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sj-pdf-1-ilr-10.1177_00197939231220033 – Supplemental material for Group-Based Incentives and Individual Performance: A Study of the Effort Response
No full textSupplemental material, sj-pdf-1-ilr-10.1177_00197939231220033 for Group-Based Incentives and Individual Performance: A Study of the Effort Response by Anders Frederiksen, Daniel Baltzer Schjødt Hansen and Colleen Flaherty Manchester in ILR Review</p
The Effect of Pension Plan Type on Retirement Age: Distinguishing Plan Incentives from Career Length Preferences
No full textThe Effect of Pension Plan Type on Retirement Age: Distinguishing Plan Incentives from Career Length Preferences
Get PDFThe widespread movement from defined benefit (DB) plans to defined contribution (DC) plans over the past few decades has transferred much of the retirement savings risk from the institution to the individual, particularly in the private sector. This study uses the Retirement Confidence Survey of College and University Faculty, 2005 to ex- amine the use of DC plans relative to DB plans among faculty and the impact of plan incentives on expected retirement age. This study finds that the difference in retirement wealth accrual patterns between the two types of plans generates an eight-month difference in expected retirement ages for individuals in a DC plan relative to those in a DB plan. Preferences over career length double the effect of incentives: individuals who elect to enroll in a DB plan expect to retire sixteen months earlier than those who chose to enroll in a DC plan. In addition, this paper finds that individuals choose retirement plans to diversity their sources of retirement income, which has implications for proposed policies that incorporate individual accounts into Social Security.
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Incorporating Employee Heterogeneity Into Default Rules for Retirement Plan Selection
No full textThis paper examines the effect of incorporating individual-level heterogeneity into default rules for retirement plan selection. We use data from a large employer that transitioned from a defined benefit (DB) plan to a defined contribution (DC) plan, offering existing employees a choice of plans. Employees who did not make a choice were defaulted to switch to the DC plan if under age 45 or remain in the DB plan if age 45 or older. Using a regression discontinuity framework, we estimate that the default increased the probability of enrolling in one plan over the other by 60 percentage points. We develop a framework to solve for the optimal age-based default rule analytically and use our results to empirically evaluate the optimal age-based default rule for the firm in our setting. We show that for a broad range of levels of risk aversion, conditioning the default for the choice between pension plans on age can substantially improve outcomes relative to a uniform default policy. Our results suggest that considerable welfare gains are possible by varying defaults by observable characteristics.
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