en
Persons
Timo Vogelsang
Publications (selection)
(2025)
Opitz, S., Sliwka, D., Vogelsang, T., & Zimmermann, T. (2025).
"The Algorithmic Assignment of Incentive Schemes." Management Science, 71(2), 1546–1563.(2024)
Alfitian, J., Sliwka, D., & Vogelsang, T. (2024).
"When Bonuses Backfire: Evidence from the Workplace." Management Science, 70(9), 5627–6482.Sliwka, D., & Vogelsang, T. (2024, September 4).
"Research: When Bonuses Backfire." Harvard Business Review.(2023)
Manthei, K., Sliwka, D., & Vogelsang, T. (2023).
"Talking About Performance or Paying for It? A Field Experiment on Performance Reviews and Incentives." Management Science, 69(4), 2198–2216.Manthei, K., Sliwka, D., & Vogelsang, T. (2023).
"Information, Incentives, and Attention: A Field Experiment on the Interaction of Management Controls." The Accounting Review, 98(5), 455–479.(2021)
Manthei, K., Sliwka, D., & Vogelsang, T. (2021).
"Performance Pay and Prior Learning—Evidence from a Retail Chain." Management Science, 67(11), 6998–7022.(2016)
Danilov, A., & Vogelsang, T. (2016).
"Time for Helping." Journal of the Economic Science Association, 2(1), 36–47.In the media
The Economist, 12.10.2024 | Bartleby
“A couple of recent studies underline the risk that incentives will have unintended consequences. One, from Jakob Altifian and Dirk Sliwka of the University of Cologne and Timo Vogelsang of the Frankfurt School of Finance and Management, tested the effect of paying an attendance bonus on levels of absenteeism. They did so by randomly assigning apprentice workers at a German retailer to two groups which offered a financial reward or some extra holiday, respectively, for a perfect attendance record. Neither reward reduced absenteeism, and the monetary bonus had precisely the opposite effect: it actually increased rates of absenteeism by 50% on average.”Link to article: https://www.economist.com/business/2024/10/10/when-workplace-bonuses-backfire
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