Relevant bibliographies by topics / Work Reward

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Work Reward'

Author: Grafiati
Published: 25 May 2024
Last updated: 31 July 2025

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Journal articles on the topic "Work Reward"

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Disurya, Ramanata, Neta Dian Lestari, Rambat Nur Sasongko, and Muhammad Kristiawan. "Discipline, Infrastructure, Work Environment, and Work Rewards' Influence on Lecturer Performance." AL-ISHLAH: Jurnal Pendidikan 14, no. 4 (2022): 6517–26. http://dx.doi.org/10.35445/alishlah.v14i4.2312.

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This study is to evaluate and analyze the hurdles and problems that a lecturer has in obtaining peak performance by examining the impact of discipline, infrastructure, work environment, and work rewards on lecturer performance. The sample of this study were 32 respondents and this study is quantitative and questionnaire was used to collect the data. We identify or uncover causality to determine the link or impact of discipline, infrastructure, work environment, and job rewards on lecturer performance in statistics are used in this study. The findings revealed that the existence of the Work Rew
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Septiana, Raka Ilham, and Ujang Wawan Sam Adinata. "Employee Work Discipline." Jurnal Ekonomi, Bisnis & Entrepreneurship 16, no. 2 (2022): 194–201. https://doi.org/10.55208/xzvg2j80.

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This study investigates the effect of reward and punishment on employee work discipline. The employees at an auto dealer company in Bandung were asked questions as part of the research method. The number of respondents who participated in this study was 97 employees. The results of the study show that there is an effect of reward and punishment on work discipline. However, the effect of the reward variable on work discipline has a more minor effect than the punishment variable. The punishment variable is the dominant variable influencing work discipline; in other words, the effect of punishmen
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Septiana, Raka Ilham, and Ujang Wawan Sam Adinata. "Employee Work Discipline." Jurnal Ekonomi, Bisnis & Entrepreneurship 16, no. 2 (2022): 194–201. https://doi.org/10.55208/exzvg2j80.

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This study investigates the effect of reward and punishment on employee work discipline. The employees at an auto dealer company in Bandung were asked questions as part of the research method. The number of respondents who participated in this study was 97 employees. The results of the study show that there is an effect of reward and punishment on work discipline. However, the effect of the reward variable on work discipline has a more minor effect than the punishment variable. The punishment variable is the dominant variable influencing work discipline; in other words, the effect of punishmen
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Devonish, Dwayne. "Gender, effort-reward imbalance at work, and burnout." Gender in Management: An International Journal 32, no. 6 (2017): 441–52. http://dx.doi.org/10.1108/gm-06-2016-0128.

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Purpose The purpose of this study is to examine gender as a key moderator in the relationship between effort-reward imbalance (ERI) and burnout among employees in Caribbean workplaces. Design/methodology/approach Based on a survey sample of 323 employees in a small developing country in the Caribbean, this study tested the hypothesis that the stressor–strain relationship (captured by ERI and burnout) is stronger for women than for men. Findings The results revealed that the effect of high effort-low rewards (i.e. ERI) on burnout among females was significantly larger than its effect on burnout
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Momanyi, George O., Maureen A. Adoyo, Eunice M. Mwangi, and Dennis O. Mokua. "Strengthening Strategic Reward Framework in Health Systems: A Survey of Narok County, Kenya." Global Journal of Health Science 9, no. 1 (2016): 181. http://dx.doi.org/10.5539/gjhs.v9n1p181.

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BACKGROUND: Rewards are used to strengthen good behavior among employees based on the general assumption that rewards motivate staff to improve organizational productivity. However, the extent to which rewards influence motivation among health workers (HWs) has limited information that is useful to human resources (HRs) instruments. This study assessed the influence of rewards on motivation among HWs in Narok County, Kenya. METHODS: This was a cross-sectional study done in two sub-counties of Narok County. Data on the rewards availability, rewards perceptions and influence of rewards on perfor
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Sulistiasih, S., and Widodo Widodo. "How do learning organisation and reward system affect lecturers’ innovative work behaviour?" Cypriot Journal of Educational Sciences 17, no. 9 (2022): 3490–502. http://dx.doi.org/10.18844/cjes.v17i9.8088.

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Innovative work behaviour (IWB) is essential for the survival of individuals and organisations. Therefore, this research examines IWB based on learning organisation, reward systems, and job involvement perspectives. It also proves job involvement’s role in mediating learning organisation and reward systems on IWB. A quantitative approach was adopted with a causal design, and questionnaires were administered to 230 lecturers of private universities in Indonesia to collect data. The result of path analysis showed that learning organisation, reward system, and job involvement significantly affect
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Narti, Ni Ketut, Ni Ketut Lasmini, Lily Marheni, and Ni Komang Suci Martini. "PENERAPAN SISTEM PEMBERIAN REWARD PADA HOTEL INNA GRAND BALI BEACH." Forum Manajemen 17, no. 2 (2019): 30–41. http://dx.doi.org/10.61938/fm.v17i2.329.

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The purpose of this research is to know the application of reward system at Hotel Inna Grand Bali Beach. The object of research is the implementation of reward system using qualitative and qualitative descriptive approach. Data collection in this research is interview observation, and literature research.The results showed that at Hotel Inna Grand Bali Beach there are 4 types of rewards that are used to motivate employee performance: Reward Incentives, Reward Production Premium, Reward Best Employee, Reward Period. The application of the reward system of each type varies - based on SKD (Direct
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Hayat, Hayat, Sumartono Sumartono, Choirul Saleh, and Ratih Nur Pratiwi. "Religiosity Moderation on the Effect of Reward System and Motivation on Work Performance." IJEBD (International Journal Of Entrepreneurship And Business Development) 3, no. 02 (2020): 152–67. http://dx.doi.org/10.29138/ijebd.v3i02.976.

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The purpose of this study is to analyze the reward system on work motivation of the state civil apparatus and work performance, the effect of religiosity moderation on the influence of motivation on the work performance of the state civil apparatus and the effect of religiosity moderation on the effect of the reward system on the work performance of the civil apparatus country. The research method used quantitative research using WarpPLS 0.6 analysis. The results of research and discussion show that the reward system has a positive and significant effect on work motivation. More rewards given
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Anthonius, Anthonius. "THE EFFECT OF WORK STRESS AND FINANCIAL REWARD TOWARDS SALES & MARKETING WORK PERFORMANCE." COMPETITIVE Jurnal Akuntansi dan Keuangan 6, no. 1 (2022): 145. http://dx.doi.org/10.31000/competitive.v6i1.4755.

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The purpose of this research is to focus on examining the effect of work stress and financial rewards towards work performance in the hotel industry in Indonesia. This research employs quantitative research with hypothesis testing. 100 employees in the sales & marketing division in the 5-star hotel industry were used as samples in this study. A questionnaire was used as the research instrument in this study. Structural Equation Modelling (SEM based on covariance) was used to analyse data. The study's findings show that, during the pandemic, financial reward factor has no effect on work per
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Garms, Lydia, Siaw-Lynn Ng, Elizabeth A. Quaglia, and Giulia Traverso. "Anonymity and rewards in peer rating systems1." Journal of Computer Security 30, no. 1 (2022): 109–65. http://dx.doi.org/10.3233/jcs-200113.

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When peers rate each other, they may rate inaccurately to boost their own reputation or unfairly lower another’s. This could be mitigated by having a reputation server incentivise accurate ratings with a reward. However, assigning rewards becomes challenging when ratings are anonymous, since the reputation server cannot tell which peers to reward for rating accurately. To address this, we propose an anonymous peer rating system in which users can be rewarded for accurate ratings, and we formally define its model and security requirements. In our system ratings are rewarded in batches, so that
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Dissertations / Theses on the topic "Work Reward"

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Novotný, Lukáš. "Reward management in a small IT business." Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262040.

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The topic of this thesis is reward management and its application in a small-sized IT enterprise. Its goals are to properly document and describe current reward system in the company, evaluate the system and recommend improvements for the system. The first two goals are reached via thorough research of the company through semi-structured interviews, employee satisfaction survey, participant observation and document examination and the last one by applying principles from the current literature and education to the results of the two previous goals. The findings are that the reward system, desp
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Glisenti, Kevin. "The effect of reward systems on motivating knowledge sharing between people within and across work units /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17970.pdf.

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Roberts, M. Koy. "Performance Measurement, Feedback, and Reward Processes in Research and Development Work Teams: Effects on Perceptions of Performance." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2701/.

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Organizations have had difficulty managing the performance of their knowledge work teams. Many of these troubles have been linked to antiquated or inadequate performance management systems along with a scarcity of empirical research on this important human resource initiative. These problems are magnified when managing the performance of research and development teams because greater ambiguity and uncertainty exists in these environments, while projects are unique and continually evolving. In addition, performance management in R&D has only recently been accepted as important while individuals
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Murtaza, Ghulam. "Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance." Thesis, Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066/document.

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L’injustice au travail engendre des émotions négatives chez les employés, ces émotions influencent les résultats du travail. Cette recherche vise à mettre en évidence cette perspective en utilisant deux approches théoriques alternatives de l’injustice au travail : La justice organisationnelle et le déséquilibre effort-récompense ainsi que leurs conséquences sur les deux différents échantillons. Basé sur une étude transversale, ce travail compare la justice organisationnelle et le déséquilibre effort-récompense en examinant les perceptions de l’injustice par les employés et leurs relations aux
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Murtaza, Ghulam. "Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance." Electronic Thesis or Diss., Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066.

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L’injustice au travail engendre des émotions négatives chez les employés, ces émotions influencent les résultats du travail. Cette recherche vise à mettre en évidence cette perspective en utilisant deux approches théoriques alternatives de l’injustice au travail : La justice organisationnelle et le déséquilibre effort-récompense ainsi que leurs conséquences sur les deux différents échantillons. Basé sur une étude transversale, ce travail compare la justice organisationnelle et le déséquilibre effort-récompense en examinant les perceptions de l’injustice par les employés et leurs relations aux
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Jonsson, Amanda, and Alicia Norén. "Nyckeln till ökad arbetsmotivation : En kvantitativ surveyundersökning om bankpersonalens förväntningar av bonusen." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-17589.

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Belöningssystem är något som många organisationer använder sig av för att bland annat skapa arbetsmotivation. Inom banksektorn används mestadels den monetära belöningen allmän bonus. Den allmänna bonusen är en kollektiv belöning som nästan alla i hela banken kan ta del av. I och med detta blir det intressant att studera om denna belöningen skapar arbetsmotivation för de anställda. Förväntningsteorin är en teori som beskriver hur individer skapar motivation. Den fokuserar på motivation i allmänhet, men har även använts som grund av forskare för att analysera arbetsmotiv
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Cheng, Chi-tung Clement, and 鄭子通. "Evaluation of the experimental programme: 'care and concern : a reward scheme for high-risk youths'." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31248081.

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Van, Niekerk Johanna Cornelia. "Cost and reward as motivating factors in distributed collaborative learning assignments : a grounded theory analasis." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1103.

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The objective of this research study was to obtain a better understanding of the factors that affect lecturer and student participation in distributed collaborative learning assignments (DCLAs). A substantial number of courses worldwide have included DCLAs in their curricula in an attempt to teach students virtual communication and teaming skills, and to allow distributed students to learn course content collaboratively in a virtual environment. The execution and management of these assignments have proven to be more challenging that expected. Several attempts reported on in the literature had
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Burton, Kimberley Fay. "The Effects of Cultural, Demographic and Occupational Variables on Individuals' Work Values and Preference for Workplace Reward Type and Allocation." Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7233.

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There is a need for organisations and managers to acknowledge and respond to the increasing diversity in the New Zealand labour force, through making appropriate changes in structures, systems and management. By gaining a greater understanding as to how individuals differ in their work values and reward preferences, the effects of this diversity can be explored and findings could help inform the development of effective compensation systems. This study used a New Zealand sample of 521 participants to investigate the effects of cultural, demographic and occupational variables on work values and
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Blidberg, Seppälä Cecilia, and Emilia Nojonen. "Belöningar, förmåner och arbetsgivarens attraktivitet : En komparativ studie med två IT-företag." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25385.

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Hur kan organisationer behålla och attrahera medarbetare genom belöningar och förmåner? Hur kan vi som personalvetare bidra inom området? Detta behandlar denna studie som genomfördes genom en metodkombination där intervjuer och en enkätundersökning gjordes. Syftet med studien är att identifiera vilka belöningar och förmåner det finns på två IT-företag och se vilka av dem som attraherar medarbetare inom IT-branschen. Tre frågeställningar formades, där syftet var att ta reda på vilka belöningar och förmåner som finns, undersöka vilka likheter och skillnader gällande belöningar och förmåner som i
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Books on the topic "Work Reward"

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Consultants, Hay-MSL Management, ed. Equal pay for work of equal value: A code of practice for personnel E.R. and reward professionals. Hay-MSL, 1985.

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Northcott, Alan. Everything you need to know about asset allocation: How to balance risk & reward to make it work for your investments. Atlantic Pub. Group, 2011.

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F, Roth William. Work and rewards: Redefining our work-life reality. Praeger, 1989.

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F, Roth William. Work and rewards: Redefining our work-life reality. Praeger, 1989.

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Rogers, Susan Liller. Communicating total rewards. WorldatWork, 2006.

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Lambert, Kelly. Lifting depression: A neuroscientist's hands-on approach to activating your brain's healing power. Basic Books, 2008.

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Nice Work! Reward Pad (Reward Pad). Scholastic Professional Books, 2002.

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Staff, Scholastic. Reward Pad Lovely Work. Scholastic, Incorporated, 2003.

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Reeves, Tony. Reward for Good Work Is More Work. Independently Published, 2019.

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Reeves, Tony. Reward for Good Work in More Work. Independently Published, 2019.

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Book chapters on the topic "Work Reward"

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Cannon, James. "Reward." In Toxic Cultures at Work. Routledge, 2022. http://dx.doi.org/10.4324/9781003307334-15.

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Odaro, Edosa. "Reward – Empowering Flow." In Making Data Work. Auerbach Publications, 2022. http://dx.doi.org/10.1201/9781003278276-13.

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Theorell, Tores. "Reward, Flow and Control at Work." In Aligning Perspectives on Health, Safety and Well-Being. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_14.

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Samaan, Daniel K. "Work Without Jobs." In Perspectives on Digital Humanism. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-86144-5_33.

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AbstractTechnology has always had an impact on the world of work. This chapter compares the transformation of our societies during the Industrial Revolution with potential transformations that digitalization may bring about today. If digitalization is truly disruptive, more may be at stake than job losses in some sectors and job gains in others. Identifying several key features of digitalization, this chapter sketches a future of work in which not jobs but work itself stands in the center of economic activity. Such a development could open a pathway to more humanistic, more democratic, and mor
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Montano, Diego, Jian Li, and Johannes Siegrist. "The Measurement of Effort-Reward Imbalance (ERI) at Work." In Aligning Perspectives on Health, Safety and Well-Being. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_2.

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Felderer, Michael, Wilhelm Hasselbring, Heiko Koziolek, et al. "Ernst Denert Software Engineering Awards 2019." In Ernst Denert Award for Software Engineering 2019. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-58617-1_1.

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AbstractThe need to improve software engineering practices is continuously rising and software development practitioners are highly interested in improving their software systems and the methods to build them. And well, software engineering research has numerous success stories. The Ernst Denert Software Engineering Award specifically rewards researchers that value the practical impact of their work and aim to improve current software engineering practices. This chapter summarizes the awards history as well as the current reward process and criteria.
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Dragano, Nico, and Morten Wahrendorf. "A Social Inequalities Perspective on Effort-Reward Imbalance at Work." In Aligning Perspectives on Health, Safety and Well-Being. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_4.

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Chen, Liwei, Dingquan Jin, Tong Wang, and Yuan Chang. "Multi-agent Adversarial Reinforcement Learning Algorithm Based on Reward Query Attention Mechanism." In Computer Supported Cooperative Work and Social Computing. Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-2356-4_39.

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Kivimäki, Mika, and Johannes Siegrist. "Work Stress and Cardiovascular Disease: Reviewing Research Evidence with a Focus on Effort-Reward Imbalance at Work." In Aligning Perspectives on Health, Safety and Well-Being. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_5.

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Levine-Clark, Marjorie. "“A reward for good citizenship”: National Unemployment Benefits and the Genuine Search for Work." In Unemployment, Welfare, and Masculine Citizenship. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137393227_4.

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Conference papers on the topic "Work Reward"

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Queiroz, Luana P., Olve R. Bruaset, Ana M. Ribeiro, and Idelfonso B. R. Nogueira. "Optimization of Shell and Tube Heat Exchangers Using Reinforcement Learning." In The 35th European Symposium on Computer Aided Process Engineering. PSE Press, 2025. https://doi.org/10.69997/sct.192011.

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This work presents a model for optimizing shell-and-tube heat exchanger design using Q-learning, a reinforcement learning technique. An agent is trained to interact with a simulated environment of a heat exchange model, iteratively refining design configurations to maximize a reward function. This reward function balances heat exchanger effectiveness and pressure drop, emphasizing designs that minimize pressure drop. Results showed that simpler configurations consistently achieved higher rewards, despite complex designs offering better heat transfer efficiency.
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Tian, Yuhe, Ayooluwa Akintola, Yazhou Jiang, et al. "Reinforcement Learning-Driven Process Design: A Hydrodealkylation Example." In Foundations of Computer-Aided Process Design. PSE Press, 2024. http://dx.doi.org/10.69997/sct.119603.

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In this work, we present a follow-up work of reinforcement learning (RL)-driven process design using the Institute for Design of Advanced Energy Systems Process Systems Engineering (IDAES-PSE) Framework. Herein, process designs are generated as stream inlet-outlet matrices and optimized using the IDAES platform, the objective function value of which is the reward to RL agent. Deep Q-Network is employed as the RL agent including a series of convolutional neural network layers and fully connected layers to compute the actions of adding or removing any stream connections, thus creating a new proc
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Acosta-Pavas, Juan Camilo, David Camilo Corrales, Susana Mar�a Alonso Villela, et al. "Learning-based Control Approach for Nanobody-scorpion Antivenom Optimization." In The 35th European Symposium on Computer Aided Process Engineering. PSE Press, 2025. https://doi.org/10.69997/sct.149893.

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One market scope of bioindustries is the production of recombinant proteins for its application in serotherapy. However, its process's monitoring and optimization present limitations. There are different approaches to optimize bioprocess performance; one is using model-based control strategies such as Model Predictive Control (MPC). Another strategy is learning-based control, such as Reinforcement Learning (RL). In this work, an RL approach was applied to maximize the production of recombinant proteins in E. coli at the�induction phase using as a control variable the substrate feed flow rate (
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Goyal, Prasoon, Scott Niekum, and Raymond J. Mooney. "Using Natural Language for Reward Shaping in Reinforcement Learning." In Twenty-Eighth International Joint Conference on Artificial Intelligence {IJCAI-19}. International Joint Conferences on Artificial Intelligence Organization, 2019. http://dx.doi.org/10.24963/ijcai.2019/331.

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Recent reinforcement learning (RL) approaches have shown strong performance in complex domains, such as Atari games, but are highly sample inefficient. A common approach to reduce interaction time with the environment is to use reward shaping, which involves carefully designing reward functions that provide the agent intermediate rewards for progress towards the goal. Designing such rewards remains a challenge, though. In this work, we use natural language instructions to perform reward shaping. We propose a framework that maps free-form natural language instructions to intermediate rewards, t
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Raff, Edward. "Does the Market of Citations Reward Reproducible Work?" In ACM REP '23: 2023 ACM Conference on Reproducibility and Replicability. ACM, 2023. http://dx.doi.org/10.1145/3589806.3600041.

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Bougie, Nicolas, and Ryutaro Ichise. "Towards High-Level Intrinsic Exploration in Reinforcement Learning." In Twenty-Ninth International Joint Conference on Artificial Intelligence and Seventeenth Pacific Rim International Conference on Artificial Intelligence {IJCAI-PRICAI-20}. International Joint Conferences on Artificial Intelligence Organization, 2020. http://dx.doi.org/10.24963/ijcai.2020/733.

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Deep reinforcement learning (DRL) methods traditionally struggle with tasks where environment rewards are sparse or delayed, which entails that exploration remains one of the key challenges of DRL. Instead of solely relying on extrinsic rewards, many state-of-the-art methods use intrinsic curiosity as exploration signal. While they hold promise of better local exploration, discovering global exploration strategies is beyond the reach of current methods. We propose a novel end-to-end intrinsic reward formulation that introduces high-level exploration in reinforcement learning. Our curiosity sig
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Rangi, Anshuka, Haifeng Xu, Long Tran-Thanh, and Massimo Franceschetti. "Understanding the Limits of Poisoning Attacks in Episodic Reinforcement Learning." In Thirty-First International Joint Conference on Artificial Intelligence {IJCAI-22}. International Joint Conferences on Artificial Intelligence Organization, 2022. http://dx.doi.org/10.24963/ijcai.2022/471.

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To understand the security threats to reinforcement learning (RL) algorithms, this paper studies poisoning attacks to manipulate any order-optimal learning algorithm towards a targeted policy in episodic RL and examines the potential damage of two natural types of poisoning attacks, i.e., the manipulation of reward or action. We discover that the effect of attacks crucially depends on whether the rewards are bounded or unbounded. In bounded reward settings, we show that only reward manipulation or only action manipulation cannot guarantee a successful attack. However, by combining reward and a
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Pereira, Marcio Machado, Jose Nelson Amaral, and Guido Araujo. "Measuring Effective Work to Reward Success in Dynamic Transaction Scheduling." In 2014 43nd International Conference on Parallel Processing (ICPP). IEEE, 2014. http://dx.doi.org/10.1109/icpp.2014.23.

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Krol, Michal, Alberto Sonnino, Mustafa Al-Bassam, Argyrios Tasiopoulos, and Ioannis Psaras. "Proof-of-Prestige: A Useful Work Reward System for Unverifiable Tasks." In 2019 IEEE International Conference on Blockchain and Cryptocurrency (ICBC). IEEE, 2019. http://dx.doi.org/10.1109/bloc.2019.8751406.

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Rowland, James R. "Work in progress - A continuous-learning reward model for large classes." In 2007 37th annual frontiers in education conference - global engineering: knowledge without borders, opportunities without passports. IEEE, 2007. http://dx.doi.org/10.1109/fie.2007.4418145.

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Reports on the topic "Work Reward"

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Carrillo, Paul E., Edgar Castro, and Carlos Scartascini. Do Rewards Work?: Evidence from the Randomization of Public Works. Inter-American Development Bank, 2017. http://dx.doi.org/10.18235/0011793.

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This paper evaluates the effect of positive inducements on tax behavior by exploiting a natural experiment in which a municipality of Argentina randomly selected 400 individuals among more than 72,000 taxpayers who had complied with payment of their property tax. These individuals were publicly recognized and awarded the construction of a sidewalk. Results indicate that: i) being selected in the lottery and publicly recognized by the government has a positive but not persistent effect on future compliance; ii) receiving the sidewalk has a large positive and persistent effect; iii) high and per
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Bikard, Michaël, Fiona Murray, and Joshua Gans. Exploring Tradeoffs in the Organization of Scientific Work: Collaboration and Scientific Reward. National Bureau of Economic Research, 2013. http://dx.doi.org/10.3386/w18958.

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Alejo Vázquez Pimentel, Diego, Iñigo Macías Aymar, and Max Lawson. Reward Work, Not Wealth: To end the inequality crisis, we must build an economy for ordinary working people, not the rich and powerful. Oxfam, 2018. http://dx.doi.org/10.21201/2017.1350.

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Enberg, Cecilia, Anders Ahlbäck, and Edvin Nordell. Green recovery packages: a boost for environmental and climate work in the Swedish construction and building industry? Linköping University Electronic Press, 2021. http://dx.doi.org/10.3384/9789179291327.

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The objective of this study is to explore whether the green recovery packages issued by the Swedish government are aligned with the work of the construction and building industry to become climate-neutral by 2045. We have interviewed heads of sustainability of some of the largest companies in the industry and surveyed companies that have signed the Roadmap for a fossil-free construction and building industry1. Our results show that market-related challenges constitute the most important challenges to the environmental and climate work of the companies in our study. To better respond to these c
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Carrillo, Paul E., Edgar Castro, and Carlos Scartascini. Do Rewards Work?: Evidence from the Randomization of Public Works. Inter-American Development Bank, 2017. http://dx.doi.org/10.18235/0000673.

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Riggs, William, Vipul Vyas, and Menka Sethi. Blockchain and Distributed Autonomous Community Ecosystems: Opportunities to Democratize Finance and Delivery of Transport, Housing, Urban Greening and Community Infrastructure. Mineta Transportation Institute, 2022. http://dx.doi.org/10.31979/mti.2022.2165.

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This report investigates and develops specifications for using blockchain and distributed organizations to enable decentralized delivery and finance of urban infrastructure. The project explores use cases, including: providing urban greening, street or transit infrastructure; services for street beautification, cleaning and weed or graffiti abatement; potential ways of resource allocation ADU; permitting and land allocation; and homeless housing. It establishes a general process flow for this blockchain architecture, which involves: 1) the creation of blocks (transactions); 2) sending these bl
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Jayne, T. S., R. Ferguson, and S. Chimatiro. Bridging demand and supply of private investment capital for small and medium agribusinesses. Commercial Agriculture for Smallholders and Agribusiness (CASA), 2020. http://dx.doi.org/10.1079/20240191147.

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The UK Foreign, Commonwealth and Development Office's (FCDO's) Commercial Agriculture for Smallholders and Agribusiness (CASA) programme is working to increase economic opportunities for smallholders to step up and trade in growing commercial markets. The aim is to increase investment in agribusinesses that source from smallholder farmers, and to provide evidence-based guidance for creating synergistic relationships between agribusinesses and smallholders in ways that promote smallholders' productivity and commercial potential. This study is motivated by an apparent contradiction: suppliers of
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West, George, Marco Velarde, and Alejandro Soriano. IDB-9: Operational Performance and Budget. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010526.

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In IDB-9 the Board of Governors of the Inter-American Development Bank (IDB) mandated the adoption of a results-based budgeting process (RBB) that would be aligned to and would help achieve the key performance targets of the Corporate Results Framework (CRF), as well as improve accountability and transparency. In addition, they mandated the use of a Balanced Score Card Performance Management System (BSC) that would incorporate the results from an External Feedback System (EFS). The Governors also requested that the Bank continue its efforts to improve organizational efficiency. The IDB has mad
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Sangiampongsa, Pisanu. Governmental and nongovernmental organizations in Thailand : similarities and differences in their characteristics and roles within public services and public policy. Chulalongkorn University, 2001. https://doi.org/10.58837/chula.res.2001.37.

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There has been an increase in the role of nongovernmental organizations (NGOs) in the Thai policy process. This study examines some of their characteristics by comparing them to those of public organizations. Their roles in public policy as well as their relationship with public organizations are also studied. This study focuses further attention on two policy types-environment and welfare. A survey on public organizations and NGOs involving in the environmental and welfare policy areas, through the perception of the organizations’ employees, is used as the method of data collection. Comparati
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Barrow, Lisa, Diane Whitmore Schanzenbach, and Bea Rivera. Work, Poverty, and Social Benefits Over the Past Three Decades. Federal Reserve Bank of Cleveland, 2024. http://dx.doi.org/10.26509/frbc-wp-202422.

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Understanding the evolving interactions between employment, social benefits, and families' well-being is key to designing better policies to both protect families and foster economic growth. Employment both overall and among those living in low-income families has been on a downward trajectory across the last three decades. One notable exception is that low-income women with children were increasingly likely to work between 1992 and 1999 in the aftermath of large changes to social safety net programs to provide more incentives and rewards for work. Since then, low-income women with children ha
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