Radiometric and calibration performance results of the Rosetta UV imaging spectrometer ALICE

Author(s):  
David C. Slater ◽  
S. Alan Stern ◽  
Thomas Booker ◽  
John Scherrer ◽  
Michael F. A'Hearn ◽  
...  
Author(s):  
Emmanuel Marcq ◽  
Franck Montmessin ◽  
Jérémie Lasue ◽  
Bruno Bézard ◽  
Kandis L. Jessup ◽  
...  

2009 ◽  
Author(s):  
Michael W. Davis ◽  
David C. Slater ◽  
G. Randall Gladstone ◽  
S. Alan Stern ◽  
Thomas K. Greathouse ◽  
...  

2005 ◽  
Author(s):  
David C. Slater ◽  
Michael W. Davis ◽  
Catherine B. Olkin ◽  
John Scherrer ◽  
S. Alan Stern

2006 ◽  
Author(s):  
J. L. Culhane ◽  
G. A. Doschek ◽  
T. Watanabe ◽  
A. Smith ◽  
C. Brown ◽  
...  

2003 ◽  
Author(s):  
D. S. Davis ◽  
Richard M. Harkins ◽  
Richard C. Olsen

2006 ◽  
Author(s):  
Michael A. Porter ◽  
Richard C. Olsen ◽  
Richard M. Harkins ◽  
Angela M. Puetz

2017 ◽  
Vol 16 (2) ◽  
pp. 61-76 ◽  
Author(s):  
Anaïs Thibault Landry ◽  
Marylène Gagné ◽  
Jacques Forest ◽  
Sylvie Guerrero ◽  
Michel Séguin ◽  
...  

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.


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