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Do Nonprofits Treat Their Employees Differently? Incentive Pay and Health Benefits

机译:非营利组织会以不同的方式对待员工吗?奖励工资和健康福利

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摘要

We examine how nonprofit, public, and for-profit establishments vary in the provision of health benefits and insurance and performance-based incentives using the 2002 National Organization Survey of establishments in the United States. We found that in comparison to for-profit firms, both nonprofit and public organizations are less likely to use performance-based incentives, although they provide their employees with better health benefits and insurance. Sectoral differences in the provision of health benefits and insurance and use of performance-based incentives persist after controlling for correlates of sector that predict these outcomes, including establishment size, independence of establishment, market competition, establishment age, and unionization. We also found trade-offs between the provision of health benefits and insurance and use of performance-based incentives. Our results are generally consistent with the prediction from agency theory and also consistent with a view that public and nonprofit organizations are more concerned with the well-being of their employees.
机译:我们使用2002年美国机构对国家机构的调查,研究了非营利,公共和营利机构在提供医疗福利,保险和基于绩效的激励方面的差异。我们发现,与营利性公司相比,非营利性组织和公共组织都不太可能使用基于绩效的激励措施,尽管它们可以为员工提供更好的健康福利和保险。在控制了预测这些结果的部门相关因素之后,在提供卫生福利和保险以及使用基于绩效的激励措施方面,部门差异仍然存在,包括机构规模,机构独立性,市场竞争,机构年龄和工会组织。我们还发现,在提供医疗福利和保险与使用基于绩效的激励措施之间需要权衡取舍。我们的结果总体上与代理理论的预测相符,也与公共和非营利组织更关注员工福利的观点相符。

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