How can behavioral game theory apply to company income intention? Labor macroeconomics is involuntary unemployment. Why can some people not find work beyond of switching jobs, or a natural rate of unemployment? A popular account of unemployment pushs that wages are deliberately paid above the market clearly level, which creates an excess supply of workers and hence unemployment. But why are wages too high ? As efficiency wage theory shows that paying workers more than who deserve is necessary to ensure that who have something to lose if they are unemployed, which motivates them to work hand and economizes on monitoring. How Another viewpoint indicates that employer and worker is such as into a gift exchange relationship. Employers pay more than who have to as a gift and workers repay the gift by working harder than necessary. They show how gift exchange can be an equilibrium and show some of its macroeconomic implications. In labor economics, gift exchange is clearly evident of experimental labor markets. In practical working environment, firms offer wages; workers who take the jobs than choose a level of effort, which is costly to the workers and valuable to the firms. For example, firms and workers can enforce wages, but not effort levels. Since workers and firms are matched for just one period, and do not learn each other's identities, there is no way for either side to build reputations or for firms to punish workers who chose low effort. However, self interested workers should shirk, and firms should anticipate that and pay a low wage. In fact, firms deliberately pay high wages as gifts and workers choose higher effort levels when they take higher wage jobs. It seems that it has strong relationship between wages and effort is stable over time. For another example, standard life-cycle theory assumes that if people can borrow, they should prefer wage profiles which maximize the present value of lifetime wages. Holding total wage payments constant, and assuming a positive real rate of interest, present value maximization implies that workers should prefer declining wage profiles over increasing ones. However, in fact, most wages profiles are clearly rising over time which is such as a phenomenon. Rather, workers derive utility from positive changes in consumption, but have self-control problems. If any company has any good wages profiles would prevent them from positive changes in consumption, but have self-control problems that would prevent them from saving for later consumption of wages were more front-loaded in the life cycle. In addition, workers seem to derive positive utility from increasing wage profiles, it is perhaps because rising wages are a source of self-esteem and the desire for increasing payments is much weaker for non wage income. The standard life-cycle of labor supply also implies that workers should substitute labor and leisure based on the wage rate who face and the value who place on leisure at different points in time. If wage fluctuations are temporary workers should work long hours when wages are high and short hours when wages are low. However, because changes in wages are often persisting and because work hours are generally fixed in the short-run. So, it is difficult to tell whether workers are substituting. So, if the company can have good method to decide when to rise salary or wage level, even reduce salary or wage level, as well as how much rising or reducing salary or wage level is the suitable in different time. If the wage fluctations are reasonable in the most suitable time, the labor turnover numbers will not be reduced easily.