{'fraction_non_alphanumeric': 0.025686448184233834, 'fraction_numerical': 0.0, 'mean_word_length': 5.108108108108108, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
JOB CHARACTERISTICS AND INCENTIVES : AGENCY OR SEARCH CONCERNS ? Evidence from an On-line Job Board

The results, based on a novel and extensive data set of job positions posted on one of the largest on-line job boards, Monster.com, suggest that an employer is less likely to offer performance-based compensation when filling a position that requires: a) a worker to excel at multitasking, b) on-the-job quality provision, or c) a worker to be a good team player. The negative association between offered incentives and task characteristics is stronger at positions where monitoring worker’s effort is more costly. These findings are consistent with the view that in instances of contractual incompleteness it is optimal to reduce the link between the worker’s compensation and a measure of the worker’s performance so as to avoid distorting the worker’s allocation of effort across multiple tasks. An alternative explanation, that the indicated incentives and task characteristics reflect an employer’s attempt to affect the composition of the applicant pool or/and the applicant arrival rate, cannot account for these findings.