scholarly journals Delegation and Nonmonetary Incentives

2015 ◽  
Author(s):  
Attila Ambrus ◽  
Georgy Egorov
Keyword(s):  
Nonmonetary Incentives

A POLICY-CAPTURING APPROACH TO COMPARING THE REWARD ALLOCATION DECISIONS OF TAIWANESE AND U.S. MANAGERS

2007 ◽  
Vol 35 (9) ◽  
pp. 1235-1250 ◽  
Author(s):  
Hsiu-Hua Hu ◽  
Chin-Tien Hsu ◽  
Wen-Ruey Lee ◽  
Chen-Ming Chu
Keyword(s):  
Experiment Design ◽  
Policy Capturing ◽  
Key Factors ◽  
Exchange Relationship ◽  
Monetary Rewards ◽  
Within Subjects ◽  
Relationship Factors ◽  
Reward Allocation ◽  
Allocation Decisions ◽  
Nonmonetary Incentives

In this study the effects of three key factors (affect, loyalty, and contribution) of the manager-subordinate exchange relationship on two types of reward decision (monetary rewards and nonmonetary incentives) were examined. A policy-capturing approach of 2×2×2 within-subjects of scenario experiment design was used to examine the effects of the exchange relationship factors on the corporate manager's reward decision in terms of a Taiwan-US comparison. Total valid samples were received from 204 Taiwanese and 172 U.S. managers. The results showed that Taiwanese managers allocate more rewards to subordinates with a closer affective relationship than do U.S. managers. Conversely, U.S. managers allocate more rewards to higher contributing subordinates than do Taiwanese managers. The limitations of the research are discussed and suggestions for further research are proposed.

Incentives and Rates of Return for Travel Sur veys

1996 ◽  
Vol 1551 (1) ◽  
pp. 67-73
Author(s):  
Melissa S. Tooley
Keyword(s):  
Transportation Planning ◽  
Monetary Incentives ◽  
Apparent Effect ◽  
Rates Of Return ◽  
Factors Affecting ◽  
Return Rates ◽  
Nonmonetary Incentives

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

scholarly journals Comparative effectiveness of novel nonmonetary incentives to promote HIV testing

AIDS ◽  
2018 ◽  
Vol 32 (11) ◽  
pp. 1443-1451 ◽  
Author(s):  
Gabriel Chamie ◽  
Elisabeth M. Schaffer ◽  
Alex Ndyabakira ◽  
Devy M. Emperador ◽  
Dalsone Kwarisiima ◽  
...  
Keyword(s):  
Hiv Testing ◽  
Comparative Effectiveness ◽  
Nonmonetary Incentives

Nonmonetary Incentives: It Can Be Done

1992 ◽  
Vol 8 (1) ◽  
pp. 40-52 ◽  
Author(s):  
Gary W. Fischer ◽  
Norman P. Nunn
Keyword(s):  
Nonmonetary Incentives

scholarly journals Nonmonetary Incentives and the Implications of Work as a Source of Meaning

2018 ◽  
Vol 32 (3) ◽  
pp. 215-238 ◽  
Author(s):  
Lea Cassar ◽  
Stephan Meier
Keyword(s):  
Labor Supply ◽  
Meaningful Work ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Job Design ◽  
Future Research ◽  
Search For Meaning ◽  
Open Questions ◽  
Economic Interpretation ◽  
Nonmonetary Incentives

Empirical research in economics has begun to explore the idea that workers care about nonmonetary aspects of work. An increasing number of economic studies using survey and experimental methods have shown that nonmonetary incentives and nonpecuniary aspects of one’s job have substantial impacts on job satisfaction, productivity, and labor supply. By drawing on this evidence and relating it to the literature in psychology, this paper argues that work represents much more than simply earning an income: for many people, work is a source of meaning. In the next section, we give an economic interpretation of meaningful work and emphasize how it is affected by the mission of the organization and the extent to which job design fulfills the three psychological needs at the basis of self-determination theory: autonomy, competence, and relatedness. We point to the evidence that not everyone cares about having a meaningful job and discuss potential sources of this heterogeneity. We sketch a theoretical framework to start to formalize work as a source of meaning and think about how to incorporate this idea into agency theory and labor supply models. We discuss how workers’ search for meaning may affect the design of monetary and nonmonetary incentives. We conclude by suggesting some insights and open questions for future research.

scholarly journals Delegation and nonmonetary incentives

2017 ◽  
Vol 171 ◽  
pp. 101-135 ◽  
Author(s):  
Attila Ambrus ◽  
Georgy Egorov
Keyword(s):  
Nonmonetary Incentives
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