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Journal articles on the topic 'Monetary and non-monetary incentives'

Author: Grafiati

Published: 10 March 2023

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1

Sittenthaler, Hanna M., and Alwine Mohnen. "Cash, non-cash, or mix? Gender matters! The impact of monetary, non-monetary, and mixed incentives on performance." Journal of Business Economics 90, no. 8 (2020): 1253–84. http://dx.doi.org/10.1007/s11573-020-00992-0.

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Abstract Standard economic theory asserts that cash incentives are always better than non-cash ones, or at least not worse. This study employs a real effort experiment to analyze the impact of monetary, non-monetary, and a combination of monetary and non-monetary incentives on performance, where non-monetary incentives are defined as tangible incentives with market value. Our overall results suggest that there exists no significant difference in performance in response to monetary, non-monetary, and mixed incentives. However, gender-based differentiation reveals a different picture: the perfor

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Bird, Daniel, and Alexander Frug. "Dynamic Non-monetary Incentives." American Economic Journal: Microeconomics 11, no. 4 (2019): 111–50. http://dx.doi.org/10.1257/mic.20170025.

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We study a principal-agent interaction where investments and rewards arrive stochastically over time and are privately observed by the agent. Investments (costly for the agent, beneficial for the principal) can be concealed by the agent. Rewards (beneficial for the agent, costly for the principal) can be forbidden by the principal. We ask how rewards should be used and which investments incentivized. We identify the unique optimal mechanism and analyze the dynamic investment and compensation policies. When all rewards are identical, the unique optimal way to provide incentives is by a “carte b

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Liu, Yuewen, and Juan Feng. "Does Money Talk? The Impact of Monetary Incentives on User-Generated Content Contributions." Information Systems Research 32, no. 2 (2021): 394–409. http://dx.doi.org/10.1287/isre.2020.0971.

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Many platforms use monetary incentives to encourage user-generated content (UGC) contributions. The empirical evidence, however, is contradictory: monetary incentives are shown to either increase or decrease contribution. We make the first attempt to build a unified theoretical model to understand the complex nature of the impact of monetary incentives. We consider contributors differentiated not only by their attitudes toward monetary incentives but also by their effectiveness to attract audience. We identify two scenarios where contributors can be crowded out when monetary incentives are pre

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Erkal, Nisvan, Lata Gangadharan, and Boon Han Koh. "Monetary and non-monetary incentives in real-effort tournaments." European Economic Review 101 (January 2018): 528–45. http://dx.doi.org/10.1016/j.euroecorev.2017.10.021.

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Frey, Bruno S., and Jana Gallus. "Awards as non-monetary incentives." Evidence-based HRM: a Global Forum for Empirical Scholarship 4, no. 1 (2016): 81–91. http://dx.doi.org/10.1108/ebhrm-05-2015-0016.

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Purpose – The purpose of this paper is to shed light on a widely used yet scarcely investigated form of incentive, awards. The paper seeks to explore, first, whether awards can be used to motivate higher performance in academia and volunteering, and second, how often and in what forms awards are in actual fact being used in the voluntary sector. Design/methodology/approach – The paper combines a theoretical analysis with various analytical methods, including a new matching technique, randomization in the field, and the survey approach. Findings – Awards have the potential to substantially incr

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Daramola, Adedeji Adebola, and Lilian Daramola. "Does Monetary Incentives Have Stronger Influence on Workers' Productivity Other Than Any Form of Motivational Incentives?" International Journal of Business and Management Future 3, no. 2 (2019): 38–45. http://dx.doi.org/10.46281/ijbmf.v3i2.416.

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An incentive is a reward given to a person to stimulate his or her actions to a desired direction. It has motivational powers and is widely utilized by small and large organizations to motivate employees. These incentives can either be monetary or non-monetary. The aim of this study is to find out whether monetary incentives has a stronger influence on workers productiveness other than any form of motivational incentives, using a case study of BORBDA. In order to achieve this, questionnaire was designed, processed and analyzed using Chi-Square. The study revealed that monetary incentives do no

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Altakhaineh, Abdel Rahman Mitib, and Amani Badawi. "University Professors’ Attitudes toward Monetary and Non-monetary Research Incentives." International Journal of Learning in Higher Education 28, no. 2 (2021): 27–35. http://dx.doi.org/10.18848/2327-7955/cgp/v28i02/27-35.

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Chao, Matthew. "Intentions-Based Reciprocity to Monetary and Non-Monetary Gifts." Games 9, no. 4 (2018): 74. http://dx.doi.org/10.3390/g9040074.

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Social preference models emphasize that perceived intentions motivate reciprocity. However, laboratory tests of this theory typically manipulate perceived intentions through changes in wealth resulting from a sacrifice in pay by another. There is little evidence on whether reciprocity occurs in response to perceived intentions alone, independent of concurrent changes in pay and giver sacrifice (and any associated guilt from that sacrifice). This paper addresses this gap in the literature by implementing a modified dictator game where gifts to dictators are possible, but where gift transactions

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9

Vinogradov, Dmitri, and Elena Shadrina. "Non-monetary incentives in online experiments." Economics Letters 119, no. 3 (2013): 306–10. http://dx.doi.org/10.1016/j.econlet.2013.03.014.

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10

Yu, Chenhao, Xiaoyan Li, Huigang Liang, Zhiruo Zhang, and Dong Fang. "The Effects of Monetary Incentives on Physicians’ Effort and Patient Satisfaction: Understanding the Links between Monetary Incentives and Physicians’ Effort." International Journal of Environmental Research and Public Health 19, no. 20 (2022): 13075. http://dx.doi.org/10.3390/ijerph192013075.

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How monetary incentives promote physicians’ job performance in terms of patient satisfaction has been widely discussed. The incentive dilemma debate concerns whether monetary incentives reduce physicians’ intrinsic motivation at work and even lead to moral hazard. This study investigated monetary incentive policies in a hospital and analyzed how monetary incentives affect performance and behavior. By means of income composition grouping, a treatment group and control group were established, and the identification of the effect on performance was implemented using the difference-in-difference (

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Nakagawa, Maho, Mathieu Lefebvre, and Anne Stenger. "Long-lasting effects of incentives and social preference: A public goods experiment." PLOS ONE 17, no. 8 (2022): e0273014. http://dx.doi.org/10.1371/journal.pone.0273014.

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This paper addresses the question of the effectiveness and permanence of temporary incentives to contribute to a public good. Using a common experimental framework, we investigate the effects of a recommendation that takes the form of an exhortative message to contribute, a monetary punishment and a non-monetary reward to sustain high levels of contributions. In particular, we shed light on the differential impact these mechanisms have on heterogeneous types of agents. The results show that all three incentives increase contributions compared to a pre-phase where there is no incentive. Monetar

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Ilyana, Sariyatul, and Mahfud Sholihin. "The Effect of Incentives and Leadership Styles on Creative Performance." Journal of Indonesian Economy and Business 36, no. 1 (2021): 14. http://dx.doi.org/10.22146/jieb.59893.

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Introduction/Main Objectives: This study investigates whether the type of incentives offered and leadership styles interact to affect creative performance. Background Problems: Creativity is highly needed by companies to survive in a volatile business environment. Prior research found that management control systems and the leadership style were able to stimulate creativity. It is still unclear which type of incentives and leadership styles are able to stimulate creativity. Therefore, this research proposes a research question, what kind of management control systems and leadership style can i

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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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Khdour, Naser, Omar Durrah, and Ashraf A’aqoulah. "The Role of Applying Total Quality Management in Improving Incentives: A Comparative Study between Jordanian and United Arab Emirate Hospitals." International Journal of Business and Management 11, no. 11 (2016): 126. http://dx.doi.org/10.5539/ijbm.v11n11p126.

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<p>This study aims to identify the reality of a Total Quality Management (TQM) system and the level of its application on a sample of hospitals in Jordan and United Arab Emirates (UAE), together with determining the differences between both the Jordanian hospitals and UAE hospitals in their application of TQM. It also aims to identify the monetary and non-monetary incentives in hospitals, and to study the role of each dimension of various TQM dimensions on monetary and non-monetary incentives. A total of 160 questionnaires were distributed in six hospitals that were selected using a conv

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Alase, Gbenga, and Tina Akinbo. "Employee Motivation and Job Performance: Empirical Evidence from Nigeria." Applied Journal of Economics, Management and Social Sciences 2, no. 2 (2021): 16–23. http://dx.doi.org/10.53790/ajmss.v2i2.20.

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This study aims to establish whether there exists a link between employee motivation experiences and job performance. A descriptive research survey was adopted as 206 senior cadre employees of First Bank of Nigeria were sampled using cross-sectional data from a semi-structured questionnaire. The result revealed that both monetary (competitive salary, salary raise, allowances, bonuses, and percentage profit sharing) and non-monetary (job security, job training, career advancement opportunities, flexible working hours, and retirement benefits) motivational incentives have a significant positive

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Abildtrup, Jens, Anne Stenger, Francis de Morogues, Philippe Polomé, Marieke Blondet, and Claude Michel. "Biodiversity Protection in Private Forests: PES Schemes, Institutions and Prosocial Behavior." Forests 12, no. 9 (2021): 1241. http://dx.doi.org/10.3390/f12091241.

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The overall research question addresses the effectiveness of incentive mechanisms in poli -cies that enhance private forest owners’ biodiversity protection. In particular, the paper focuses on the link between forest owners’ motivations, incentives, and institutions, and questions the incentives of the current biodiversity protection policies. Our hypothesis is that the purely monetary nature of the incentives can cause a “crowding out effect”, i.e., forest owners may reduce their voluntary contribution to biodiversity protection that is driven by prosocial motivations (altruism, self-image, e

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Bucklin, Barbara R., and Alyce M. Dickinson. "Individual Monetary Incentives." Journal of Organizational Behavior Management 21, no. 3 (2001): 45–137. http://dx.doi.org/10.1300/j075v21n03_03.

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18

Feyisetan, Oluwaseyi, and Elena Simperl. "Beyond Monetary Incentives." ACM Transactions on Social Computing 2, no. 2 (2019): 1–31. http://dx.doi.org/10.1145/3321700.

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Тутова, Анастасія Сергіївна. "ІНСТРУМЕНТИ ЕКОНОМІЧНОГО СТИМУЛЮВАННЯ ТОП-МЕНЕДЖЕРІВ". Bulletin of the Kyiv National University of Technologies and Design. Series: Economic sciences 137, № 4 (2019): 104–11. http://dx.doi.org/10.30857/2413-0117.2019.4.10.

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The article discusses the basic economic incentive tools for top managers along with offering their classification and revealing the nature of incentives for senior-level management. In modern realia, economic incentives apparently seem to be effective methods to motivate senior executives. It is argued that top managers are the most important elements in the company's human capital, their remuneration and creation of favorable environment is a specific type of investment within the overall structure of the company’s compensation and incentive plan. While designing an effective compensation st

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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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Indriastuti, Clara Noviana Agustina, Adriana Marini Purwanto, and Theodorus Radja Ludji. "Pengaruh Insentif Keuangan dan Kompleksitas Tugas terhadap Kinerja: Sebuah Studi Eksperimen." Jurnal Akuntansi 12, no. 2 (2020): 313–26. http://dx.doi.org/10.28932/jam.v12i2.2540.

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This study used a 2x2 between-subject experiment to examine the relationship between monetary incentives, task complexity and performance. Monetary incentives in this study were applied in two types, piece-rate and fixed-rate, while task complexity was varied in two categories, low and high. Participants’ performance was measured through the completion of tasks assigned. Results of this study indicates no effect of monetary incentive on performance, yet there is a significant effect of task complexity on performance where participants provided with tasks with low complexity showed a significan

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Safarpour, Alauna, Sarah Sunn Bush, and Jennifer Hadden. "Participation incentives in a survey of international non-profit professionals." Research & Politics 9, no. 3 (2022): 205316802211257. http://dx.doi.org/10.1177/20531680221125723.

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Elite surveys are increasingly common in political science, but how best to motivate participation in them remains poorly understood. This study compares the effect of three treatments designed to increase participation in an online survey of international non-profit professionals: a monetary reward, an altruistic appeal emphasizing the study’s benefits, and a promise to give the respondent access to the study’s results. Only the monetary incentive increased the survey response rate. It did not decrease response quality as measured in terms of straight-lining or skipped questions, although it

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Armstrong, J. Scott, and J. Thomas Yokum. "Effectiveness of monetary incentives." Industrial Marketing Management 23, no. 2 (1994): 133–36. http://dx.doi.org/10.1016/0019-8501(94)90014-0.

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Mitchell, A., and R. Michalczuk. "Monetary Incentives for Schizophrenia." Schizophrenia Bulletin 36, no. 1 (2009): 24–25. http://dx.doi.org/10.1093/schbul/sbp140.

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Meloy, Margaret G., J. Edward Russo, and Elizabeth Gelfand Miller. "Monetary Incentives and Mood." Journal of Marketing Research 43, no. 2 (2006): 267–75. http://dx.doi.org/10.1509/jmkr.43.2.267.

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Hsieh, Fu-Shiung. "A Comparative Study of Several Metaheuristic Algorithms to Optimize Monetary Incentive in Ridesharing Systems." ISPRS International Journal of Geo-Information 9, no. 10 (2020): 590. http://dx.doi.org/10.3390/ijgi9100590.

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The strong demand on human mobility leads to excessive numbers of cars and raises the problems of serious traffic congestion, large amounts of greenhouse gas emissions, air pollution and insufficient parking space in cities. Although ridesharing is a potential transport mode to solve the above problems through car-sharing, it is still not widely adopted. Most studies consider non-monetary incentive performance indices such as travel distance and successful matches in ridesharing systems. These performance indices fail to provide a strong incentive for ridesharing. The goal of this paper is to

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Engle, Terry J., and James E. Hunton. "The Effects of Small Monetary Incentives on Response Quality and Rates in the Positive Confirmation of Account Receivable Balances (Retracted)." AUDITING: A Journal of Practice & Theory 20, no. 1 (2001): 157–68. http://dx.doi.org/10.2308/aud.2001.20.1.157.

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The AICPA has indicated that the use of small monetary incentives might be an effective technique for improving confirmation response rates. A significant body of accounting and nonaccounting research supports the AICPA's position; however, studies in marketing and public opinion polling suggest that the quality of survey-based responses can either increase or decrease with the use of monetary incentives. Existing auditing research has not looked at the potential effect of monetary incentives on response quality in the context of confirming account receivable balances. This study was designed

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Kusufi, Muhammad Syam, Frida Fanani Rohma, and Erfan Muhammad. "Pengaruh Horizon Skema Turnamen dan Frekuensi Publikasi Informasi Relatif Terhadap Kinerja Karyawan." Jurnal Kajian Akuntansi 4, no. 1 (2020): 1. http://dx.doi.org/10.33603/jka.v4i1.3161.

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AbstractThe quality of human resources is one of primary keys to the success of company. Indicators of high-quality human resources can be reflected in improvements in employee performance. Stream of research has examined various efforts to encourage employee performance improvement, one of which is through the optimization of incentive schemes. This study investigates the effect of the tournament scheme horizon and the publication frequency of relative performance information on performance. This study uses an experimental method with a 3 x 2 factorial design between subjects. The horizontal

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Ponta, Linda, Francesco Delfino, and Gian Cainarca. "The Role of Monetary Incentives: Bonus and/or Stimulus." Administrative Sciences 10, no. 1 (2020): 8. http://dx.doi.org/10.3390/admsci10010008.

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In this paper, the role of the monetary incentives in the employee performance is investigated in the context of Public Administration (PA). In particular, the distribution of monetary incentives among the employees based on the position held, is compared with a merit approach which tends to recognize and reward individual contributions. Starting from a questionnaire, the informal network, which ignores the vertical relation among supervisor and employees, is created and a Centrality Index, based on the employee connections, has been defined and used to proxy the performance of employees. The

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OSWALD, Dr RUDAHIGWA. "FACTORS AFFECTING JOB SATISFACTION AMONG SECONDARY SCHOOL TEACHERS IN RWANDA." International Journal of Social Sciences and Management Review 05, no. 04 (2022): 26–46. http://dx.doi.org/10.37602/ijssmr.2022.5403.

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The purpose of this study was to determine the factors affecting the job satisfaction of teachers in secondary schools in Rwanda. The selected demographic factor, monetary incentives, and non-monetary incentives as independent variables were studied to if they influence the job satisfaction of secondary school teachers as the dependent variables. Statistical findings revealed a significant correlation at the level of 0.01of the relationship between the demographic factors and job satisfaction among secondary school teachers with various variables such as age, gender, and qualification fully in

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Banerjee, Prasenjit, Rupayan Pal, Ada Wossink, and James Asher. "Heterogeneity in Farmers’ Social Preferences and the Design of Green Payment Schemes." Environmental and Resource Economics 78, no. 2 (2021): 201–26. http://dx.doi.org/10.1007/s10640-020-00529-7.

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AbstractWe examine how social preferences affect the workings of voluntary green payment schemes and show that a regulator could use facilitation services along with a social reward to generate better ecological outcome at less cost by exploiting a farmer’s social preferences to gain a green social-image/reputation. To motivate our model, we first present the results of an incentivized elicitation survey in Scotland which shows that there is a social norm of biodiversity protection on private land among farmers. Moreover, the results of a discrete choice experiment reveal that farmers are will

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Konhäusner, Peter, Maria Margarita Cabrera Frias, and Dan-Cristian Dabija. "Monetary Incentivization of Crowds by Platforms." Információs Társadalom 21, no. 2 (2021): 97. http://dx.doi.org/10.22503/inftars.xxi.2021.2.7.

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The platform industry is currently on the rise, and with so many platforms, acquiring users and getting them to engage can be challenging. To address this, many platforms are relying on crowdfunding, network effects and incentives, including monetary incentives. But what techniques are platforms using to monetarily incentivize their crowd? Although the study of platform dynamics has been on the rise, including research on crowdsourcing, network effects and incentivization, there is no present research being done on the methods being implemented by platforms to use monetary incentives on their

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Bigoni, Maria, Margherita Fort, Mattia Nardotto, and Tommaso G. Reggiani. "Cooperation or Competition? A Field Experiment on Non-monetary Learning Incentives." B.E. Journal of Economic Analysis & Policy 15, no. 4 (2015): 1753–92. http://dx.doi.org/10.1515/bejeap-2014-0109.

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Abstract We assess the effect of two antithetic non-monetary incentive schemes based on grading rules on students’ effort, using experimental data. We randomly assigned students to a tournament scheme that fosters competition between paired up students, a cooperative scheme that promotes information sharing and collaboration between students and a baseline treatment in which students can neither compete nor cooperate. In line with theoretical predictions, we find that competition induces higher effort with respect to cooperation, whereas cooperation does not increase effort with respect to the

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Ströbel, Tim, Christopher Maier, and Herbert Woratschek. "How to reduce turnover intention in team sports? Effect of organizational support on turnover intention of professional team sports athletes." Sport, Business and Management: An International Journal 8, no. 2 (2018): 98–117. http://dx.doi.org/10.1108/sbm-05-2017-0032.

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Purpose Turnover of employees is a key challenge for companies. The same is true for sports clubs that must set appropriate incentives to decrease their athletes’ turnover intention. As salary caps and team budgets restrict monetary incentives, the purpose of this paper is to investigate the effect of organizational support on turnover intention of professional team sports athletes. Design/methodology/approach The paper applies a combined approach of qualitative and quantitative research and considers the specific requirements of European professional team sports. First, a qualitative study in

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He, Zhenhong, Dandan Zhang, Nils Muhlert, and Rebecca Elliott. "Neural substrates for anticipation and consumption of social and monetary incentives in depression." Social Cognitive and Affective Neuroscience 14, no. 8 (2019): 815–26. http://dx.doi.org/10.1093/scan/nsz061.

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Abstract Depression has been reliably associated with abnormalities in the neural representation of reward and loss. However, most studies have focused on monetary incentives; fewer studies have considered neural representation of social incentives. A direct comparison of non-social and social incentives within the same study would establish whether responses to the different incentives are differentially affected in depression. The functional magnetic resonance imaging study presented here investigated the neural activity of individuals with subthreshold depression (SD) and healthy controls (

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Proshkin, B. G., and I. P. Povarich. "On the Issue of Material Non-Monetary Work Incentives." Soviet Sociology 25, no. 4 (1987): 77–90. http://dx.doi.org/10.2753/sor1061-0154250477.

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Komarnytskyi, I. М., and O. М. Hurman. "Potential of non-monetary incentives of service economy employees." Entrepreneurship and Trade, no. 25 (2019): 60–69. http://dx.doi.org/10.36477/2522-1256-2019-25-08.

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Sorauren, Ignacio Falgueras. "Non-Monetary Incentives: Do People Work Only for Money?" Business Ethics Quarterly 10, no. 4 (2000): 925–44. http://dx.doi.org/10.2307/3857840.

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Abstract:The paper explores the problem of motivation in organizations. This problem arises because people may prefer to pursue their own interest instead of the firm’s common goals (the two underlying forces in any organization). First, the most representative economic proposals to motivate people are studied and summarized. The study leads us to the conclusion that those proposals do not mitigate the conflict of interests, because they do not make people pursue the common goals. To solve the problem, the common elements of the firm must be promoted. In order to be really “common,” those elem

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Ponomarev, A. V. "Tagging Public Event Images based on Non-Monetary Incentives." Informatsionno-upravliaiushchie sistemy (Information and Control Systems) 3, no. 88 (2017): 105–14. http://dx.doi.org/10.15217/issn1684-8853.2017.3.105.

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Riener, Gerhard, and Valentin Wagner. "On the design of non-monetary incentives in schools." Education Economics 27, no. 3 (2019): 223–40. http://dx.doi.org/10.1080/09645292.2019.1586835.

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Lourenço, Sofia M. "Monetary Incentives, Feedback, and Recognition—Complements or Substitutes? Evidence from a Field Experiment in a Retail Services Company." Accounting Review 91, no. 1 (2015): 279–97. http://dx.doi.org/10.2308/accr-51148.

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ABSTRACT This study investigates the performance effects of the combined use of three reinforcers, or incentive motivators, commonly used by companies: monetary incentives, feedback, and recognition. Using a field experiment in a retail services company, I test whether these incentives, which appeal to diverse motivation mechanisms—tangible payoffs, self-regulation, and social esteem—and, hence, have different utilities, are complements or substitutes. The results of the hard performance data collected, in the form of a ratio of sales relative to goals, show that monetary incentives and recogn

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Shapran, Vitaliy. "Monetary incentives and fiscal policy mutual influence." VUZF Review 6, no. 4 (2021): 180–86. http://dx.doi.org/10.38188/2534-9228.21.4.21.

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The article considers the problems and practice of using the tools of monetary and fiscal stimulation of the economy. The main problems of the application of monetary instruments in practice in emerging markets are identified. The author paid special attention to the definition of classical monetary policy instruments and their role in economic growth in emerging markets. Critical assessment of the role of monetary policy instruments in stimulating economic growth is based on the practice of central banks in emerging markets. Recommendations for the analysis of the efficiency of monetary trans

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Bastian, Chris, Larry VanTassell, Karen Williams, Dale Menkhaus, and Larry Held. "Active Learning with Monetary Incentives." Review of Agricultural Economics 19, no. 2 (1997): 475. http://dx.doi.org/10.2307/1349754.

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Locke, Edwin A. "Linking goals to monetary incentives." Academy of Management Perspectives 18, no. 4 (2004): 130–33. http://dx.doi.org/10.5465/ame.2004.15268732.

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Wright, Patrick M. "Goal Setting and Monetary Incentives." Compensation & Benefits Review 26, no. 3 (1994): 41–49. http://dx.doi.org/10.1177/088636879402600308.

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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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Zhang, Xumin, and Hayk Khachatryan. "Investigating Monetary Incentives for Environmentally Friendly Residential Landscapes." Water 12, no. 11 (2020): 3023. http://dx.doi.org/10.3390/w12113023.

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State and local governments develop policies that promote environmentally friendly landscaping practices with the goal to mitigate adverse environmental impacts from heavily maintained residential lawns. One of the mechanisms to achieve low-input landscaping practices in the urban environment is to promote the conversion of monoculture turfgrass lawns into partial turfgrass, low-input landscapes. Rebate incentives are used as an instrument to encourage the adoption of such landscapes. This study investigates the effects of households’ monetary incentive requirement on households’ preferences a

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Pharr, Steven W., Randall M. Stuefen, and Molly Wilber. "The Effects Of Non-Monetary Incentives Upon Survey Refusal Tendencies Of The Affluent Consumer Population." Journal of Applied Business Research (JABR) 6, no. 3 (2011): 88. http://dx.doi.org/10.19030/jabr.v6i3.6294.

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This study examined the refusal to respond phenomenon in survey research. The effects of various non-monetary incentives upon response rates of upscale consumers were tested. High value probabilistic and low value reward incentives were administered, in conjunction with a control group. Chi Square analysis indicated a significant difference between response rates for the control and probabilistic executions. These results suggest that the high value probabilistic incentive actually decrease response rates in the affluent population.

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Tooley, Melissa S. "Incentives and Rates of Return for Travel Sur veys." Transportation Research Record: Journal of the Transportation Research Board 1551, no. 1 (1996): 67–73. http://dx.doi.org/10.1177/0361198196155100109.

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In recent years, lower rates of return for household-based travel surveys have become a reality. It may be difficult to collect enough data for effective transportation planning. Various incentive methods have been used to induce survey recipients to participate fully. Incentive methods will be described (along with other factors affecting rates of return), and their apparent effect on rates of return discussed. It appears that monetary incentives sent with survey materials are most effective in increasing return rates; nonmonetary incentives offered with survey packets are somewhat less effec

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Jing, Dong, Yu Jin, and Jianwei Liu. "The Impact of Monetary Incentives on Physician Prosocial Behavior in Online Medical Consulting Platforms: Evidence From China." Journal of Medical Internet Research 21, no. 7 (2019): e14685. http://dx.doi.org/10.2196/14685.

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Background In online medical consulting platforms, physicians can get both economic and social returns by offering online medical services, such as answering questions or sharing health care knowledge with patients. Physicians’ online prosocial behavior could bring many benefits to the health care industry. Monetary incentives could encourage physicians to engage more in online medical communities. However, little research has studied the impact of monetary incentives on physician prosocial behavior and the heterogeneity of this effect. Objective This study aims to explore the effects of monet

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