pdf - Nyenrode Business Universiteit
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122 CHAPTER 5. CONCLUSION<br />
addresses the RPE claim in a more direct manner than chapter 2. The models in<br />
chapters 3 and 4 focus on testing a single explanation instead of including both perspectives<br />
simultaneously. The benefit of the analyses in chapters 3 and 4 lies in their<br />
statistical power. The analyses are statistically more powerful because they do not<br />
include or require statistically demanding interaction effects. Increasing statistical<br />
power is especially important for the opportunism perspective because limited statistical<br />
power could have driven the marginal findings in chapter 2.<br />
However, chapter 4 confirms the conclusions of chapter 2 with regard to the opportunism-mitigating<br />
properties of RPE. Similar to chapter 2, the analyses in chapter<br />
4 show that RPE has no opportunism-mitigating effect for business unit managers.<br />
Instead, the analyses of chapter 4 indicate that using RPE increases (instead of decreases)<br />
the room that managers have to behave opportunistically.<br />
A partial, post-hoc explanation for why RPE does not reduce the room for managerial<br />
opportunism is found in the work of Davila & Penalva (2006) and Ittner et al.<br />
(1997). According to Davila & Penalva, managers can influence the composition and<br />
weighting of their own performance measurement system. Managers self-select a set<br />
of performance targets that is highly controllable. Ittner et al. argue that managers<br />
may influence the composition of their PMS to obtain more manipulable performance<br />
measures. If managers can influence their performance measurement system, they<br />
can also influence their performance standard. Thus, managers can choose those<br />
measures on which they compare favourably with their peers. By self-selecting the<br />
performance metrics (or the weight placed on the individual metrics in the performance<br />
measurement system), the manager bypasses the opportunism-mitigating<br />
properties of RPE. My data support this observation by Ittner et al. (1997). In<br />
response to a question not used earlier in this study, my respondents claim that they<br />
can negotiate or otherwise influence their performance criteria to, on average, some<br />
extent. Moreover, this influence increases with increasing use of RPE for explicit target<br />
setting purposes. My data show no association between less specific applications<br />
of RPE and the possibility to influence the set of performance criteria.<br />
Although this explanation reasons why RPE may not be an efficient control instrument<br />
for opportunism reduction, it only partially explains the positive effect of RPE<br />
on the room for managerial opportunism. From the analyses in chapter 2, we learn<br />
that organizations implement RPE into the performance evaluation praxis of business<br />
unit managers mainly by relying on internal and mixed peer groups. Within<br />
my sample, only 8% of the RPE users rely exclusively on external peers, whereas<br />
the remaining 92% use internal peers at least to some extent to determine the performance<br />
targets. However, using internal peers may violate Murphy’s (2001) ‘influenceability’<br />
presumption. The reason why RPE may reduce opportunism because