Relevant bibliographies by topics / Motivation Crowding Theory

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Academic literature on the topic 'Motivation Crowding Theory'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Motivation Crowding Theory"

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Frey, Bruno S., and Reto Jegen. "Motivation Crowding Theory." Journal of Economic Surveys 15, no. 5 (December 2001): 589–611. http://dx.doi.org/10.1111/1467-6419.00150.

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Putra, Eka Diraksa, Seonghee Cho, and Juan Liu. "Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory." Tourism and Hospitality Research 17, no. 2 (August 1, 2016): 228–41. http://dx.doi.org/10.1177/1467358415613393.

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The aim of this study was to examine extrinsic and intrinsic motivations as the antecedents of work engagement and to empirically test the motivation crowding theory using hospitality employees. The findings showed that intrinsic motivation played an important role in improving employees’ work engagement. The study also found that there was no indication that employees’ intrinsic motivation diminished when extrinsic motivation entered. It is also suggested that employers need to understand that creating a comfortable workplace environment and making jobs more interesting and meaningful will increase employees’ intrinsic motivation, which will help employees to engage more at work. Motivational antecedents of work engagement have been rarely studied and no studies have been conducted to research impacts of extrinsic and intrinsic motivators on employees’ work engagement in the hospitality industry, particularly in small restaurant businesses. In addition, empirical studies on motivation crowding theory are needed due to the inconclusive results.
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Gold, Natalie. "HOW SHOULD WE RECONCILE SELF-REGARDING AND PRO-SOCIAL MOTIVATIONS? A RENAISSANCE OF “DAS ADAM SMITH PROBLEM”." Social Philosophy and Policy 37, no. 1 (2020): 80–102. http://dx.doi.org/10.1017/s0265052520000059.

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Abstract“Das Adam Smith Problem” is the name given by eighteenth-century German scholars to the question of how to reconcile the role of self-interest in the Wealth of Nations with Smith’s advocacy of sympathy in Theory of Moral Sentiments. As the discipline of economics developed, it focused on the interaction of selfish agents, pursuing their private interests. However, behavioral economists have rediscovered the existence and importance of multiple motivations, and a new Das Adam Smith Problem has arisen, of how to accommodate self-regarding and pro-social motivations in a single system. This question is particularly important because of evidence of motivation crowding, where paying people can backfire, with payments achieving the opposite effects of those intended. Psychologists have proposed a mechanism for the crowding out of “intrinsic motivations” for doing a task, when payment is used to incentivize effort. However, they argue that pro-social motivations are different from these intrinsic motivations, implying that crowding out of pro-social motivations requires a different mechanism. In this essay I present an answer to the new Das Adam Smith problem, proposing a mechanism that can underpin the crowding out of both pro-social and intrinsic motivations, whereby motivations are prompted by frames and motivation crowding is underpinned by the crowding out of frames. I explore some of the implications of this mechanism for research and policy.
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Berger, Leslie, Stephen Perreault, and James Wainberg. "Hijacking the Moral Imperative: How Financial Incentives Can Discourage Whistleblower Reporting." AUDITING: A Journal of Practice & Theory 36, no. 3 (January 1, 2017): 1–14. http://dx.doi.org/10.2308/ajpt-51663.

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SUMMARY Recently, policy makers have focused significant attention on the use of financial rewards as a means of encouraging whistleblower reporting, e.g., the Dodd-Frank Act (U.S. House of Representatives 2010). While such incentives are meant to increase the likelihood that fraud will be reported in a timely manner, the psychological theory of motivational crowding calls this proposition into question. Motivational crowding warns that the application of financial rewards (an extrinsic motivator) can unintentionally hijack a person's moral motivation to “do the right thing” (an intrinsic motivator). Applying this theory, we conducted an experiment and found that, in certain contexts, incentive programs can inhibit whistleblower reporting to a greater extent than had no incentives been offered at all. We discuss the implications of our results for auditors, audit committees, regulators, and others charged with corporate governance. Data Availability: Available from the authors upon request.
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Rommel, Jens, Vera Buttmann, Georg Liebig, Stephanie Schönwetter, and Valeria Svart-Gröger. "Motivation crowding theory and pro-environmental behavior: Experimental evidence." Economics Letters 129 (April 2015): 42–44. http://dx.doi.org/10.1016/j.econlet.2015.01.025.

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Corduneanu, Roxana, Adina Dudau, and Georgios Kominis. "Crowding-in or crowding-out: the contribution of self-determination theory to public service motivation." Public Management Review 22, no. 7 (April 3, 2020): 1070–89. http://dx.doi.org/10.1080/14719037.2020.1740303.

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Gold, Natalie. "The limits of commodification arguments: Framing, motivation crowding, and shared valuations." Politics, Philosophy & Economics 18, no. 2 (February 26, 2019): 165–92. http://dx.doi.org/10.1177/1470594x19825494.

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I connect commodification arguments to an empirical literature, present a mechanism by which commodification may occur, and show how this may restrict the range of goods and services that are subject to commodification, therefore having implications for the use of commodification arguments in political theory. Commodification arguments assert that some people’s trading a good or service can debase it for third parties. They consist of a normative premise, a theory of value, and an empirical premise, a mechanism whereby some people’s market exchange affects how goods can be valued by others. Hence, their soundness depends on the existence of a suitable candidate mechanism for the empirical premise. The ‘motivation crowding effect’ has been cited as the empirical base of commodification. I show why the main explanations of motivation crowding – signaling and over-justification – do not provide mechanisms that could underpin the empirical premise. In doing this, I reveal some requirements on any candidate mechanism. I present a third explanation of motivation crowding, based on the crowding out of frames, and show how it fulfills the requirements. With a mechanism in hand, I explore the type of goods and services to which commodification arguments are applicable. The mechanism enables markets to break down ‘shared valuations’, which is a subset of the valuations that proponents of commodification arguments are concerned with. Further, it can only break down relatively fragile shared understandings and therefore, I suggest, it cannot support a commodification argument regarding the sale of sexual services.
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Wenzel, Anne-Kathrin, Tobias A. Krause, and Dominik Vogel. "Making Performance Pay Work: The Impact of Transparency, Participation, and Fairness on Controlling Perception and Intrinsic Motivation." Review of Public Personnel Administration 39, no. 2 (July 1, 2017): 232–55. http://dx.doi.org/10.1177/0734371x17715502.

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Performance pay has been one of the main trends in public sector reform over the last decade and aims to increase employees’ motivation. However, positive results are sparse. In a majority of cases, pay scheme designers neglect that intrinsic motivation may be distorted by the introduction of extrinsic rewards (crowding out). Nevertheless, under certain conditions, performance pay schemes may also enhance intrinsic motivation (crowding-in). The perception of rewards has proven to be an especially crucial factor for the outcome of performance pay. Based on psychological contract theory, this paper analyzes the relationships between intrinsic motivation, public service motivation (PSM), personality characteristics, and the design of the performance- appraisal scheme. The empirical analysis relies on a structural equation modeling (SEM) approach. Model findings reveal that a fair, participatory, and transparent design reduces the controlling perception while fostering the intrinsic motivation of employees. In addition, participants who score high on neuroticism perceive performance pay schemes to be more controlling and have lower values of intrinsic motivation.
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Herzog, Lisa. "Higher and lower virtues in commercial society." Politics, Philosophy & Economics 10, no. 4 (February 3, 2011): 370–95. http://dx.doi.org/10.1177/1470594x10386564.

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Motivation crowding out can lead to a reduction of ‘higher’ virtues, such as altruism or public spirit, in market contexts. This article discusses the role of virtue in the moral and economic theory of Adam Smith. It argues that because Smith’s account of commercial society is based on ‘lower’ virtue, ‘higher’ virtue has a precarious place in it; this phenomenon is structurally similar to motivation crowding out. The article analyzes and systematizes the ways in which Smith builds on ‘contrivances of nature’ in order to solve the problems of limited self-command and limited knowledge. As recent research has shown, a clear separation of different social spheres can help to reduce the risk of motivation crowding out and preserve a place for ‘higher virtue’ in commercial society. The conclusion reflects on the performative power of economics, arguing that the one-sided focus on models of ‘economic man’ should be embedded in a larger context.
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Wall, Joseph, Timothy J. Fogarty, and Jodi Gissel. "Why Punishment Does Not Fit the Crime: Experimental Evidence That Situational Circumstances Crowd Out Damage Done." Journal of Forensic Accounting Research 5, no. 1 (August 4, 2020): 142–76. http://dx.doi.org/10.2308/jfar-19-019.

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ABSTRACT Regulators desire punishment that restores individuals to monetary positions before the damage and deters future violations. Thus, enforcement effectiveness is partially a function of punishment severity. Under the Securities and Exchange Commission's oversight, the Financial Industry Regulatory Authority provides enforcement and punishment guidelines for securities fraud cases. However, motivation crowding theory suggests extenuating and aggravating circumstances may complicate punishment. We investigate the concern that individuals charged with punishing securities fraud might be excessively tolerant, illustrated by recommended sanctions. Using two samples of participants—compliance examiners and securities arbitrators—in an experimental task that manipulates the fraudster's motivation, history, and personal gain, we find participants may be overly influenced by situational circumstances. Further, participants recommend monetary sanctions that fail to achieve regulators' restoration goals. We discuss practical implications of these findings for regulators. Further, we illustrate the need to extend motivation crowding theory to consider factors associated with non-direct financial benefits.
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Dissertations / Theses on the topic "Motivation Crowding Theory"

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Faasch, Britta. "Der Einfluss der leistungsorientierten Bezahlung auf die Public Service Motivation und die intrinsische Motivation von Beschäftigten im öffentlichen Sektor : ein empirischer Test der Motivation Crowding Theory am Beispiel der Kreisverwaltung Potsdam-Mittelmark." Bachelor's thesis, Universität Potsdam, 2012. http://opus.kobv.de/ubp/volltexte/2012/6189/.

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Mit dem in §18 des Tarifvertrags für den öffentlichen Dienst (TVöD) festgeschriebenen Leistungsentgelt soll u.a. die Motivation der Mitarbeiterinnen und Mitarbeiter im öffentlichen Dienst gesteigert werden. Eine motivationssteigernde Wirkung wird jedoch von Seiten der Motivationsforschung bestritten. Sie geht im Gegenteil davon aus, dass eine leistungsorientierte Bezahlung (LOB) zu einer Verdrängung der intrinsischen Motivation (Crowding-Out Effekt) führen kann. Mithilfe eines empirischen Tests der Motivation Crowding Theorie gelangt diese Arbeit zu einem differenzierteren Urteil. Es wird gezeigt, dass im Beispiel der Kreisverwaltung Potsdam Mittelmark die subjektive Wahrnehmung der LOB durch den einzelnen Beschäftigten darüber entscheidet, ob dessen Motivation verstärkt oder verdrängt wird. Jene Beschäftigten, die sich durch die LOB kontrolliert fühlen, weisen eine signifikant geringere PSM und intrinsische Motivation als diejenigen auf, die die LOB als fördernd wahrnehmen. Als zentraler Faktor für das Urteil der Beschäftigten wird die wahrgenommene Fairness des Systems identifiziert.
By means of performance-related pay (PRP), which is laid down in §18 of the “Public Sector Collective Agreement” (TVöD), the motivation of public employees should be increased. However, motivational research contests the motivation-increasing effect. In contrast, it is assumed that performance-related pay may crowd-out the intrinsic motivation (Crowding-Out Effect). While conducting an empirical test of the Motivation Crowding Theory, this paper offers a more differentiated view. It is shown that, in the case of the local administration of Potsdam-Mittelmark, the subjective perception by the individual worker will decide on whether his or her motivation is crowded-in or crowded-out. Those who feel controlled by the PRP-system show a significant lower PSM and intrinsic motivation than those who perceive it as supportive. The fairness of the system is discovered as being the central factor affecting the judgement by the workers.
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Serries, Christoph. "Die Bedeutung der intrinsischen Motivation in Prinzipal-Agent-Beziehungen am Beispiel der Beratungsstellen kirchlicher Wohlfahrtsverbände." [S.l. : s.n.], 2005. http://www.gbv.de/dms/zbw/483693596.pdf.

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Lundström, Markus, and Brunsberg Samuel Ögren. "Management Control and Motivation in Management Consulting." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-415724.

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Purpose: The purpose of this paper is to study the interplay between agile and mechanistic management control and the motivation of the employees affected by them, and thereby contribute to the understanding of how management control interplays with motivation. Research question: How does agile and mechanistic management control interplay with employees’ motivation in the management consulting profession? Methodology: Qualitative research with Semi-structured interviews. Seven management consultants from different firms were interviewed. Findings: Agile management control was found to be somewhat more commonly occurring than mechanistic management control among the respondents. Agile management control was seen as more motivating than mechanistic. Personal development was found to be the most prevalent part of intrinsic motivation in this study. Contributions: This paper contributes to the existing literature by offering a perspective of management control’s interplay with motivation specifically for management consultants. This interplay can be seen as being focused on personal development, possibly due to the employees’ motivation to choose this field.
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Crüger, Arwed [Verfasser]. "Bargaining Theory and Fairness. : A Theoretical and Experimental Approach Considering Freedom of Choice and the Crowding-out of Intrinsic Motivation. / Arwed Crüger." Berlin : Duncker & Humblot, 2015. http://d-nb.info/1238318886/34.

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Meyers, Reagan, and Libby Weaver. "Philanthropic Motivation : A Study of CSR in the Workplace." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151387.

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In the present study, the topic under scrutiny is how Philanthropic Corporate Social Responsibility plays a role within the workplace. This study is being presented due to the fact that CSR is often researched with the frame of reference of marketing, whereas the managerial perspective is not often considered. The research question addressed will take a managerial perspective on CSR and examine if implementing Philanthropic CSR only affects extrinsic factors, or if it also has an intrinsic effect on employee motivation. In this research, the questions undergoing discussion to support the study are 1) To what extent does CSR motivate employees? 2) What involvement level of CSR is required for employee motivation? 3) What level does CSR fit into on Maslow’s Hierarchy of Needs? This thesis focuses mainly on connecting Philanthropic CSR to Maslow’s Hierarchy of Needs. Other supporting theories that will be used include: Herzberg’s Motivation Hygiene Theory, McGregor’s X and Y Theory, Self-Determination Theory, and Motivational Crowding Theory. To conduct the research needed, the authors have conducted a deductive study through a comparative design, obtaining qualitative data by the means of semi structured skype interviews. These interviews focus on American for-profit companies that have CSR in their strategy but focus on profit. The data collected has then been analyzed through a thematic approach. The information obtained suggests that Philanthropic CSR plays a role within the workplace, however, it is not seen as an incentive by employees. Moreover, an employee must be personally involved within the company’s CSR program to fully feel the effects that the program has to offer. This is due to the emotional investments made while participating in the said philanthropy. The conclusion found from this study is that Philanthropic CSR does have an intrinsic effect on employees because of the ‘feel good feeling’ they benefit from when they do participate in the Philanthropic CSR. However, to fully understand the effects of the motivational aspects, further research must be conducted.
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Books on the topic "Motivation Crowding Theory"

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Crüger, Arwed. Bargaining theory and fairness: A theoretical and experimental approach considering freedom of choice and the crowding-out of intrinsic motivation. Berlin: Duncker & Humblot, 2002.

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Frey, Bruno S., and Jana Gallus. Honours as Signals. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198798507.003.0007.

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Awards are non-material and symbolic rewards, and do not necessarily have to go with money. Award givers may emit signals of quality, of intent, and of their beliefs. Managers can use the signalling functions of awards to subtly steer the behaviour of (present and future) employees, without having to recur to control through explicit, conditional incentives. Awards can also give rise to signalling failures. They have to be used with moderation, and they can rarely be substituted for money where money is already in place. If well designed, awards can raise intrinsic motivation, as the recipients are explicitly lauded when they receive the award. In comparison to money, awards tend to raise loyalty to the giver and avoid crowding out intrinsic motivation; moreover, they have a more sustainable effect on behaviour. They also remain visible in the future, creating a trophy value that maintains the awards’ salience and their signalling functions even over the medium and long term.
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Book chapters on the topic "Motivation Crowding Theory"

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"Financial Rewards for Whistleblowing and Motivation Crowding Theory – A Lesson from Psychology for Transposing EU Directive 2019/1937." In Festschrift für Christine Windbichler zum 70. Geburtstag am 8. Dezember 2020, 1379–96. De Gruyter, 2020. http://dx.doi.org/10.1515/9783110619805-082.

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Luthiger, Benno, and Carola Jungwirth. "The Chase for OSS Quality." In Emerging Free and Open Source Software Practices, 147–68. IGI Global, 2007. http://dx.doi.org/10.4018/978-1-59904-210-7.ch007.

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This chapter explains why software users have good reasons to trust in the quality of OSS, even if they might have internalised the rule “If something has no price, it also has no value!” We present the idea that a system of incentives of both private programmers with their different motives to participate and companies paying their programmers for contributing to OSS, are responsible for the software quality—even if all programmers do not pursue a common purpose. The chapter delivers a conceptual framework from an economic perspective showing that every stakeholder can provide valuable input to the success of an open source project. Crowding out between contributors with different motivations does not necessarily exist even if companies with monetary intentions participate. Therefore, we assume OSS as an attractive forum for different interests that can seminally intertwine, while quality software is generated nearly as a by-product.
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"Urban and Community Fisheries Programs: Development, Management, and Evaluation." In Urban and Community Fisheries Programs: Development, Management, and Evaluation, edited by Susan A. Schroeder, David C. Fulton, Mark L. Nemeth, Roland E. Sigurdson, and Richard J. Walsh. American Fisheries Society, 2008. http://dx.doi.org/10.47886/9781934874042.ch8.

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<em>Abstract.—</em>Fishing license sales are stagnant in Minnesota and declining in many states. It is important to understand what motivates and constrains people’s fishing participation. In 2005, we mailed surveys to 900 male and 900 female residents of the Minneapolis–St. Paul, Minnesota (USA) metropolitan area to determine attitudes and beliefs about outdoor recreation and fishing. Based on survey responses from 39.3% of the sample, we examined factors that motivate and constrain fishing among urban and suburban residents. Five factors motivated outdoor recreation: (a) achievement, (b) appreciation, (c) personal development, (d) affiliation, and (e) health. Appreciation and health were the most important motivators for outdoor recreation. Fishing was seen as a way to satisfy appreciation and affiliation motivations, and less likely to satisfy other motivations. Seven factors constrained outdoor recreation: (a) costs/regulations/crowding, (b) discomfort/dislike, (c) concerns about safety or discrimination, (d) planning required, (e) physical ability, (f) access, and (g) family/work commitments. Family/work commitments and cost most limited outdoor recreation. Constraints related to family/work commitments, cost, and lack of interest most limited fishing participation. We examined how perceived benefits and constraints predicted intention to fish. About 55% of respondents indicated that they would likely fish in the future, and about 50% of respondents said that they would likely fish in Minnesota in the next year. Appreciation, affiliation, and health motivations and constraints related to discomfort, discrimination/safety, and physical ability predicted future fishing. About 27% of respondents indicated that fishing was a “favorite” activity. Appreciation, comfort, and reduced access to angling opportunities predicted whether fishing was a favorite activity. We suggest that managers emphasize the multiple benefits of fishing including nature appreciation, social connection, and stress reduction, and develop programs and facilities to address discomfort and discrimination associated with fishing.
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