Group Loyalty and Incentive Pay

2002 ◽  
Author(s):  
Daniel Ferreira
Keyword(s):  
Incentive Pay ◽  
Group Loyalty

High on God

2019 ◽  
Author(s):  
James Wellman ◽  
Katie Corcoran ◽  
Kate Stockly
Keyword(s):  
Dark Side ◽  
Senior Pastor ◽  
Interaction Ritual ◽  
Group Loyalty ◽  
Worship Services ◽  
Homo Duplex ◽  
Nationally Representative ◽  
Primary Focus ◽  
Two Sides ◽  
Do So

Humans are homo duplex, seeking to be individuals but knowing this is only possible in communities. Thus, humans struggle to integrate these two sides of their nature. Megachurches have been enormously successful at resolving this struggle. How do they do it, and what is it about their structure and rituals that makes so many feel as if they are high on God? The affective energies and emotional valences that characterize religious ecstasy are the primary focus of our study of megachurches. Empirically, humans want and desire forms of what Randall Collins calls “emotional energy.” Drawing on extensive qualitative and quantitative data on twelve nationally representative megachurches, we identify six desires that megachurches evoke and meet: acceptance, awe and spiritual stimulation, reliable leadership, deliverance, purpose, and solidarity in a community of like-minded others. Megachurches satisfy these desires through co-presence—being in the presence of other desiring people—a shared mood achieved through powerful musical worship services, a mutual focus of attention on the charismatic senior pastor who acts as an emotional charging agent, transformative altar calls, service opportunities, and small-group participation. This interaction ritual chain solidifies attendees’ commitment and group loyalty, and keeps them coming back to be recharged. Megachurches also have a dark side: they are known for their highly publicized scandals often involving malfeasance of the senior pastor. After examining the positive and negative sides to megachurches, we conclude that they successfully meet the desire of humans to flourish as individuals and to do so in a group.

Political Orientations and Morality Judgments in the Turkish Context: Considering the Roles of the Needs for Cognition and Recognition

2020 ◽  
pp. 003329411989990
Author(s):  
Burcu Tekeş ◽  
E. Olcay Imamoğlu ◽  
Fatih Özdemir ◽  
Bengi Öner-Özkan
Keyword(s):  
Need For Cognition ◽  
Political Orientation ◽  
Moral Foundations ◽  
Moral Foundations Theory ◽  
Right Wing ◽  
Left Wing ◽  
Group Loyalty ◽  
Political Orientations ◽  
Collectivistic Culture

The aims of this study were to test: (a) the association of political orientations with morality orientations, specified by moral foundations theory, on a sample of young adults from Turkey, representing a collectivistic culture; and (b) the statistically mediating roles of needs for cognition and recognition in the links between political orientation and morality endorsements. According to the results (a) right-wing orientation and need for recognition were associated with all the three binding foundations (i.e., in-group/loyalty, authority/respect, and purity/sanctity); (b) right-wing orientation was associated with binding foundations also indirectly via the role of need for recognition; (c) regarding individualizing foundations, left-wing orientation and need for cognition were associated with fairness/reciprocity, whereas only gender was associated with harm/care; and (d) left-wing orientation was associated with fairness dimension also indirectly via the role of need for cognition. The cultural relevance of moral foundations theory as well as the roles of needs for cognition and recognition are discussed.

Teams, Incentive Pay, and Productive Efficiency: Evidence from a Food-Processing Plant

ILR Review ◽  
2010 ◽  
Vol 63 (4) ◽  
pp. 606-626 ◽  
Author(s):  
Derek C. Jones ◽  
Panu Kalmi ◽  
Antti Kauhanen
Keyword(s):  
Food Processing ◽  
Productive Efficiency ◽  
Incentive Pay ◽  
Processing Plant ◽  
Food Processing Plant

The Moral Frameworks and Foundations of Contesting Orientations

2016 ◽  
Vol 38 (2) ◽  
pp. 117-127 ◽  
Author(s):  
David Light Shields ◽  
Christopher D. Funk ◽  
Brenda Light Bredemeier
Keyword(s):  
Correlational Analysis ◽  
Moral Foundations ◽  
Intercollegiate Athletes ◽  
Multiple Regressions ◽  
Group Loyalty ◽  
Moral Dimensions ◽  
Moral Frameworks ◽  
Partnership Approach

According to contesting theory (Shields & Bredemeier, 2011), people conceptualize competition either through a metaphor of partnership or war. These two alternate metaphors suggest differing sociomoral relationships among the participants. In the current study of intercollegiate athletes (n = 610), we investigated the two approaches to contesting in relation to formalist and consequentialist moral frameworks (Brady & Wheeler, 1996) and individualizing and binding moral foundations (Haidt, 2001). Correlational analysis indicated that the partnership approach correlated significantly with all four moral dimensions, while the war approach correlated with formalist and consequentialist frameworks and binding foundations (i.e., appeals to in-group loyalty, authority, and purity). Multiple regressions demonstrated that the best predictors of a partnership approach were formalist thinking and endorsement of individualizing moral foundations (i.e., appeal to fairness and welfare). Among our primary variables, the best predictors of a war orientation were consequentialist thinking and endorsement of binding foundations.

Paying for Whose Performance? Teacher Incentive Pay and the Black–White Test Score Gap

2021 ◽  
pp. 016237372110014
Author(s):  
Andrew J. Hill ◽  
Daniel B. Jones
Keyword(s):  
Test Scores ◽  
Test Score ◽  
Performance Pay ◽  
Incentive Pay ◽  
Difference In Differences ◽  
Teacher Incentives ◽  
Test Score Gap ◽  
Before And After ◽  
White Test ◽  
Matched Data

Teacher performance pay is often introduced with the goal of reducing gaps in test scores across groups, yet little is known about how well they achieve this aim. We ask, “Do test score-based teacher incentives impact the Black–White test score gap?” Using student–teacher matched data and a difference-in-differences approach in which the performance of a teacher’s students before and after the policy is compared, we find that performance pay increases the conditional Black–White gap. The effect is particularly evident when bonuses are large, consistent with a causal response to performance pay.

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