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Journal articles on the topic 'Performance-based incentive'

Author: Grafiati

Published: 2 June 2025

Last updated: 31 July 2025

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1

Liu, Baohua, Wan Huang, and Lei Wang. "Performance-based equity incentives, vesting restrictions, and corporate innovation." Nankai Business Review International 10, no. 1 (2019): 138–64. http://dx.doi.org/10.1108/nbri-10-2018-0061.

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Purpose Based on the institutional background of mandatory requirement of performance-based executive equity incentives, this paper aims to investigate the impacts of executive equity incentives, vesting periods and vesting performance conditions on corporate innovation. Design/methodology/approach The empirical analysis is based on the detailed data of equity incentives in China’s listed companies from 2006 to 2014, the Tobit method is implemented to estimate the regression coefficients, and the instrumental variable (IV) approach, Heckman two stage regression, propensity score matching and d

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2

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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Li, Huimin, Limin Su, Jian Zuo, Xianbo Zhao, Ruidong Chang, and Fuqiang Wang. "INCENTIVE MECHANISM FOR PERFORMANCE-BASED PAYMENT OF INFRASTRUCTURE PPP PROJECTS: COUPLING OF REPUTATION AND RATCHET EFFECTS." International Journal of Strategic Property Management 26, no. 1 (2022): 35–55. http://dx.doi.org/10.3846/ijspm.2022.15969.

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The performance-based payment PPP model has been widely used in the infrastructure projects. However, the ratchet effect derived from performance-based reputation incentives has been largely overlooked. To overcome this shortcoming, ratchet effect is considered in the performance-based payment incentive process. A multi-period dynamic incentive mechanism is developed by coupling the reputation and ratchet effect. The main results show that: (1) Under the coupling of reputation and ratchet effects, the optimal incentive coefficient in the last performance assessment period is always greater tha

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4

Ma, Jinrong, and Hongbo Wang. "Equity Incentive Model, Source of Subject Matter and Enterprise Performance: Modification Effect Based on Equity Incentive Intensity." Mathematical Problems in Engineering 2022 (December 14, 2022): 1–13. http://dx.doi.org/10.1155/2022/8905259.

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For modern enterprises, equity incentive is an important means to solve the principal-agent problem, the choice of incentive mode and the source of the incentive is an inevitable issue in the implementation of an equity incentive scheme. Based on the sample data of A-share listed companies from 2010 to 2020, this paper constructs a panel two-way fixed effect model, combining regression analysis and three interactions with differential equations (PDE), which empirically explores the relationship between two incentive models of stock option and restricted stock, the source of subject matter and

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Shin, Hye Jeong, and Ji Young Ahn. "Performance-based Incentives and Firm Performance - The Effects of Incentive Pay Components -." Journal of Human Resource Management Research 21, no. 1 (2014): 1–18. http://dx.doi.org/10.14396/jhrmr.2014.21.1.1.

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Lang, Daniel. "Incentive Funding Meets Incentive-Based Budgeting: Can They Coexist?" Canadian Journal of Higher Education 46, no. 4 (2017): 1–22. http://dx.doi.org/10.47678/cjhe.v46i4.186434.

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Two major developments in the financial management of higher education have occurred more or less contemporaneously: incentive or performance funding on the part of government and incentive-based budgeting on the part of institutions. Both are based on fiscal incentives. Despite their several inherent and interconnected similarities, incentive funding and incentive-based budgeting have been viewed and appraised on parallel tracks. This study investigates their convergence. In doing so, it sharpens the definitions of both, identifies their respective track records, and discusses problems that a

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Karabacak, Nermin, Mehmet Küçük, and İsa Korkmaz. "Investigation of Performance Based Academic Incentive Practice in Higher Education." Journal of Qualitative Research in Education 8, no. 3 (2020): 1–34. http://dx.doi.org/10.14689/issn.2148-2624.1.8c.3s.4m.

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8

Xia, Huatian. "The Impact of Equity Incentives on the Performance of Listed Companies." Frontiers in Business, Economics and Management 11, no. 2 (2023): 179–87. http://dx.doi.org/10.54097/fbem.v11i2.12586.

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With the formal implementation of the Administrative Measures for Equity Incentives of Listed Companies, the scope of equity incentives for listed companies in China has been expanding, and the equity incentive system has been gradually improved. Among them, executive equity incentive and employee equity incentive are two important subjects in the incentive plan, and their respective impacts on corporate performance have also attracted much attention, which part has a greater impact, and whether the two are opposed has become a question discussed by many scholars. Based on human capital theory

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Wang, Guan. "Impact of Tax Incentive Policies on Corporate Financial Performance: Based on Data from Listed Companies from 2012-2016." Frontiers in Business, Economics and Management 15, no. 3 (2024): 197–201. http://dx.doi.org/10.54097/pankah05.

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In recent years, to promote the transformation and upgrading of enterprises and achieve high-quality economic development, China has continuously implemented tax incentive policies, which play an important role in stimulating enterprises to improve management capabilities and financial performance. This paper studies whether tax incentive policies affect the financial performance of enterprises. Based on previous literature, we select the financial data of A-share listed companies in the Cathay database from 2012 to 2016 as samples, considering companies with year-end tax rates below 25% as en

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Wijayanti, Dian, Uki Yonda Asepta, and Rino Tam Cahyadi. "Pengaruh Insentif Keuangan Dan Penetapan Tujuan Terhadap Kinerja Individu: Uji Eksperimen Mahasiswa Kewirausahaan." Wahana: Jurnal Ekonomi, Manajemen dan Akuntansi 24, no. 2 (2021): 133–46. http://dx.doi.org/10.35591/wahana.v24i2.344.

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This study aims to examine the effect of incentive schemes and participation in goal setting on performance. This study intends to test whether goal-setting theory can explain the effect of incentive schemes and individual participation in setting goals on performance achieved within a certain period. The incentive schemes tested in the study are piece-rate, quotas in relation to performance and targeting. Field experiment procedures with a 2x2 design were carried out to test the causal relationship between these variables. Experiments were carried out on 141 students with experimental tasks r

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Tang, Lu, Shihan Zhang, Chenhui Ding, and Jinyao Huan. "How Can the Sustainable Motivational Effect of Equity Incentives on Corporate Performance Be Exploited?—A Study Based on the Moderating Effect of Aspiration Level." Sustainability 14, no. 24 (2022): 16485. http://dx.doi.org/10.3390/su142416485.

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How equity incentives affect corporate performance has become a consensus. However, the question of how to maximize the sustainable incentive effect of equity incentives on corporate performance and avoid “short-sighted” behavior under equity incentives has not yet been resolved. This research re-examines the sustainable incentive of equity incentives and examines the moderating role of aspiration levels based on the behavioral theory of the firm and the prospect theory. Applying panel data comprised 9588 observations from Chinese A-share listed companies spanning the period from 2011 to 2019,

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S, ANJANA. "A Study on Employee Performance Based on Incentives." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem45762.

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ABSTRACT: Employee performance is an important driver of organizational success. The managers seek effective strategies to consistently inspire and increase productivity. Incentives, both monetary and non-monetary, widely desired employee are used as a tool to encourage behaviour and results. This research paper reviews existing literature on the impact of encouragement on employee performance. It examines theoretical grounds of incentive plans, examines various types of encouragement and their effects, analyses arbitration and moderating factors affecting the encouragement relationship, and i

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Van Zyl, Gerhardus. "The impact of incentive schemes on employee productivity in the South African workplace." Journal of Economic and Financial Sciences 8, no. 2 (2015): 633–47. http://dx.doi.org/10.4102/jef.v8i2.113.

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The aim of this article is to determine the impact that various incentive schemes have on employee productivity in the South African workplace. A firm-based model is used to estimate the dimensional relationships (different skill levels, gender-mix, firm size, firm-sponsored training incentives) of the incentive scheme-employee productivity link. The main conclusions of the study are, firstly, that finance-based incentive schemes (especially performance-linked bonus schemes) have a greater positive impact on employee productivity for the higher-skilled segment, secondly, that non-financial inc

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Brase, Gary L. "How different types of participant payments alter task performance." Judgment and Decision Making 4, no. 5 (2009): 419–28. http://dx.doi.org/10.1017/s1930297500001248.

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AbstractResearchers typically use incentives (such as money or course credit) in order to obtain participants who engage in the specific behaviors of interest to the researcher. There is, however, little understanding or agreement on the effects of different types and levels of incentives used. Some results in the domain of statistical reasoning suggest that performance differences — previously deemed theoretically important — may actually be due to differences in incentive types across studies. 704 participants completed one of five variants of a statistical reasoning task, for which they rec

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Ma, Jinrong, and Hongbo Wang. "Research on the impact of equity incentive model on enterprise performance: A mediating effect analysis based on executive entrepreneurship." PLOS ONE 19, no. 4 (2024): e0300873. http://dx.doi.org/10.1371/journal.pone.0300873.

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In implementing the equity incentive system, this paper delves into the listed enterprises’ selection of equity incentive models. While previous research has extensively covered the effects, models, and influencing factors of equity incentives, there needs to be more in-depth literature focusing on the diverse incentive models and their impact on corporate performance. Notably, there needs to be more literature on considering entrepreneurial spirit as a mechanism. It aims to explore the relationship between executives’ choices under different incentive models, the entrepreneurial spirit foster

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Grabner, Isabella. "Incentive System Design in Creativity-Dependent Firms." Accounting Review 89, no. 5 (2014): 1729–50. http://dx.doi.org/10.2308/accr-50756.

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ABSTRACT I empirically investigate the impact of an organization's creativity dependency on the design of its incentive system. In firms for which the primary source of value creation is the creativity of core employees, the designs of incentive systems are particularly challenging. The nature of creative work constrains the feasibility of extrinsic incentives, but at the same time creates a need for them. Accordingly, there is concern that the use of incentives renders people not creative enough, but a lack of incentives makes employees “too creative.” I argue that a solution to this dilemma

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Ratnasari, Ike, and Ashadi Mahmud. "Pengaruh Gaji dan Insentif terhadap Kinerja Karyawan bagian produksi PT. Uniplastindo Interbuana Pandaan." JAMIN : Jurnal Aplikasi Manajemen dan Inovasi Bisnis 2, no. 2 (2020): 66. http://dx.doi.org/10.47201/jamin.v2i2.53.

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This study aims to describe the effect of salary and incentives on the performance of employees of PT. Unilastindo Interbuana Pandaan simultaneously, partially and most dominantly. The method used in this study is a descriptive method with a quantitative approach, data analysis techniques that are validity, reliability, multiple linear regression with F test and t test. The validity test results obtained by the calculated r value of the variable salary, incentives and employee performance is greater than the value of r proven valid tables and the reliability test results obtained a reliable va

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Autrey, Romana L., Shane S. Dikolli, and D. Paul Newman. "Performance Measure Aggregation, Career Incentives, and Explicit Incentives." Journal of Management Accounting Research 22, no. 1 (2010): 115–31. http://dx.doi.org/10.2308/jmar.2010.22.1.115.

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ABSTRACT: We examine a setting in which managers have differential career concerns and firm performance is publicly observed using disaggregated measures that are incrementally informative but costly to contract upon. In such a setting, when do firms contract on aggregated rather than disaggregated performance measures? We show that at intermediate levels of managerial career concerns contracting on an aggregate measure can be welfare-enhancing. In this case, the net cost of both contracting directly on an aggregate measure and exploiting career incentives based on disaggregated measures is sm

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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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20

Chu, Ying, Guijie Qi, Kaiping Wang, and Feng Xu. "After Online Innovators Receive Performance-Contingent Material Rewards: A Study Based on an Open Innovation Platform." Behavioral Sciences 14, no. 8 (2024): 723. http://dx.doi.org/10.3390/bs14080723.

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In recent years, enterprises have increasingly recognized the pivotal role of external users in driving product innovation. Open innovation platforms (OIPs), which facilitate interactions between companies and external innovators, have emerged as critical conduits in this regard. However, OIP managers face the challenge of motivating innovators to sustain their contributions. While some OIPs have implemented material incentives, the impact of such rewards on users’ ongoing innovation efforts remains uncertain. This study utilized a large-scale dataset from an OIP to examine how performance-con

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Marklund, Matti, Krishna D. Rao, Rajeev Cherukupalli, Lawrence J. Appel, and Kunihiro Matsushita. "O27 DEVELOPMENT OF A CONCEPTUAL EVALUATION MODEL AND TESTING ITS PERFORMANCE IN HYPOTHETICAL PAY-FOR-PERFORMANCE INTERVENTIONS TO IMPROVE HYPERTENSION CONTROL." Journal of Hypertension 42, Suppl 3 (2024): e13. http://dx.doi.org/10.1097/01.hjh.0001062572.47190.2e.

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Background and Objective: Hypertension is a growing concern, particularly in low- and middle-income countries. Financial incentives, such as pay-for-performance, have shown promise in improving non-hypertension outcomes. However, their efficacy and cost-effectiveness in hypertension management, especially in low-resource contexts, remain uncertain. Our objectives were to 1) document studies exploring health financial interventions for hypertension management 2) develop a conceptual model which can facilitate future research on health financing approaches for hypertension management, and 3) ass

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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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Cappelli, Peter, Martin Conyon, and David Almeda. "Social Exchange and the Effects of Employee Stock Options." ILR Review 73, no. 1 (2019): 124–52. http://dx.doi.org/10.1177/0019793919827934.

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The authors assert that broad-based stock options create a social exchange relationship between the employer and employees, leading to higher individual job performance in the next period. They compare this social exchange hypothesis to the more typical incentive-based explanation for stock options, which is that holding options generates financial incentives for better individual job performance in the current period. Findings show that significant and meaningful relationships are associated with social exchange effects and that these are both independent of incentive effects and arguably gre

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Zhao, Jinxin, Yong Wang, Pengjian Jin, and Chongsheng Yang. "The optimal managerial incentive mechanism for China’s local and central SOEs: An empirical study of listed companies." Corporate Board role duties and composition 13, no. 1 (2017): 79–86. http://dx.doi.org/10.22495/cbv13i1c1art2.

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By studying listed companies, this paper investigates the effects of financial incentives and administrative incentives on the performance of managers in China’s local state-owned enterprises and central state-owned enterprises (SOEs) respectively. We find that administrative incentives are more effective on managers of central SOEs, while financial incentives are more effective on those of local SOEs. We conclude that against the current background of mixed-ownership reform, we should realise the limitations of administrative incentives and broaden the role of financial ones. Moreover, we sho

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Ding, Yu, and Yijun Liu. "The Influence of High-Performance Work Systems on the Innovation Performance of Knowledge Workers." Sustainability 14, no. 22 (2022): 15014. http://dx.doi.org/10.3390/su142215014.

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In the era of a knowledge economy, how to build an effective incentive system and to motivate the creativity of knowledge workers is extremely important to the long-term future of high-tech enterprises. However, a performance incentive system based on material incentives widely constructed by managers not only is difficult to generate in the long term and a significant incentive effect for knowledge workers but also brings heavy economic burden to enterprises. This paper constructs a high-performance work system (HPWS) that includes three variables: career growth, career calling and inclusive

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Yang, Congwen. "A Study on the Role of Compensation Incentives and Equity Incentives in Technology-based Enterprises." BCP Business & Management 35 (December 31, 2022): 535–41. http://dx.doi.org/10.54691/bcpbm.v35i.3345.

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Technology-based enterprises, driven by innovation, have flourished in the economic market in recent years. For technology-based enterprises, how to effectively motivate employees to unleash their innovation drive and thus improve corporate performance is a key focus of management in technology-based enterprises. Pay incentives and equity incentives have been widely used in enterprise personnel management in recent years, and previous scholars generally believe that these two approaches can be more effective in motivating employees to innovate and establish a sense of ownership. In order to be

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Naranjo-Gil, David, Gloria Cuevas-Rodríguez, Álvaro López-Cabrales, and Jose M. Sánchez. "The Effects of Incentive System and Cognitive Orientation on Teams' Performance." Behavioral Research in Accounting 24, no. 2 (2012): 177–91. http://dx.doi.org/10.2308/bria-50098.

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ABSTRACT Organizations are adopting team-based structures to promote cooperation and coordination of actions and, thus, enhance performance (Libby and Thorne 2009; Chenhall 2008). However, team-based structures do not automatically improve performance. The economics literature suggests that working in teams may impair performance because of the potential conflict between individual and group incentives. In contrast, the organizational behavior literature argues that working in teams may enhance performance via members' collectivist cognitive orientation. This paper analyzes how both the econom

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Shanti Dri Lestari, Yulianus Hutabarat, and Fourry Handoko. "DEVELOPMENT OF A PERFORMANCE-BASED INCENTIVE MODEL FOR NATIONAL HIGH SCHOOL MALANG TEACHERS AFTER THE COVID-19 PANDEMIC." Journal of Sustainable Technology and Applied Science (JSTAS) 5, no. 1 (2024): 18–23. http://dx.doi.org/10.36040/jstas.v5i1.6703.

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National High School Malang is one of the best private schools with a myriad of achievements. In 2019, National High SchoolMalang was honored as one of Indonesia's best private schools by the Minister of Education and Culture. National High School Malang is one of the private schools in Malang City that has also been affected by the Covid-19 pandemic. The Covid-19 pandemic has not really ended and life must go on. The Covid-19 pandemic has indirectly changed labor patterns both in the scope of government, agencies, private sector, and others. This research aims to design a model for determinin

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Church, Bryan K., Theresa Libby, and Ping Zhang. "Contracting Frame and Individual Behavior: Experimental Evidence." Journal of Management Accounting Research 20, no. 1 (2008): 153–68. http://dx.doi.org/10.2308/jmar.2008.20.1.153.

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ABSTRACT: This paper reports the results of an experiment examining the effect of the framing of incentive contracts on individual behavior. We examine two budget-based incentive contracts that, though economically equivalent, are framed differently. Previous research documents that individuals prefer bonus-framed to penalty-framed contracts (Luft 1994; Hannan et al. 2005). We explore whether these preferences affect effort expended on a task where increased effort results in increased performance. In addition, we test whether these preferences motivate effort differentially in the presence an

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Yusnaini, Yusnaini, Arista Hakik, and Sri Maryati. "Cognitive Orientation and Incentive System on Team Performance: Experimental Studies in Accounting Decision Making." International Journal of Management Studies and Social Science Research 05, no. 02 (2023): 281–89. http://dx.doi.org/10.56293/ijmsssr.2022.4597.

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At this time the organization has adopted a group or team-based structure in operation and coordination in order to improve performance (Libby and Thorne, 2009; Chenhall, 2008). However, team-based structures are not necessarily able to improve performance. Economic literature states that working in a team can decrease performance due to potential conflicts between individuals within the team and group incentives. Instead, organizational literature shows that working in a team can improve performance through collectivist cognitive orientation. The study aims to analyze how the incentive system

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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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Shu, Zhiya. "Research and Theoretical Review of Equity Incentive Performance of Listed Companies." Frontiers in Business, Economics and Management 12, no. 2 (2023): 162–66. http://dx.doi.org/10.54097/fbem.v12i2.14873.

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Equity incentive is an incentive method for listed companies to promote the alignment of key management personnel and enterprise interests, and scientific and reasonable equity incentive methods can promote managers and core employees to better serve the company, promote the formation of a community of interests between shareholders, management and employees of the company, and contribute more to the development of the company. At the same time, due to the serious differences between shareholders and corporate executives in the pursuit of interests, it is difficult to establish a full relation

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Sprinkle, Geoffrey B. "The Effect of Incentive Contracts on Learning and Performance." Accounting Review 75, no. 3 (2000): 299–326. http://dx.doi.org/10.2308/accr.2000.75.3.299.

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This paper reports the results of an experiment that examines how incentive-based compensation contracts compare to flat-wage compensation contracts in motivating individual learning and performance. I use a multiperiod cognitive task where the accounting system generates information (feedback) that has both a contracting role and a belief-revision role. The results suggest that incentives enhance performance and the rate of improvement in performance by increasing both: (1) the amount of time participants devoted to the task, and (2) participants' analysis and use of information. Further, I f

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Shan, Wei, and Ran An. "Motives of Stock Option Incentive Design, Ownership, and Inefficient Investment." Sustainability 10, no. 10 (2018): 3484. http://dx.doi.org/10.3390/su10103484.

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This paper analyzes the effects of stock option incentives on inefficient investment. Specifically, based on the motive of design, we divide stock option incentives into incentive-driven and welfare-driven incentives. Our research is based on the panel data of 511 Chinese listed companies that declared stock option incentives from 2010 to 2014, including both incentive-driven and welfare-driven incentives. Our research shows that different types of stock option incentives have different effects on inefficient investment. Generally, incentive-driven stock option incentives reduce inefficient in

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Dewi, Ni Wayan Kurnia, I. Made Dwi Jendra Sulastra, and I. Made Agus Putrayasa. "Effectiveness of Pay for Performance Incentive System on Projects Performance." Media Bisnis 14, no. 2 (2022): 159–66. http://dx.doi.org/10.34208/mb.v14i2.1662.

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This study examines the effectiveness of implementing a project performance-based employee incentive system at a state-owned construction company in Indonesia, PT PP (Persero) Tbk. The data were analyzed using a quantitative approach, with the Key Performance Indicator (KPI) for each project before and after the implementation of the project performance-based incentive system. The data was tested using the Wilcoxon test to see if there were statistical differences in project performance before and after the implementation of the project performance-based employee incentive system. The results

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Nguyen, Son, Aengus Leman, Zhe Xiao, et al. "Blockchain-Powered Incentive System for JIT Arrival Operations and Decarbonization in Maritime Shipping." Sustainability 15, no. 22 (2023): 15686. http://dx.doi.org/10.3390/su152215686.

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Efficiency and sustainability are undisputedly the most critical objectives for modern ports. Current exercises for port services still lack performance profiling for arriving vessels regarding their arrival punctuality and compliance with port resource schedule for Just-in-time (JIT) service, as well as their efforts contributing towards less emission through reduced turnaround time within port. As a result, a performance-based incentive is missing. Bringing in the incentive component may facilitate the objectives of achieving both port efficiency and sustainability. Blockchain technology, ow

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Girth, Amanda M., and Lauren E. Lopez. "Contract Design, Complexity, and Incentives: Evidence From U.S. Federal Agencies." American Review of Public Administration 49, no. 3 (2018): 325–37. http://dx.doi.org/10.1177/0275074018787558.

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Financial incentives are used throughout the public and private sectors to control costs, expedite projects, maximize quality, and encourage performance. Although federal agencies in the United States utilize incentive contracts, there is little research on the scope of their use or effectiveness. This study analyzes nearly 390,000 federal contracts across service acquisitions of varying complexity to determine whether incentive contracts differ in contract duration, cost, or technical performance when compared with other types of contracts. The results indicate that contracts appear to execut

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Gorelov, B. A., and M. M. Gyazova. "Performance-Based Incentive Mechanisms in Life-Cycle Contracts." Russian Engineering Research 38, no. 4 (2018): 309–12. http://dx.doi.org/10.3103/s1068798x1804010x.

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Cao, Yongchao, Huimin Li, and Limin Su. "A DYNAMIC PERFORMANCE-BASED PAYMENT MECHANISM FOR PUBLIC-PRIVATE PARTNERSHIP PROJECTS: AN INTEGRATED MODEL FOR PRINCIPAL-AGENT AND MULTI-OBJECTIVE OPTIMIZATION MODELS." International Journal of Strategic Property Management 28, no. 2 (2024): 116–29. http://dx.doi.org/10.3846/ijspm.2024.21183.

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Performance-based payment mechanism is one of the key issues to ensure all stakeholders’ benefits in infrastructure Public-Private Partnership (PPP) projects. However, most existing research on performance-based payment with a fixed incentive coefficient can’t play a good incentive role. This study aims to the intrinsic mechanism between the performance appraisal score and the performance-based payment structure, so as to design the dynamic performance-based payment mechanism for infrastructure PPP projects. Firstly, the multi-objective optimal method is used to calculate the unit-payment. Sec

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Dewinda, Mutty Claudia, and Mandasari R. "PENGARUH KOMPENSASI BERBASIS INSENTIF TERHADAP KINERJA MANAJERIAL DENGAN BIG FIVE PERSONALITY TRAITS SEBAGAI VARIABEL MODERASI." Journal of Management : Small and Medium Enterprises (SMEs) 17, no. 2 (2024): 655–71. https://doi.org/10.35508/jom.v17i2.17293.

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This study aims to test and provide empirical evidence of the effect of incentive-based compensation as extrinsic motivation on managerial performance. This study also used individual intrinsic motivation, namely the big five personality traits to test the moderating role affecting the relationship between incentive-based compensation and managerial performance. This quantitative research was conducted using a survey method of managers, with a total of 115 participants. The results showed that incentive-based compensation affects managerial performance. The big five personality traits, extrave

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Nizar, Muhammad Rafliansyah, Zunaidah Zunaidah, and Parama Santati. "Pengaruh Penilaian Kinerja terhadap Insentif pada Pegawai Outsourcing PT Kereta Api Properti Manajemen (KAPM) Area Palembang." Transformasi Manageria: Journal of Islamic Education Management 4, no. 1 (2023): 62–74. http://dx.doi.org/10.47467/manageria.v4i1.3779.

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This research aims to discover the effect of performance appraisal on incentive for outsourcing employee PT Kereta Api Properti Manajemen (KAPM) Palembang area. The population of the subject in this research are all outsourcing employees as the author sampling for 79 respondents. The method of data collecting used in this research is questioner. The analysis technique used in this research is simple linier regression analysis. Based on the result of the analysis, it can be concluded that performance appraisal had positive and significant effects on incentives for outsourcing employees PT Keret

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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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Dlamini, Mbusi, Margie Sutherland, and Merle Werbeloff. "The effects of hybrid pay incentives on work-team performance: A longitudinal study." South African Journal of Economic and Management Sciences 18, no. 4 (2015): 463–74. http://dx.doi.org/10.4102/sajems.v18i4.961.

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Despite the widespread use of pay incentives to drive performance, few studies empirically demonstrate their long-term benefits within work-team settings in field studies; even fewer studies incorporate hybrid pay incentives in their design. This longitudinal field study explored the effects on individual work performance of allocating tellers to teams with supervisors who received hybrid pay incentives, where 60 per cent of their incentive was based on the individual performance of each of their team members and 40 per cent on their own performance. It was conducted on bulk-cash tellers worki

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Koto, Dicky Febrian, and Rida Yanna Primanita. "Kontribusi Beban Kerja Dan Insentif Terhadap kinerja Kurir J&T Express Pada Era Belanja Online Di Sumatera Barat." EDU SOCIATA ( JURNAL PENDIDIKAN SOSIOLOGI ) 7, no. 2 (2024): 203–8. https://doi.org/10.33627/es.v7i2.2703.

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This study aims to see the contribution of workload and incentives to the performance of J&T express couriers in the era of online shopping in West Sumatra. The population in this study were J & T express couriers who worked in the cities of Payakumbuh, Bukittinggi, and lubuk crocodile with a total population and sample of 69 people. The sample method used was total sampling. Data were collected using a workload and incentive scale compiled by the researcher himself, the incentive scale uses measuring instruments that have been adapted by Saputra (2019) based on the dimensions compiled

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Devita, Reni, and Muhammad Emil. "Peningkatan Kinerja Melalui Insentif Pegawai Pada Balai Pelatihan Tenaga Kerja Dan Transmigrasi (BPTT) Jambi." Eksis: Jurnal Ilmiah Ekonomi dan Bisnis 12, no. 2 (2021): 137. http://dx.doi.org/10.33087/eksis.v12i2.261.

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Incentives at training of Balai Pelatihan Tenaga Kerja dan Transmigrasi (BPTT) Jambi in the past five years is growth. The average total absenteeism without explanation in the past five years as much as 17,80 %. Average of performance growth amounted to 10,64%. Indicators of incentives that cooperation, identity, competence, as well as various forms of engagement system allowances, indicators of motivation is, engagement, commitment, satisfaction and turn over, and indicator of perfomanceis quality, quantity, timeliness, cost effectiveness, the need for supervision, and interpersonal impact. A

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Yan, Qian, and Hong Yan Liu. "Design Mechanism on Dynamic Incentive Machnism Considering Special Talents of the Manager." Advanced Materials Research 664 (February 2013): 1191–95. http://dx.doi.org/10.4028/www.scientific.net/amr.664.1191.

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Suppose the firm's output is influenced by the agent’s effort level observable and the ability unobservable, researching the optimal level of incentives under the two levels of incentives associated. Study found that corporate client based on the first period of corporate performance, the agents ability to judge the case, risk aversion, the variance of the degree of capacity, the degree of attention of the principal agents the ability have an impact on the agents first and second of the optimal incentive level. In addition, of the optimal incentive level in first period is correlated with the

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Roswiyanti Roswiyanti and Mattarima Mattarima. "Pengaruh Pemberian Insentif Terhadap Kinerja Karyawan Pada Perusahaan Pabrik Gelas di Gowa." Jurnal Manuhara : Pusat Penelitian Ilmu Manajemen dan Bisnis 1, no. 1 (2023): 28–39. http://dx.doi.org/10.61132/manuhara.v1i1.1109.

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The incentive is a reward or retribution provided the company to employees who perform as a form of reward. Incentives as a means of motivation that encourages employees to work with optimal ability, which was intended as an extra income outside of salary or wages have been determined. The incentive is a driving factor for the employees to work better so that the employee's performance can be increased. The granting of incentives are intended to meet the needs of the employees. This research using qualitative research methods. As for the independent variable Incentive (X) and the dependent var

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Fahrub, Abdul Wahab, and Akhida Layinatush Shifah. "Comparative Analysis Of Performance Of Teacher Recipients And Non-Recipients Of Incentives In The LPQ Coordination Environment Agency, Kedu Sub-District, Temanggung District." AL-WIJDÃN Journal of Islamic Education Studies 9, no. 2 (2024): 275–91. http://dx.doi.org/10.58788/alwijdn.v9i2.3658.

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Teachers are an important element in implementing educational programs through learning activities in formal and nonformal education. Giving an incentive of IDR 100,000 per month is a form of government attention to teachers in the hope of improving their performance. The government distributes this incentive in collaboration with the Ministry of Religion at the regency level. With this nominal, the teachers remain enthusiastic and teach; even teachers do not receive incentives but remain enthusiastic in teaching students every day. The purpose of this study was to determine the performance of

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Li, Xiaona, Filzah Md Isa, Ryan Ho Ming Kang, and Peng Cheng. "Impact of technological innovation and executive incentives on corporate financial performance in Western China." Edelweiss Applied Science and Technology 9, no. 5 (2025): 947–59. https://doi.org/10.55214/25768484.v9i5.7043.

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This study aims to explore the impact of technological innovation and executive incentives on corporate financial performance, with a particular focus on enterprises in Western China, an area often overlooked in existing research. It also addresses the lack of investigation into the interactive effects between these two factors. Using data from enterprises in Western China, Pearson correlation analysis is first conducted to examine preliminary correlations among variables. Subsequently, a multi-path structural equation modeling (SEM) is built to test both direct and moderating effects. Results

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Kuria, Dr John. "EFFECT OF CUSTOM DUTY INCENTIVES ON THE PERFORMANCE OF EPZ FIRMS IN KENYA." International Journal of Finance 3, no. 1 (2018): 1. http://dx.doi.org/10.47941/ijf.226.

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Purpose: the purpose of this study was to determine the effect of custom duty Incentive on the performance of EPZ firms in Kenya.Methodology: This research used correlation research design. Sample size of all the 86 registered EPZs firms was used in this study. Primary data was obtained using questionnaires. Secondary data from the registered firms was collected on; ROA, number and value of jobs and the length of stay of the firms. The study used both descriptive and inferential statistics to conduct data analysis.Results: The results of study revealed that at 5% significance level, custom dut

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