Meritocracy and Innovation: Is There a Link? Empirical Evidence from Firms in Brazil

dc.contributor.authorBarros, Henrique Machado
dc.contributor.authorSERGIO GIOVANETTI LAZZARINI
dc.coverage.cidadeSão Paulopt_BR
dc.coverage.paisBrasilpt_BR
dc.creatorBarros, Henrique Machado
dc.date.accessioned2023-07-13T20:12:10Z
dc.date.available2023-07-13T20:12:10Z
dc.date.issued2009
dc.description.abstractWe investigate whether meritocracy affects firms’ innovation performance. More specifically, we empirically evaluate the prediction that the use of higher performance-based pay and promotion should lead to a higher percentage of firm revenues coming from innovations in products and services. To test this prediction, we employ a survey of 370 Brazilian firms in a broad range of industries. Our two-stage regressions, devised to account for potential endogeneity, indicate that while the use of performance-based promotion strongly affects innovation, the effect of contingent pay is marginal. Apparently, the long-term feature of promotion-based meritocracy is more effective to tap into individuals’ creativity than is short-term pay. Our study sheds light on the debate about how organizational practices can affect the innovative potential of firms.
dc.description.otherWe investigate whether meritocracy affects firms’ innovation performance. More specifically, we empirically evaluate the prediction that the use of higher performance-based pay and promotion should lead to a higher percentage of firm revenues coming from innovations in products and services. To test this prediction, we employ a survey of 370 Brazilian firms in a broad range of industries. Our two-stage regressions, devised to account for potential endogeneity, indicate that while the use of performance-based promotion strongly affects innovation, the effect of contingent pay is marginal. Apparently, the long-term feature of promotion-based meritocracy is more effective to tap into individuals’ creativity than is short-term pay. Our study sheds light on the debate about how organizational practices can affect the innovative potential of firms.pt_BR
dc.format.extent31 p.pt_BR
dc.format.mediumDigitalpt_BR
dc.identifier.issueBEWP 072/2009
dc.identifier.urihttps://repositorio.insper.edu.br/handle/11224/5754
dc.language.isoInglêspt_BR
dc.publisherInsperpt_BR
dc.publisherIBMEC São Paulopt_BR
dc.relation.ispartofseriesInsper Working Paperpt_BR
dc.rights.licenseO INSPER E ESTE REPOSITÓRIO NÃO DETÊM OS DIREITOS DE USO E REPRODUÇÃO DOS CONTEÚDOS AQUI REGISTRADOS. É RESPONSABILIDADE DO USUÁRIO VERIFICAR OS USOS PERMITIDOS NA FONTE ORIGINAL, RESPEITANDO-SE OS DIREITOS DE AUTOR OU EDITORpt_BR
dc.subject.keywordsinnovationpt_BR
dc.subject.keywordsincentivespt_BR
dc.subject.keywordsmeritocracypt_BR
dc.subject.keywordscompensationpt_BR
dc.subject.keywordspromotionpt_BR
dc.titleMeritocracy and Innovation: Is There a Link? Empirical Evidence from Firms in Brazilpt_BR
dc.typeworking paper
dspace.entity.typePublication
local.subject.cnpqCiências Sociais Aplicadaspt_BR
local.typeWorking Paperpt_BR
relation.isAuthorOfPublication4ee022f9-7466-405d-ae1a-6b1e33f611e8
relation.isAuthorOfPublication.latestForDiscovery4ee022f9-7466-405d-ae1a-6b1e33f611e8

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