1986, Journal of Labor Economics 4(4), pp. 439-457) argues that deferred compensation schemes impose fixed-costs to firms and, therefore, they employ older workers but prefer to hire younger workers. This paper shows that deferred compensation can be a recruitment barrier even without these fixed-costs, because adjustments of wage-tenure profiles for older new entrants can lead to adverse incentive effects from a fairness perspective. A personnel data set and a linked employeremployee data set reveal that wage-tenure profiles of white-collar workers are indeed adjusted according to entry age but that firms still hire few older workers.

AB - Hutchens (1986, Journal of Labor Economics 4(4), pp. 439-457) argues that deferred compensation schemes impose fixed-costs to firms and, therefore, they employ older workers but prefer to hire younger workers. This paper shows that deferred compensation can be a recruitment barrier even without these fixed-costs, because adjustments of wage-tenure profiles for older new entrants can lead to adverse incentive effects from a fairness perspective. A personnel data set and a linked employeremployee data set reveal that wage-tenure profiles of white-collar workers are indeed adjusted according to entry age but that firms still hire few older workers.

KW - Economics

KW - deferred compensation

KW - entry age

KW - fairness

KW - internal labor markets

KW - wages

KW - Gender and Diversity

M3 - Working papers

T3 - Working paper series in economics

BT - Adjustment of deferred compensation schemes, fairness concerns, and hiring of older workers

PB - Institut für Volkswirtschaftslehre der Universität Lüneburg

CY - Lüneburg

ER -