Lamar Pierce

Dishonesty in the Name of Equity

Under what conditions do people act dishonestly to help or hurt others? We addressed this question by examining the influence of a previously overlooked factor—the beneficiary or victim of dishonest acts. In two experiments, we randomly paired participants and manipulated their wealth levels through an initial lottery. We then observed how inequity between partners influenced the likelihood of one dishonestly helping or hurting the other, while varying the financial incentives for dishonest behavior. The results show that financial self-interest cannot fully explain peoples tendency to dishonestly help or hurt others. Rather, such dishonesty is influenced by emotional reactions to wealth-based inequity, even when the dishonesty bears a personal financial cost. Envy evoked by negative inequity led to hurting behavior, whereas guilt induced by positive inequity motivated helping behavior. Finally, inequity between the partner and third parties triggered dishonest helping through empathy with the partner.

The Psychological Costs of Pay-for-Performance: Implications for the Strategic Compensation of Employees

Most research linking compensation to strategy relies on agency theory economics and focuses on executive pay. We instead focus on the strategic compensation of non-executive employees, arguing that while agency theory provides a useful framework for analyzing compensation, it fails to consider several psychological factors that increase costs from performance-based pay. We examine how psychological costs from social comparison and overconfidence reduce the efficacy of individual performance-based compensation, building a theoretical framework predicting more prominent use of team-based, seniority-based, and flatter compensation. We argue that compensation is strategic not only in motivating and attracting the worker being compensated, but also in its impact on peer workers and the firm’s complementary activities. The paper discusses empirical implications and possible theoretical extensions of the proposed integrated theory.

Robin Hood Under the Hood: Wealth-Based Discrimination in Illicit Customer Help

This paper investigates whether an employees perception of customer wealth affects his likelihood of engaging in illegal behavior. We propose that envy and empathy lead employees to discriminate in illicitly helping customers based on customer wealth. We test for this hypothesis in the vehicle emissions testing market, where employees have the opportunity to illegally help customers by passing vehicles that would otherwise fail emissions tests. We find that for a significant number of inspectors, leniency is much higher for those customers with standard vehicles than for those with luxury cars, although a smaller group appears to favor wealthy drivers. We also investigate the psychological mechanisms explaining this wealth-based discriminatory behavior using a laboratory study. Our experiment shows that individuals are more willing to illegally help peers when those peers drive standard rather than luxury cars, and that envy and empathy mediate this effect. Collectively, our results suggest the presence of wealth-based discrimination in employee--customer relations and that envy toward wealthy customers and empathy toward those of similar economic status drive much of this illegal behavior. Implications for both theory and practice are discussed.

Organizational Structure and the Limits of Knowledge Sharing: Incentive Conflict and Agency in Car Leasing

This paper argues that conflicting incentives among managers may impede potential knowledge-sharing benefits from vertical integration. I study knowledge-based agency costs from vertical integration in car leasing, where manufacturer-owned captive lessors compete with independent lessors. Both organizational forms must acquire and integrate diffuse knowledge to accurately predict vehicle depreciation---a condition critical for profitability. Using a data set of 180,000 leases, I compare contracts of independent and captive lessors across car models, market conditions, and product life cycles. I find that managers in vertically integrated firms have conflicting incentives on whether to accurately and completely share proprietary knowledge, and show that these incentives appear to generate agency costs inconsistent with corporate profitability as managers selectively use and share knowledge for personal gain. The findings suggest that most knowledge benefits of vertical integration will be nullified when managerial interests are incompatible with the profit concerns of the firm. This paper was accepted by Bruno Cassiman, business strategy.

Ethical Spillovers in Firms: Evidence from Vehicle Emissions Testing

In this paper, we explore how organizations influence the unethical behavior of their employees. Using a unique data set of over three million vehicle emissions tests, we find strong evidence of ethical spillovers from firms to individuals. When inspectors work across different organizations, they adjust the rate at which they pass vehicles to the norms of those with whom they work. These spillovers are strongest at large facilities and corporate chains, and weakest for the large-volume inspectors. These results are consistent with the economics literature on productivity spillovers from organizations and peers and suggest that managers can influence the ethics of employee behavior through both formal norms and incentives. The results also suggest that employees have persistent ethics that limit the magnitude of this influence. These results imply that if ethical conformity is important to the financial and legal health of the organization, managers must be vigilant in their hiring, training, and monitoring to ensure that employee behavior is consistent with firm objectives.

In Sickness and in Wealth Psychological and Sexual Costs of Income Comparison in Marriage

As the percentage of wives outearning their husbands grows, the traditional social norm of the male breadwinner is challenged. The upward income comparison of the husband may cause psychological distress that affects partners’ mental and physical health in ways that affect decisions on marriage, divorce, and careers. This article studies this impact through sexual and mental health problems. Using wage and prescription medication data from Denmark, we implement a regression discontinuity design to show that men outearned by their wives are more likely to use erectile dysfunction medication than their male breadwinner counterparts, even when this inequality is small. Breadwinner wives suffer increased insomnia/anxiety medication usage, with similar effects for men. We find no effects for unmarried couples or for men who earned less than their fiancée prior to marriage. Our results suggest that social norms play important roles in dictating how individuals respond to upward social comparisons.

Cleaning House: The Impact of Information Technology Monitoring on Employee Theft and Productivity

This paper examines how firm investments in technology-based employee monitoring impact both misconduct and productivity. We use unique and detailed theft and sales data from 392 restaurant locations from five firms that adopt a theft monitoring information technology IT product. We use difference-in-differences models with staggered adoption dates to estimate the treatment effect of IT monitoring on theft and productivity. We find significant treatment effects in reduced theft and improved productivity that appear to be primarily driven by changed worker behavior rather than worker turnover. We examine four mechanisms that may drive this productivity result: economic and cognitive multitasking, fairness-based motivation, and perceived increases of general oversight. The observed productivity results represent substantial financial benefits to both firms and the legitimate tip-based earnings of workers. Our results suggest that employee misconduct is not solely a function of individual differences in ethics or morality, but can also be influenced by managerial policies that can benefit both firms and employees. This paper was accepted by Serguei Netessine, operations management.

The Role of Organizational Scope and Governance in Strengthening Private Monitoring

Governments and other organizations often outsource activities to achieve cost savings from market competition. Yet such benefits are often accompanied by poor quality resulting from moral hazard, which can be particularly onerous when outsourcing the monitoring and enforcement of government regulation. In this paper, we argue that the considerable moral hazard associated with private regulatory monitoring can be mitigated by understanding conflicts of interest in the monitoring organizations’ product/service portfolios and by the effects of their private governance mechanisms. These organizational characteristics affect the stringency of monitoring through reputation, customer loyalty, differential impacts of government sanctions, and the standardization and internal monitoring of operations. We test our theory in the context of vehicle emissions testing in a state in which the government has outsourced these inspections to the private sector. Analyzing millions of emissions tests, we find empirical support for our hypotheses that particular product portfolios and forms of governance can mitigate moral hazard. Our results have broad implications for regulation, financial auditing, and private credit and quality rating agencies in financial markets.

Discretion and Manipulation by Experts: Evidence from a Vehicle Emissions Policy Change

Environmental regulation seeks to limit pollution through strict emissions thresholds for existing cars, yet it remains unclear how frequently inspectors enforce these regulations and what impact test manipulation has on policy efficacy. We demonstrate (1) that there is a distinct discontinuous drop in the distribution of emissions results at the regulatory threshold (2) that when the state tightens emissions standards, over 50% of the vehicles newly at risk for failure now pass instantaneously after the regulation changes. These improvements cannot be explained by legitimate repairs but are consistent with facilities exploiting procedural discretion in order to help consumers evade the strengthened regulations.

Losing Hurts: The Happiness Impact of Partisan Electoral Loss

Partisan identity shapes social, mental, economic, and physical life. Using a novel dataset, we study the consequences of partisan identity by examining the immediate impact of electoral loss and victory on happiness and sadness. Employing a quasi-experimental regression discontinuity model we present two primary findings. First, elections strongly affect the immediate happiness/sadness of partisan losers, but minimally impact partisan winners. This effect is consistent with psychological research on the good-bad hedonic asymmetry, but appears to dissipate within a week after the election. Second, the immediate happiness consequences to partisan losers are relatively strong. To illustrate, we show that partisans are affected two times more by their party losing the 2012 U.S. Presidential Election than both respondents with children were to the Newtown shootings and respondents living in Boston were to the Boston Marathon bombings. We discuss implications regarding the centrality of partisan identity to the self and its well-being.