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Journal articles on the topic 'Incentives and motivation'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Ormel, Hermen, Maryse Kok, Sumit Kane, et al. "Salaried and voluntary community health workers: exploring how incentives and expectation gaps influence motivation." Human Resources for Health 17, no. 1 (2019): 59. https://doi.org/10.1186/s12960-019-0387-z.

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<strong>Background: </strong>The recent publication of the WHO guideline on support to optimise community health worker (CHW) programmes illustrates the renewed attention for the need to strengthen the performance of CHWs. Performance partly depends on motivation, which in turn is influenced by incentives. This paper aims to critically analyse the use of incentives and their link with improving CHW motivation.<strong>Methods: </strong>We undertook a comparative analysis on the linkages between incentives and motivation based on existing datasets of qualitative studies in six countries. These s

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Кибанов and Ardalon Kibanov. "Methodology of Motivation and Stimulation of Organization’s Personnel." Management of the Personnel and Intellectual Resources in Russia 3, no. 1 (2014): 5–10. http://dx.doi.org/10.12737/2619.

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Theoretical and methodological issues of motivation and stimulation of labor activity are discussed, including such concepts, as «motive», «incentive», «motivation » and «stimulation». The essence of interrelating and interconditioning processes of motivation and stimulation is defined along with their constituent elements. In-depth meaning of motivational core as a system of incentives and motives, driving labor activity at a given stage of the organizational life, is revealed. Motivational core, as a cohesion of interrelated incentives and motives, is characterized by the following features:

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Zalainé Piros, Márta. "Study of Educational Motivation among Agricultural Managers." Acta Agraria Debreceniensis, no. 9 (December 10, 2002): 161–70. http://dx.doi.org/10.34101/actaagrar/9/3577.

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It is a priority for companies to utilise human resources as much as possible. The form and effectiveness of the utilisation of labour largely depends on how much the manager of the company and the human resource management area support and encourage labour to develop individually and work more efficiently – as far as the size of the company justifies and allows. Effective incentive methods have to be set and run. Training incentives will have to play an important part in the future.There has been no major difference between training incentives between managers and subordinates. Material incen

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Митрофанова, Александра, and Aleksandra Mitrofanova. "Incentive System as an Instrument of Personnel Motivation." Management of the Personnel and Intellectual Resources in Russia 7, no. 6 (2018): 24–28. http://dx.doi.org/10.12737/article_5c1764453df656.31079412.

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Modern development of management theory and practice pays special attention to staff incentives, which, often, takes the main place in a personnel management system of the organizations in various branches. In modern conditions inefficient incentive system is the widespread phenomenon on what directly and indirectly specify data on supply balance and demand in labor market, personnel fluidity in the organizations, unsatisfactory professional level of personnel and others. In this regard, researches in the field of staff incentive acquire special relevance. The author proves a work incentives r

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Soherwardy, Aalia, and Elizabeth Crouch. "Assessing Initiatives for Rural Health Practices in South Carolina." American Journal of Undergraduate Research 17, no. 3 (2020): 61–72. http://dx.doi.org/10.33697/ajur.2020.028.

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The purpose of this study was to determine which incentives are most effective in motivating medical students to practice in rural areas of South Carolina, which can be informative for the medical practitioner rural recruitment process. Medical students attending the University of South Carolina School of Medicine located in Columbia, South Carolina were surveyed about demographic information, motivations for rural practice, and considerations for choosing a practice location (n=109). Chi-square tests and bivariate analyses were used to test for significant differences. A significant relations

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Soherwardy, Aalia, and Elizabeth Crouch. "Assessing Initiatives for Rural Health Practices in South Carolina." American Journal of Undergraduate Research 17, no. 3 (2020): 61–72. http://dx.doi.org/10.33697/jur.2020.028.

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The purpose of this study was to determine which incentives are most effective in motivating medical students to practice in rural areas of South Carolina, which can be informative for the medical practitioner rural recruitment process. Medical students attending the University of South Carolina School of Medicine located in Columbia, South Carolina were surveyed about demographic information, motivations for rural practice, and considerations for choosing a practice location (n=109). Chi-square tests and bivariate analyses were used to test for significant differences. A significant relations

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Alfarizi, Achmad, Suharini Suharini, and Ratih Hastasari. "PENGARUH INSENTIF TERHADAP KINERJA KARYAWAN DENGAN VARIABEL INTERVENING MOTIVASI KERJA PADA PT GANDA MADY INDOTAMA." Akrab Juara : Jurnal Ilmu-ilmu Sosial 7, no. 1 (2022): 1. http://dx.doi.org/10.58487/akrabjuara.v7i1.1751.

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Incentives are needed to improve the motivation and performance of employees to always work optimally, so that the vision and mission of the organization / company can be achieved. This research aims to explain: 1) The Effect of Incentives on Employee Work Motivation; 2) Influence of Employee Performance Incentives; 3) The Effect of Work Motivation on Employee Performance, 4) The Significance of Work Motivation as an intervening between incentives and employee performance. This Explanatory Research conducted with a quantitative approach, using Regression-path analysis and Sobel analysis. The d

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Skrzek-Lubasińska, Małgorzata, and Jolanta M. Szban. "Motivation in the Gig Economy: The Incentive Effect of Digital Platforms. A Literature Review." Kwartalnik Nauk o Przedsiębiorstwie 72, no. 2 (2024): 95–116. http://dx.doi.org/10.33119/knop.2024.72.2.7.

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Purpose – to compile a list of external incentives that motivate gig workers, and identify incentives suitable for gig work.Methods – an empirical literature review investigating external incentives and their effect on gig worker motivation on digital platforms.Findings – despite the diversity among gig workers, well-known and recognised motivation concepts, and incentives remain applicable today.Digital platforms, designed to function as intermediaries between giggers and end-users, have assumed a significant part of the HRM role and transformed the paradigm of incentive in gig work. The appl

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Ibrahim, Irmohizam, and Norhasni Zainal Abiddin. "The Impact of Incentives on Employee Productivity: Review of Past Literatures." Journal of Business Administration Research 12, no. 2 (2023): 19. http://dx.doi.org/10.5430/jbar.v12n2p19.

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Employee productivity is a key component of an organization's success and expansion. The use of incentives can greatly improve staff motivation and productivity. This study aims to explore how incentives affect workers' productivity. It will examine the relationship between incentives and productivity, as well as the impact that various incentives have on productivity outcomes. It also emphasizes how crucial incentives are for boosting employee motivation and increasing productivity in businesses. Incentives can come in a variety of forms, including cash payments, bonuses, accolades, and non-c

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Ratri, Devita Rahmani. "FEMALE IN THE HEALTHCARE: EXPLORING FEMALE NURSES MOTIVATION IN JAVANESE HOSPITALS, INDONESIA." Journal of Community Health and Preventive Medicine 3, no. 1 (2023): 19–31. http://dx.doi.org/10.21776/ub.jochapm.2023.003.01.3.

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Javanese regions in Indonesia have been known to suffer from nurse shortages and low nurse motivation. These situations may hinder their performance. Gender and cultural aspects are essential to developing motivational strategies, but they are rarely considered in Indonesia. This study intended to explore the current situation in Javanese hospitals that affect the work motivation of female nurses. This study was a literature review. The keywords used for the search were “motivation,” “need* OR motive* OR goal* OR incentive* OR value*,” “work OR job OR career,” “policy OR regulation*,” “female

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A. Carandang, Roxaine Lourrest. "IMPACT OF INCENTIVES TO THE JOB PERFORMANCE OF EMPLOYEES ON SELECTED PRIVATE COMPANIES IN SAN PABLO CITY, LAGUNA." Business and Economics in Developing Countries 1, no. 2 (2023): 97–100. http://dx.doi.org/10.26480/bedc.02.2023.97.100.

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Motivation plays a significant role in every worker’s job performance. In this study, monetary and non-monetary motivational factors were considered. The research focused on how this motivation, specifically working incentives, affects the job performance of employees of selected private companies in San Pablo City, Laguna, Philippines. Fifty-three (53) employees from private companies participated in the study. A quantitative research design was employed using an adopted survey questionnaire to measure the effects of incentives on job performance in terms of four dimensions: task, contextual,

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Huang, Yundong. "Motivation exchange rate: the real value of incentives." Journal of Management Development 37, no. 4 (2018): 353–62. http://dx.doi.org/10.1108/jmd-08-2017-0255.

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Purpose The purpose of this paper is to describe how individuals compare the value of different types of incentive. This is similar to comparison in the financial field for currency exchange. The proposed exchange rate between incentives is referred to here as motivation exchange rate (MER). Design/methodology/approach Survey-based empirical data were analyzed to test for the existence of MER, based on 330 samples collected from a number of organizations. Partial least square-based structural equation modeling was applied to test the research model, specifically examining the exchange rate bet

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Prajapat, Bhavesh. "Employee Motivation & The Impact of Employee Motivation Programs on Job Satisfaction." International Journal for Research in Applied Science and Engineering Technology 12, no. 5 (2024): 5141–47. http://dx.doi.org/10.22214/ijraset.2024.62343.

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Abstract: Examining employee motivation and the effect of motivation programs on job satisfaction is the goal of the current study. The purpose of the study is to investigate how different motivational techniques affect worker morale, output, and general job satisfaction. Numerous efforts for work-life balance, professional growth, financial incentives, recognition programs, and encouragement are available. The findings show that these initiatives greatly improve employee work satisfaction. The research highlights the significance of customized incentive schemes in fostering job contentment an

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Crane, Melissa M., Deborah F. Tate, Eric A. Finkelstein, and Laura A. Linnan. "Motivation for Participating in a Weight Loss Program and Financial Incentives: An Analysis from a Randomized Trial." Journal of Obesity 2012 (2012): 1–9. http://dx.doi.org/10.1155/2012/290589.

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This analysis investigated if changes in autonomous or controlled motivation for participation in a weight loss program differed between individuals offered a financial incentive for weight loss compared to individuals not offered an incentive. Additionally, the same relationships were tested among those who lost weight and either received or did not receive an incentive. This analysis used data from a year-long randomized worksite weight loss program that randomly assigned employees in each worksite to either a low-intensity weight loss program or the same program plus small financial incenti

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Zilincikova, Maria, and Katarina Repkova Stofkova. "Motivational Elements of Employees as a Competitive Advantage of Companies in the Conditions of Globalization." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 6, no. 5 (2020): 16–24. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.65.1002.

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The article analyzes with the analysis of the influence of incentive elements on the motivation of workers to better performance and satisfaction, across the whole active population in the context of the new economy. For specific generations, motivational incentives are diverse. The main reasons of using the award, recognition of the performance and motivation are long-term sustainable good relationships in the workplace, as well as demonstrable work successes and, last but not least, an increase in the success of the whole company. Different incentive elements also used in the Slovak Republic

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Akinina, Ksenia O., and Olga A. Rasskazova. "Features of Personnel Motivation and Incentivization in the Electric Power Industry." Vestnik Tomskogo gosudarstvennogo universiteta. Ekonomika, no. 55 (2021): 89–104. http://dx.doi.org/10.17223/19988648/55/6.

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The article discusses the role of human resources in the efficiency of an organization. Employees influence the result of the company’s activities and make the company competitive in the market. The authors consider incentives as part of the HR management system and analyze the relationships between an incentive scheme and labor productivity, an incentive scheme and staff turnover, an incentive scheme and competitiveness. The authors note the importance of the electric power industry in the economy of the Russian Federation, investigate the labor market in electrical engineering in St. Petersb

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Sukanta, I. Wayan, Anik Yuesti, and Putu Kepramareni. "The Influence of Financial Incentives and Non Financial Incentives to Job Performance: Motivation of Work as A Variable of Modernation in Employee Cooperation of Save Loans (Ksp) Mitra Sari Dana Denpasar Oleh." International Journal of Contemporary Research and Review 9, no. 07 (2018): 20886–900. http://dx.doi.org/10.15520/ijcrr/2018/9/07/552.

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The purpose of this study is to analyze the influence of financial incentives on job motivation, the influence of non-financial incentives on job motivation, the influence of financial incentives on job performance, the influence of non-financial incentives on job performance, and the influence of work motivation on job performance in the Cooperative Savings and Loans (KSP) Mitra Sari Dana Denpasar. This research is a quantitative research using primary data obtained from the questionnaire and measured by using Likert scale. The population of this research is employees at Savings and Loans Coo

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Silverman, Kenneth, Brantley P. Jarvis, Joshua Jessel, and Alexa A. Lopez. "Incentives and motivation." Translational Issues in Psychological Science 2, no. 2 (2016): 97–100. http://dx.doi.org/10.1037/tps0000073.

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Kiseleva, G. S. "Assessment of motivation of potential employees of an industrial enterprise." Economy in the industry 11, no. 1 (2018): 81–86. http://dx.doi.org/10.17073/2072-1633-2018-1-81-86.

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A competently constructed incentive system ensures a high level of interest and satisfaction with the work activities of the staff, reducing costs and increasing production efficiency. The effectiveness of staff involvement largely depends on determining the motivational attitudes of candidates, identifying the dominant motivators of the applicant, which will save effort and time in dealing with many candidates, hire a specialist focused on achieving goals that do not run counter to the company’s policies. The article outlines the main aspects of assessing the motivation of potential employees

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Tang, Shichao, Yiran Bai, and Guoxian Bao. "How to Make the Low-Powered Incentives Mode of the Public Sector Play a High-Powered Incentive Effect- Evidence from China's Government Performance Management Reform." Lex localis - Journal of Local Self-Government 22, no. 3 (2024): 164–87. http://dx.doi.org/10.52152/22.3.164-187(2024).

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Most challenging is motivating bureaucrats who perform duties during their jobs. Public organizations gain more from low-powered incentives than private sector incentives because of multitasking and lack of rivalry. Political and financial incentives dominate public sector motives, much below private sector incentives. Thus, scholars have concentrated on low-powered incentives to boost public sector incentives. This paper examines performance evaluation scheme-optimized incentive system design and operation. The case study of West Lake District, Hangzhou City, China, shows structure, process,

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Du, Yueyao. "Research on the Motivation and Effect of Equity Incentive of Huiding Technology." Journal of Innovation and Development 3, no. 3 (2023): 52–54. http://dx.doi.org/10.54097/jid.v3i3.10197.

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Stock incentives can be considered one of the most commonly used long-term incentives in modern enterprises, and the study of the motivation and effectiveness of this incentive mechanism has also become an important aspect of the company's development process. Based on this, this article selects Hiding Technology Company as a case study to evaluate the motivation and effectiveness of its three restricted equity incentive plans implemented since its listing in 2017. I look forward to providing corresponding reference suggestions for listed companies in other similar businesses when implementing

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Wang, Ya, and Lihua Zhou. "Can Non-Economic Incentives Improve the Incentive Effect of Relocating Immigrants? Evidence from Wuwei City, Located at the Northern Foothills of the Qilian Mountains." International Journal of Environmental Research and Public Health 19, no. 20 (2022): 13039. http://dx.doi.org/10.3390/ijerph192013039.

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Towards the long-term sustainable development of the northern foothills of the Qilian Mountains, the design of migration motivation mechanisms is a key issue. Considering motivation perspectives and social exchange theories, a framework and measurement scale were constructed to analyze the influence of government incentives on Wuwei’s relocated immigrants. ANOVA and generalized linear regression models were employed to analyze the differences among regions and groups, along with the influence of various incentives. The results of the study indicate: (1) In Wuwei City, non-economic incentive fa

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Jin, Siyu. "A Review of Research on Employee Incentive Mechanisms and Firm Performance from the Perspective of Behavioral Economics." Transactions on Economics, Business and Management Research 12 (September 28, 2024): 94–102. http://dx.doi.org/10.62051/qf9abt26.

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This paper reviews the relationship between employee incentives and corporate performance from the perspective of behavioral economics. As the limitations of traditional material incentive theory gradually emerge, behavioral economics provides new theoretical support for the optimization of incentive mechanisms. This paper first explores the core concepts of behavioral economics, including loss aversion, intrinsic motivation, framing effects and social norms, and compares them with traditional incentive theories. By analyzing the additions and modifications of behavioral economics to incentive

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Tsikhanava, L. E., and V. V. Fedotova. "THEORETICAL FUNDAMENTALS OF PERSONNEL MOTIVATION." Vestnik of Polotsk State University. Part D. Economic and legal sciences, no. 6 (June 30, 2022): 54–60. http://dx.doi.org/10.52928/2070-1632-2022-61-6-54-60.

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The article proposes an organizational and economic mechanism for personnel incentives, based on the priority areas of employee motivation, as well as taking into account the characteristics of the organization, its internal and external environment, employment and labor markets. Methods and tools for staff incentives have been systematized. Within the framework of the proposed concept, the goal and tasks are defined, the priorities of the incentive policy are identified. The proposed priority areas include: defining the goals and objectives of labor incentives, assessing the labor market and

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Satyawan, Robby, Luis Marnisah, and Muhammad Wadud. "Pengaruh Insentif dan Motivasi terhadap Kinerja Pegawai Sekretariat Dewan Perwakilan Rakyat Daerah Provinsi Sumatera Selatan." Jurnal Nasional Manajemen Pemasaran & SDM 3, no. 4 (2022): 229–34. http://dx.doi.org/10.47747/jnmpsdm.v3i4.857.

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This study aims to investigate the effect of incentives and motivation on employee performance at the DPRD Secretariat. Sampling deployed non-probability techniques on the total population of DPRD Secretariat employees. Data of 75 respondents were collected through questionnaires and interviews. This study implemented multiple linear regression methods to analyze data. The results evince that partially, each incentive and motivation has a significant effect on employee performance. Likewise, simultaneously, incentives and motivation have a significant effect on employee performance. This resea

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Dipsweta, Paul. "Effects of Monetary and Non-Monetary Incentives on Employee's Performance." Management Journal for Advanced Research 4 (February 22, 2024): 68–72. https://doi.org/10.5281/zenodo.10691486.

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This paper first focuses on the distinction between monetary and non-monetary incentives, and examine whether incentives enhance employee’s performance and identify the most effective incentive to motivate and improve employee’s performance. Before discussing the awards and perks offered to employees by companies, it is necessary to understand the importance of motivation in the workplace. Employee motivation is a major factor in organizational growth. Managers at all organizational levels concentrate on employee motivation through a variety of rewarding strategies, including monet

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Lina Kartika. "The Influence of Employee Incentives and Work Motivation on Employee Performance." Journal of Economic, Management and Entrepreneurship 2, no. 3 (2024): 132–38. https://doi.org/10.61502/jemes.v2i3.108.

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This study aims to analyze the influence of employee incentives and work motivation on employee performance, focusing on courier employees at JNT Kota Batu, East Java. The research employs a quantitative method with an explanatory approach to identify the direct and indirect effects of incentives on motivation and employee performance. The population consists of 235 couriers, and the sample size was determined using the Slovin formula with a 5% margin of error, resulting in 148 respondents. Data were collected through structured questionnaires and analyzed using path analysis. The results reve

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Morozova, Nadiia, Inna Viadrova, Timur Malafieiev, Volodymyr Kotkovskyi, and Nina Yurchenko. "Ways to improve the motivation and incentives of the banking sector personnel." Financial and credit systems: prospects for development 2, no. 13 (2024): 16–23. http://dx.doi.org/10.26565/2786-4995-2024-2-02.

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The relevance and feasibility of the chosen topic can be substantiated through several key aspects that emphasize the essence and importance of the problem under study: high competition in the banking sector, changes in service quality requirements, impact on corporate culture, technological changes and the need for continuous development, the need for a strategic approach to motivation.The purpose of the study is to develop ways to improve the motivation and incentives for banking personnel (on the example of JSC CB Privatbank). To achieve this goal, the article proposes and solves the follow

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Hui, Zhang. "The Impact of Intellectual Worker Motivation on Perceived Innovation Value and Innovation Output: A Study of Guangdong Insurance Companies." International Journal of Science and Business 24, no. 1 (2023): 54–65. http://dx.doi.org/10.58970/ijsb.2115.

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This study aims to explore the relationship between intellectual worker motivation, perceived innovation value, and innovation output in Guangdong insurance companies. The study distributed 300 questionnaires to 15 insurance companies in Guangdong province, and the data was analyzed using correlation and hierarchical regression analysis methods. The results showed that compensation incentives, benefits incentives, development incentives, and workplace incentives for intellectual workers have a significant positive effect on perceived innovation value. Workplace incentives were found to be the

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Todd Maddox, W., and Arthur B. Markman. "The Motivation–Cognition Interface in Learning and Decision Making." Current Directions in Psychological Science 19, no. 2 (2010): 106–10. http://dx.doi.org/10.1177/0963721410364008.

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In this article we discuss how incentive motivations and task demands affect performance. We present a three-factor framework that suggests that performance is determined from the interaction of global incentives, local incentives, and the psychological processes needed to achieve optimal task performance. We review work that examines the implications of the motivation–cognition interface in classification and choice and on phenomena such as stereotype threat and performance pressure. We show that, under some conditions, stereotype threat and pressure accentuate performance. We discuss the imp

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Schmidt, Liane, Stefano Palminteri, Gilles Lafargue, and Mathias Pessiglione. "Splitting Motivation." Psychological Science 21, no. 7 (2010): 977–83. http://dx.doi.org/10.1177/0956797610372636.

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Motivation is generally understood to denote the strength of a person’s desire to attain a goal. Here we challenge this view of motivation as a person-level concept, in a study that targeted subliminal incentives to only one half of the human brain. Participants in the study squeezed a handgrip to win the greatest fraction possible of each subliminal incentive, which materialized as a coin image flashed in one visual hemifield. Motivation effects (i.e., more force exerted when the incentive was higher) were observed only for the hand controlled by the stimulated brain hemisphere. These results

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Drapkina, O. M., A. Sh Senenko, and R. N. Shepel. "Motivation and responsibility of employees of primary health care facilities: results of a social survey on current motivation measures." Cardiovascular Therapy and Prevention 22, no. 9S (2024): 3825. http://dx.doi.org/10.15829/1728-8800-2023-3825.

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Aim. To study the relevance of motivation measures based on the survey of medical staff.Material and methods. Medical staff of adult primary health care facilities was surveyed using an original questionnaire regarding the organization of work, the importance of financial and non-financial incentives. The survey was strictly voluntary and anonymous, and conducted electronically and on paper. In total, 35191 questionnaires were accepted for processing. Processing was carried out using the method of descriptive statistics.Results. The organization of work environment is of the greatest importanc

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Dwibedi, Lalan. "Employee Motivation in Private Schools of Birgunj Metropolitan City." Dristikon: A Multidisciplinary Journal 10, no. 1 (2020): 157–68. http://dx.doi.org/10.3126/dristikon.v10i1.34553.

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The paper aims to find out which motivational factors can effectively increase employee motivation, to know whether the delivered incentives are sufficient or not and also to know effect of incentives in their performance. Motivation and its influence on organizational performance has always remained highly researched area and have gone through many discussions and repetitions. In this research both exploratory and descriptive research design used to explore employee motivation issues in schools of Birgunj Metropolitan city. Data was collected through Questionnaire and content analysis. It is

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Indrawati, Renny, Parulian Hutagaol, and Joko Affandi. "Peningkatan Efektivitas Sistem Insentif Pegawai Divisi Retail Banking pada Bank XY." MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah 10, no. 2 (2015): 112–22. http://dx.doi.org/10.29244/mikm.10.2.112-122.

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Bank XYZ is bank that already launched credit card in 2007. In their operations, Bank XYZ applying the provision of insentive for the sale of a credit card with the aim that can improve employee motivation to high performing better. Basically every company hopes to reach the target of predetermined sales. But in reality the sale of a credit card to the Bank XYZ Bogor branch has not yet reached the set target. Not achieve the target that is supposed to identify that there is a problem in the achievements of employee performance whereby the employee has not been motivated to work optimally. Whil

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Yasué, Maï, and James B. Kirkpatrick. "Do financial incentives motivate conservation on private land?" Oryx 54, no. 4 (2018): 499–510. http://dx.doi.org/10.1017/s0030605318000194.

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AbstractFinancial incentives may aid in conservation if they broaden the numbers and types of landowners who engage in protection and conservation management on private land. We examined the hypotheses that financial incentives (1) encourage participation of people with lower autonomous motivation towards conservation and lower self-transcendence (i.e. benevolence and universalism) values compared to participants in similar programmes without such incentives; (2) enable more on-ground works and activities; and (3) enhance feelings of competence and autonomy with respect to conservation actions

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Fesyanova, Oksana. "Strategic Motivation of High-Tech Industries: Incentives and Time Factor." Strategizing: Theory and Practice 5, no. 1 (2025): 106–15. https://doi.org/10.21603/2782-2435-2025-5-1-106-118.

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Material and non-material incentives are closely interconnected as part of strategic motivation systems. In high-tech industries, the time factor affects the choice of incentives and strategic motivation. Strategic motivation is one of the three functions of strategic management. As a result, it has a crucial impact at each stage of strategizing. The article introduces an algorithm for identifying and substantiating the correlation between the incentives of the strategic motivation system at high-tech enterprises, as well as the effect of the time factor on each incentive and the motivation sy

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Ding, Xiu-Hao, Yuanqiong He, Jiang Wu, and Chen Cheng. "Effects of positive incentive and negative incentive in knowledge transfer: carrot and stick." Chinese Management Studies 10, no. 3 (2016): 593–614. http://dx.doi.org/10.1108/cms-01-2016-0006.

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Purpose Employees play a central role in firms’ knowledge transferal, but knowledge-sharing brings significant costs for employees. Thus, this study aims to explore the components of firms’ incentive systems and how these influence employees’ knowledge-sharing, and also to test whether employees’ knowledge-sharing intentions transform into better knowledge transfer performance at the firm level. Design/methodology/approach This study collected data in China, and 219 usable questionnaires were collected. Then, this study used a structure equation model by LISREL for hypotheses testing. Findings

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K.C., Arjun. "Teachers' Motivation in Private Schools of Nepal (A study of Kathmandu Metropolitan City Ward Number-16)." Rural Development Journal 2, no. 1 (2017): 9–15. http://dx.doi.org/10.3126/rdj.v2i1.67272.

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Motivation is the process that activates, guides, and maintains goal-directed behaviors. When it comes to motivating people to do their best in service of the organization it is fundamental. This paper explored the factors that are likely able to demonstrate the motivation expansion of teachers’ motivation. In relation to organizational performance, motivation is known to have an extensive history with a wide literature detailing discussions and studies. This study uses a combination of explorative and descriptive designs to explore teacher motivation in private schools. The data were collecte

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Takwate, Kwaji Tizhe. "Psychosocial Effect of Motivational Incentives on Senior Secondary Schools Teachers’ Work Effectiveness in Adamawa State, Nigeria." Britain International of Linguistics Arts and Education (BIoLAE) Journal 3, no. 3 (2021): 165–74. http://dx.doi.org/10.33258/biolae.v3i3.520.

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This study investigated the psychosocial effect of motivational incentives on Senior Secondary Schools teachers’ work effectiveness in Adamawa State, Nigeria. The study adopted survey research design. The population of this study consisted of 162 school administrators and 74 teachers selected from 58 Government owned Senior Secondary Schools in Adamawa State, from a which a sample of 40 respondents were selected using purposive sampling technique. Motivational Incentives and Teachers’ Effectiveness Questionnaire (MITEQ) was used for data collection. The findings of the study revealed that ther

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Prendergast, Canice. "Intrinsic Motivation and Incentives." American Economic Review 98, no. 2 (2008): 201–5. http://dx.doi.org/10.1257/aer.98.2.201.

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Besley, Timothy, and Maitreesh Ghatak. "Prosocial Motivation and Incentives." Annual Review of Economics 10, no. 1 (2018): 411–38. http://dx.doi.org/10.1146/annurev-economics-063016-103739.

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This review explores the role of incentives in providing goods and services that have significant social returns not captured in private returns, and where outcomes and performances are not easy to measure. We discuss how the presence of prosocial motivation among agents involved in the provision of these goods and services changes the design of incentives. The review also emphasises how heterogeneous prosocial motivation puts a premium on selection of agents in this context. We also discuss alternative theories of prosocial motivation.

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Sumantari, Ni Wayan Dina, and Gede Juliarsa. "Efektivitas Sistem Informasi Akuntansi, Budaya Organisasi dan Kinerja Karyawan dengan Insentif dan Motivasi sebagai Variabel Moderasi." E-Jurnal Akuntansi 33, no. 2 (2023): 377. http://dx.doi.org/10.24843/eja.2023.v33.i02.p07.

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The research objective was to determine the effect of the effectiveness of accounting information systems, organizational culture on employee performance with incentives, motivation as a moderating variable. The sampling method used was nonprobability sampling method with purposive sampling technique and 40 employees of the Srinadi Klungkung Market Cooperative were selected as samples. The data analysis technique used is moderated regression analysis. The results showed that the variable effectiveness of accounting information systems had a positive effect on employee performance, organization

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Kim, Ki-Dong, Ji-Hye Kim, Ji-Yoon Park, and Jin-Yong Choi. "The Impact of Corporate Praise on Sales Performance through Incentives." Global Convergence Research Academy 3, no. 2 (2024): 114–24. https://doi.org/10.57199/jgcr.2024.3.2.114.

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In the contemporary business landscape, sales performance is a pivotal factor in ensuring an organization's long-term growth and profitability. To enhance sales performance, many organizations have implemented incentive programs aimed at strengthening employee motivation. Previous research identifies motivational factors as verbal praise, tangible praise, and institutional praise [1], with each type having potentially distinct effects on employee motivation. This study examines the influence of incentives on sales performance, focusing on the three types of praise identified in prior studies.

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Svidruk, I. "Postindustrial transformations of administrative approaches to creative motivation." Scientific Messenger of LNU of Veterinary Medicine and Biotechnologies 20, no. 91 (2018): 74–78. http://dx.doi.org/10.32718/nvlvet9115.

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The decisive feature of creative management is the creation of conditions for self-realization, which determines the relevance of the study of the transformational vector of creative motivation for the development of creative capabilities of staff. A significant problem of psychological management approaches to creative motivation is the awareness of the need for continuously updated material incentives for staff. A reward received as a deserved prize may cause its unjustified expectation in the future, and its absence begins to be perceived as an unfair incentive system. Monetary motivation i

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Hindriari, Reni, and Tasya Fahriatur Rosa. "Pengaruh Motivasi Intrinsik dan Insentif terhadap Kinerja Pegawai pada PT Pos Indonesia (Persero) Kota Tangerang." SCIENTIFIC JOURNAL OF REFLECTION : Economic, Accounting, Management and Business 8, no. 2 (2025): 428–36. https://doi.org/10.37481/sjr.v8i2.1071.

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This research aims to examine the effect of intrinsic motivation and incentives on employee performance at PT Pos Indonesia (Persero) in Tangerang, both individually and simultaneously. Understanding these factors is crucial for organizations seeking to improve employee productivity and satisfaction. This study employs an associative method with a quantitative approach. The population consists of 56 employees, and a saturated sample technique was used, where all members of the population are included as samples. The analysis methods involve instrument testing, validity and reliability tests, c

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Asy'ari, Ahmad Taufiqurrahman, and Arief Noviarakhman Zagladi. "Pengaruh Insentif Kerja dan Motivasi Kerja terhadap Kinerja Karyawan Toko Yasfit." Journal Of Administration and Educational Management (ALIGNMENT) 8, no. 1 (2025): 37–43. https://doi.org/10.31539/alignment.v8i1.13351.

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This research aims to investigate the influence of work incentives and work motivation on employee performance at the Yasfit Store. The method used is a quantitative approach with a survey design, where data is collected through questionnaires distributed to 80 Yasfit Shop employees. Data analysis was carried out using multiple linear regression to test the proposed hypothesis. The research results show that work incentives have a positive and significant effect on employee performance with a significance value of 0.002, while work motivation also shows a significant positive effect with a sig

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Ling, Chenxin. "The Study on Employee Motivation and Financial Performance." Advances in Economics, Management and Political Sciences 136, no. 1 (2024): 188–94. https://doi.org/10.54254/2754-1169/2024.18704.

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Equity-based incentives are an indispensable component of corporate incentive mechanisms, aligning the interests of business operators and managers with those of shareholders. This alignment encourages operators to prioritize shareholder value, thereby significantly impacting a company's financial performance. The equity reward scheme has become extensively accepted by Internet and high-tech enterprises worldwide. This study looks at SMIC's equity incentive program. SMIC is an example company that is listed on the Sci-Tech Innovation Board (STAR Market). By analyzing SMIC, the study aims to ga

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Al-Belushi, Fatma Yousuf, and Firdouse Rahman Khan. "IMPACT OF MONETARY INCENTIVES ON EMPLOYEE’S MOTIVATION: SHINAS COLLEGE OF TECHNOLOGY, OMAN - A CASE STUDY." International Journal of Management, Innovation & Entrepreneurial Research 3, no. 1 (2017): 01. http://dx.doi.org/10.18510/ijmier.2017.311.

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PURPOSE The objective of the study is to investigate the impact of monetary incentives on the Shinas College of Technology employees’ motivation; to critically investigate the importance and the value of monetary incentives for the employees and also to critically examine which monetary incentive best suits and motivates the employees of Shinas College of Technology.METHODOLOGYThe study included samples of 130 employees from all the academic and non-academic staff of the college collected through a well-defined questionnaire. The data collection was done on a simple random sampling basis. FIND

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Appa, Ayesha, Amanda P. Miller, Robin Fatch, et al. "Participant perspectives on incentives for TB preventative therapy adherence and reduced alcohol use: A qualitative study." PLOS Global Public Health 4, no. 4 (2024): e0002472. http://dx.doi.org/10.1371/journal.pgph.0002472.

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Economic incentives to promote health behavior change are highly efficacious for substance use disorders as well as increased medication adherence. Knowledge about participants’ experiences with and perceptions of incentives is needed to understand their mechanisms of action and optimize future incentive-based interventions. The Drinkers’ Intervention to Prevent Tuberculosis (DIPT) trial enrolled people with HIV (PWH) in Uganda with latent tuberculosis and unhealthy alcohol use in a 2x2 factorial trial that incentivized recent alcohol abstinence and isoniazid (INH) adherence on monthly urine t

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Juliyanti, Juliyanti, Iwan Asmadi, and Bambang Haryono. "Pengaruh Pemberian Insentif Kerja dan Motivasi Kerja Terhadap Kinerja Karyawan pada PY. Anugerah Tangkas Transportindo." Indo-Fintech Intellectuals: Journal of Economics and Business 4, no. 3 (2024): 891–907. http://dx.doi.org/10.54373/ifijeb.v4i3.1410.

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This article aims to find out the effect of providing work incentives and work motivation on employee performance at PT. Anugerah Tangkas Transportindo. This type of research is causal associative research. The variables of this research are independent variables, namely work incentives (X1), work motivation (X2), while the dependent variable is employee performance (Y). In this study, the population is only 38 people, so that all employees in the Custom Clearance division at PT. The Jakarta Transportindo Agile Award was used as a sample. The data analysis consisted of validity and reliability

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