Search

While monetary rewards have been widely used by online platforms to motivate user-generated content (UGC) contributions, users may not always demonstrate the expected behaviors. Unintended consequences of reward policies, exemplified by unchanged or reduced UGC contributions, may occur. Through two natural experiments, this study investigates the implications of providing users with an incentive structure that rewards users' continued contribution according to the volume of UGC. Using a unique data set on two completion-contingent incentive programs from a popular online aesthetic medicine platform, we examine user responses to reward thresholds. We found that after users reach a threshold to obtain a monetary reward, they are less likely to continue contributing UGC, suggesting a minimal-effort effect. Our findings indicate that social approval from peers helps to mitigate unintended user responses to monetary reward policies. We also observed that monetary rewards primarily improve the quality and website traffic of low- to moderate-quality contributions. [ABSTRACT FROM AUTHOR]

Objective: This research aims to delve into the intricate relationship between monetary rewards, expectations, and the quality of ideation. Traditional views in economics and management often posit a direct, positive correlation between monetary incentives and improved performance outcomes. However, recent insights from behavioral economics suggest this relationship may be more complex than previously understood. The primary purpose of this study is to explore how monetary rewards influence the quality of ideation, particularly in a professional setting, and to examine the mediating role of expectations in this dynamic. The study seeks to bridge the gap in understanding how reward systems impact creative ideation and whether expectations alter this impact. Method: The methodology adopted for this study is experimental in nature, involving a sample of 109 professionals from the information and communication technology sector in China. Participants were engaged in a computerized ideation test; wherein monetary bonuses were awarded at random intervals. The design of the experiment was rooted in Gassmann's business model, which provided a structured framework for idea generation and assessment. To collect data, a comprehensive questionnaire was used to gather demographic and control variable information from participants. This was followed by the ideation process, where participants' ideas were evaluated based on originality, novelty, feasibility, and potential economic value, using a 7-point Likert scale. The experts involved in the evaluation process ensured a robust assessment of ideation quality. The research employed a post-test method to mitigate potential biases such as training and fatigue effects, commonly observed in within-subject designs. A between-subjects design was chosen to further minimize confounding factors, ensuring any observed differences in ideation quality were attributable to the intervention (monetary rewards). Data analysis was conducted using SmartPLS software, utilizing Partial Least Squares (PLS) path modeling. This advanced statistical technique is particularly suited for new technology research due to its ability to model composites and factors, account for various forms of measurement error, and test entire theories. Results: The study’s findings present a nuanced view of the relationship between monetary rewards, expectations, and ideation quality. Key results include: Negative Correlation Between Reward and Ideation Quality: A significant, negative correlation was observed between monetary rewards and the quality of ideation, contradicting many traditional economic theories. This suggests that higher levels of monetary rewards are associated with lower levels of ideation quality. Role of Expectation as a Mediator: Expectation emerged as a crucial mediating factor in the reward-ideation quality relationship. While the indirect relationship through expectation was found to be weak, its presence induced significant changes in the direct path between reward and ideation quality. Statistical Significance and Practical Implications: The R2 value for ideation quality was found to be 0.263, indicating that a significant portion of the variance in ideation quality is explained by the independent variables in the model. This finding has substantial implications for human resource practices in organizations, especially in technology-driven industries. Conclusion: In conclusion, this study offers significant insights into the complex dynamics of monetary rewards, expectations, and ideation quality. It challenges the conventional wisdom that monetary rewards invariably lead to improved performance, particularly in creative tasks. The findings underscore the importance of understanding the psychological and behavioral nuances that govern employee motivation and performance, especially in contexts where creativity and innovation are crucial. The study suggests that organizations need to rethink their reward structures, considering the potential demotivating effects of monetary incentives on creative performance. A more holistic approach, acknowledging the role of expectations and intrinsic motivation, may be more effective in fostering a conducive environment for innovation. This research opens avenues for further exploration into how best to structure reward systems that enhance, rather than inhibit, creative ideation and performance. [ABSTRACT FROM AUTHOR]

Internet Gaming Disorder (IGD) is a behavioural addiction characterised by excessive exposure to addictive stimuli, resulting in reduced sensitivity of the brain's reward system towards everyday rewards. Online game addiction is prevalent among adolescents; however, it remains unclear if there are variations in reward processing patterns among adolescents with online game addiction.We compared differences in sensitivity to two types of rewards between patients with IGD and patients with Recreational Game Use (RGU) using the Monetary Incentive Delay (MID) paradigm and the Social Incentive Delay (SID) paradigm (Experiment 1). Additionally, we used a mixed reward latency paradigm, including both monetary and social rewards, to further explore the processing characteristics of IGD towards a mixture of these two rewards (Experiment 2).There were significant differences in the sensitivity of IGD and RGU to monetary and social rewards. Adolescents with IGD had significantly shorter reaction times to the four mixed rewards compared to RGU, while no significant differences were found between groups regarding sensitivity to specific individual rewards. However, the simultaneous presence of two rewards affected the processing speed and preference of adolescents with IGD.The reward processing characteristics observed in adolescents with online gaming disorder show specificity concerning the type and presentation of rewards, providing a theoretical foundation for diagnosing and treating adolescent online gaming addiction.

Employee retention is an emerging concept in branches of Human Resource Management (HRM). The employee retention concept seems to be expensive, and it is not globally adopted by all pharmaceutical companies. These companies need to be aware of the value of efficient employees and their contribution to the economic growth of their companies. The primary aim of management should be employee retention which will enable companies to reap benefits in the long run. As found in various government and association medical representatives' reports, employee attrition rates in pharmaceutical companies are high when compared to various other sectors. This creates high level of mismatch between employee demand and supply for medical representatives. The objective of the research study is to identify the various factors that are influencing employee retention and also examine the various inter-relationships that exists among those factors. An empirical study was performed to collect data from 128 medical representatives in Salem, Tamilnadu, India through a self-administered questionnaire method. Convenience sampling technique was adopted. The research involved quantitative analysis using the IBM SPSS (version 23) software package and also determined percentage analysis and factor analysis. Structural equation modelling is used to analyse factors such as Monetary Rewards, Work Pressure and Performance and other perquisites which influences employee retention for pharmaceutical companies. The outcome of the study reveals that there exists a high level of inter-relationship amongst these factors which have significant impact on employee retention. [ABSTRACT FROM AUTHOR]

Increased competition for jobs within the country as the economy improves is a major factor driving up employee turnover rates in Lebanon. This is often ascribed to corporations competing with one another in terms of monetary benefits, but from a total rewards viewpoint, little is known about the role nonmonetary rewards play. To this end, employee involvement in one's job might serve as a useful explanatory variable in place of loyalty to one's employer. The goal of this research is to examine the role that financial and non-financial incentives play in determining whether or not workers in Lebanon choose to remain with their current employers, as measured by their level of engagement at work. Using data from 357 respondents, we discover that both monetary and non-monetary factors contribute significantly to an employee's likelihood of leaving their current position. Companies that are serious about keeping their workers should make employee engagement a top priority.

In light of increasingly age‐diverse workforces, organizations face the challenge of fostering job satisfaction among both younger and older employees. Combining equity theory with an aging perspective, we propose that due to age‐related shifts in motives and goals, younger versus older employees' job satisfaction will depend differently on monetary rewards (outcome side of equity theory), task contributions (input side of equity theory), as well as on imbalances (inequity) in the relationship between monetary rewards and task contributions. In a multisource study with 166 managers, we found that while younger employees were satisfied primarily by monetary rewards, older employees were satisfied primarily by their task contributions. Most importantly, a three‐way interaction indicated that younger versus older employees react differently to two types of inequity: Being proportionally over‐rewarded (i.e., receiving high monetary rewards for low task contributions) reduced older (but not of younger) employees' job satisfaction. By contrast, under‐reward inequity (i.e., receiving low monetary rewards for high task contributions) decreased younger (but not of older) employees' job satisfaction. These age‐dependent effects of job features on job satisfaction reveal important theoretical as well as practical implications. [ABSTRACT FROM AUTHOR]

Purpose: E-commerce content platforms are a typical type of multi-sided platform that combines transactions with social media platforms. To solve the managerial dilemma of balancing the tension between control and autonomy of influencers' output performance, this study aims to investigate how exercising output controls through performance rewards and performance punishments impact the quantity and quality of influencers' content generation. Design/methodology/approach: Choosing JD WeChat Shopping Circle as the research context and leveraging the introduction of a double commission subsidy policy and a removal policy as quasi-natural experiments, this study applied the difference-in-differences (DID) method to empirically test hypotheses. Findings: Performance rewards incentivize influencers to generate high-quality content, but such incentivizing effects attenuate over time. Performance punishment drives influencers to generate expected pieces of high-quality content, and such safeguarding effects accentuate over time. Originality/value: This study proposes output controls as an important form of governance mechanism in multi-sided platforms and substantiates how rewards and punishments as two facets of incentives affect complementors' behaviors. In addition, by distinguishing performance-contingent rewards from completion-contingent rewards, this study helps resolve the mixed findings on the effects of monetary rewards in the user-generated content (UGC) literature. [ABSTRACT FROM AUTHOR]

Bodily markers, often self-reported, are frequently used in research to predict a variety of outcomes. The present study examined whether men, at the aggregate level, would overestimate certain bodily markers linked to masculinity, and if so, to what extent. Furthermore, the study explored whether the amount of monetary rewards distributed to male participants would influence the obtained data quality. Men from two participant pools were asked to self-report a series of bodily measures. All selfreport measures except weight were consistently found to be above the population mean (height and penis size) or the scale midpoint (athleticism). Additionally, the participant pool that received the lower (vs. higher) monetary reward showed a particularly powerful deviation from the population mean in penis size and were significantly more likely to report their erect and flaccid penis size to be larger than the claimed but not verified world record of 34 cm. These findings indicate that studies relying on men's self-reported measures of certain body parts should be interpreted with great caution, but that higher monetary rewards seem to improve data quality slightly for such measures. [ABSTRACT FROM AUTHOR]

Bodily markers, often self-reported, are frequently used in research to predict a variety of outcomes. The present study examined whether men, at the aggregate level, would overestimate certain bodily markers linked to masculinity, and if so, to what extent. Furthermore, the study explored whether the amount of monetary rewards distributed to male participants would influence the obtained data quality. Men from two participant pools were asked to self-report a series of bodily measures. All self-report measures except weight were consistently found to be above the population mean (height and penis size) or the scale midpoint (athleticism). Additionally, the participant pool that received the lower (vs. higher) monetary reward showed a particularly powerful deviation from the population mean in penis size and were significantly more likely to report their erect and flaccid penis size to be larger than the claimed but not verified world record of 34 cm. These findings indicate that studies relying on men’s self-reported measures of certain body parts should be interpreted with great caution, but that higher monetary rewards seem to improve data quality slightly for such measures.

A large amount of literature demonstrates that social behaviour can be triggered by environmental cues. A long-standing debate involves the question of whether such stimuli trigger behaviour directly (i.e. habits) or whether these effects mediate goals. As studies on automatic goal pursuit typically use real-world cues that are already associated with the behaviour and potentially the goal, it is impossible to make strong claims about the nature of the effects. In the present paper, we use a paradigm inspired by the Pavlovian-to-instrumental transfer (PIT) literature to examine how the environment can trigger goal-directed behaviour. Building on the essence of pro-self and pro-social motives in humans, two experiments explored the PIT effect when the outcomes were framed in terms of self- versus other-interest. Participants performed actions to earn money for themselves or a charity. Each outcome was linked to a different cue. The results showed that a cue predictive of self-interest outcomes facilitated responses instrumental in gaining the outcome, while such specific PIT effect for other-interest outcomes only emerged when participants were free to donate the money. We briefly discuss these findings reflecting on whether the PIT effect in our paradigm is indeed sensitive to the value of social goals.

This paper aims to examine how an inappropriate traded‐off design scheme of monetary rewards as reinforcers to task motivation and performance can promote poor quality of publication in academia and create the potential 'hidden costs of rewards.' Six universities in the western and eastern regions of Indonesia were selected to investigate this issue, and 70 academics from different social science backgrounds were interviewed. Our research results show that the monetary rewards implemented by the Indonesian government only act as a trigger for the initial motivation and become a quantitative lever for journal publications, not a quality lever. Consequently, the quality of publication is still poor because of the low‐powered incentive schemes that are designed based on task‐completion, disregarding the 'synergistic effect' between the government's intentions and the academics' attributions. The implications of this study and recommendations to policymakers are provided in this paper. [ABSTRACT FROM AUTHOR]

The present work examines the role of creativity-contingent monetary versus social-recognition rewards on creative performance and provides new insights into the underlying motivational processes through which these rewards affect consumer creativity. A series of five studies demonstrate that within the context of creativity contingency, monetary rewards induce a performance focus, while social-recognition rewards induce a normative focus. Such performance (normative) focus in turn enhances (attenuates) approach motivation to be original and hence leads to higher (lower) originality in a creative task. Thus, this work not only advances the current understanding of how and why two types of widely used creativity-contingent external rewards may have contrasting effects on creative performance, but it also offers important practical insights to managers who utilize reward systems in cultivating consumer creativity in their innovation platforms. [ABSTRACT FROM AUTHOR]

This study investigated the impact of motivational valence on No-go P3 and N2 by incorporating monetary rewards based on response outcomes. We also investigated how personality differences in terms of the behavioral inhibition system (BIS) and behavioral approach system (BAS) influenced No-go N2 and No-go P3. Twenty-eight participants performed Go/No-go tasks (80 % Go and 20 % No-go) under two conditions. In the reward condition, each correct-rejection trial for the No-go stimulus was rewarded with 10 yen (∼6 cents), whereas in the neutral condition, neither monetary rewards nor punishments were contingent on response outcomes. Individual responsiveness to punishment and rewards was evaluated using the BIS and BAS scales. The error rate was significantly lower in the reward condition than in the neutral condition. P3 amplitude for correct-rejection trials (i.e., preceding erroneous muscular activity on the wrong hand) was larger in the reward condition than in the neutral condition; however, N2 amplitudes did not differ between the two conditions. These results suggest that monetary rewards may enhance motor inhibition control. Individuals with a higher BIS score exhibited a larger No-go N2 for correct-rejection in the neutral condition. We conclude that No-go N2 amplitude is modulated by avoidance motivation. • We investigated the impact of motivational valence on No-go P3 and N2. • No-go P3s were larger in the reward than in the neutral condition. • Monetary rewards may enhance motor inhibition control of overt movements. [ABSTRACT FROM AUTHOR]

Two recent studies highlight the potential of a demand response (DR) program as a tool to manage peak-hour electricity consumption by households. Households in these studies respond to the offer of financial rewards or an appeal to the sense of civic duty and significantly reduce electricity consumption during declared peak hours. Due to the small number of peak events included in these studies, however, a question remains whether households will continue to respond to repeated calls to action over a long span of time. We analyze a demand response program of Gangwon Province, South Korea, called "Electricity Piggy Bank" where the incentive offered was in the form of small monetary reward together with an appeal to social consciousness. The program tracked the electricity usage of about 2,000 households over one-year period during which peak events were declared once a week. We find significant reduction in electricity usage during declared peak hours and, more importantly, no decay of effects over time. The magnitude of electricity savings during peak hours is no less than the one reported for the previous financial-incentive-based DR, suggesting that offering small monetary rewards together with pro-social stimuli can be a viable alternative to a financial-reward-oriented scheme. [ABSTRACT FROM AUTHOR]

This paper evaluates the current state of monetary and non-monetary rewards systems in place in the UK banking sector in an attempt to identify reasons for the preference of monetary rewards over non-monetary rewards. Data was collected from two banks, LLOYDS TSB and Royal Bank of Scotland. The selection of these two banks emanates from their recent bonus crises and the fact that they are both part nationalised, hence the need for a prudent reward system. Questionnaires were used to obtain data and the Evidence Based Reward Management (EBRM) methodology was used to highlight the effectiveness as well as the challenges being faced by the banks with regard to their current monetary reward provisions. Findings reveal that bank employees generally value monetary rewards more than they value non-monetary rewards. Nonetheless, some non-monetary provisions, which virtually do not cost much money, may form the basis for viable alternative reward provisions for bank employees. These findings can help in formulating a more egalitarian reward system in the banking sector.

I study the effect of task difficulty on workers' effort. I find that task difficulty has an inverse-U effect on effort and that this effect is quantitatively large, especially when compared to the effect of conditional monetary rewards. Difficulty acts as a mediator of monetary rewards: conditional rewards are most effective at the intermediate or high levels of difficulty. The inverse-U pattern of effort response to difficulty is inconsistent with many popular models in the literature, including the Expected Utility models with the additively separable cost of effort. I propose an alternative mechanism for the observed behavior based on non-linear probability weighting. I structurally estimate the proposed model and find that it successfully captures the behavioral patterns observed in the data. I discuss the implications of my findings for the design of optimal incentive schemes for workers and for the models of effort provision. [ABSTRACT FROM AUTHOR]

Despite the popularity of loyalty programs, evidence on the effects of rewards on consumer behavior is inconsistent. Behavioral loyalty is important for a company as it represents a consumer’s tendency to purchase on a regular basis. The goal of this paper is to explore the differences in behavioral patterns between loyalty program members who redeem coupons at till (redeemers) and those who do not (non-redeemers). A survey was carried out using a sample of 750 loyalty cards obtained from a national retail chain. The results show that coupons at till, as a monetary reward, reduced the time between purchases and increased the volume of purchases and average expenditure.

Monetary rewards granted on a per-publication basis to individual authors are an important policy instrument to stimulate scientific research. An inconsistent feature of many article reward schemes is that they use journal-level citation metrics. In this paper we assess the actual article-level citation impact of about 10,000 articles whose authors received financial rewards within the Romanian Program for Rewarding Research Results (PR3), an exemplary money-per-publication program that uses journal metrics to allocate rewards. We present PR3, offer a comprehensive empirical analysis of its results and a scientometric critique of its methodology. We first use a reference dataset of 1.9 million articles to compare the impact of each rewarded article from five consecutive PR3 editions to the impact of all the other articles published in the same journal and year. To determine the wider global impact of PR3 papers we then further benchmark their citation performance against the worldwide field baselines and percentile rank classes from the Clarivate Analytics Essential Science Indicators. We find that within their journals PR3 articles span the full range of citation impact almost uniformly. In the larger context of global broad fields of science almost two thirds of the rewarded papers are below the world average in their field and more than a third lie below the world median. Although desired by policymakers to exemplify excellence many PR3 articles are characterized by a rather commonplace individual citation performance and have not achieved the impact presumed and rewarded after publication based on journal metrics. Furthermore, identical rewards have been offered to articles with markedly different impact. Direct monetary incentives for articles may support productivity but they cannot guarantee impact. [ABSTRACT FROM AUTHOR]

Monetary rewards have become widely used to compensate user engagement in innovation contests. Building on literature on social judgement of organisations, we provide evidence on another important effect of monetary rewards in innovation contests, namely a signalling effect that may either enhance or lower a contest host's legitimacy and subsequently users' willingness to participate in the contest. Along three studies, we show that the signalling effect is especially beneficial for the innovation contest purposes that are incongruent with the host's organisational stereotype, i.e., in cases where she lacks specific organisational traits that constitute users' perception of organisational legitimacy. Offering a higher monetary reward in such a scenario allows hosts to overcome a lack of legitimacy and consequently foster user participation. [ABSTRACT FROM AUTHOR]

This study investigated the influence of motivation on the performance of Secondary school teachers in Shagari Local Government Area Sokoto state, Nigeria. The researchers used ex-post- facto design. All the four schools in the area were included in the study. The sample size used was 121 teachers and the sample was selected using simple random sampling. Reliability Coefficients yielded a Cronbach’s alpha of .8. The data was analysed using regression analysis. The main finding of the study was that motivation has statistically significant influence on the performance of secondary school teachers in Shagari Local Government Area. The findings further indicated that nonmonetary motivation had greater contribution than monetary motivation on school teachers’ performance in Shagari local government. In order to boost teachers motivation to perform efficiently and effectively, the study recommended that the teachers’ monetary rewards should be maintained at the level that can satisfy their basic need’ and all the other teachers entitlement should be given to the teachers handsomely. Implementation of all the above recommendations will boost the morale of teachers to perform effectively.

The success and survival of any enterprise is determined by how employees are paid and rewarded. The reward system and motivational strategies often determine the employee's level, commitment and attitude to work. However, for any enterprise that wants to achieve its goals in this global market with intensified competition, employers need to make sense of what motivates employees to perform efficiently and reward them appropriately. So, this scientific paper explains the relationship between employee motivation and performance at enterprises operating in one of the developing economies, such as the Republic of North Macedonia. The sample size of the study includes 400 respondents employed in private and public institutions in the Republic of North Macedonia. The SPSS program was used to find the relationship between the study variables. Whereas, empirical findings suggest that there is a positive relationship between employee motivation and performance. Moreover, there is a positive correlation between monetary and non-monetary rewards as well as employee motivation. [ABSTRACT FROM AUTHOR]

Copyright of Ekonomski Vjesnik is the property of Ekonomski Vjesnik and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective: To explore the abnormal performance of heroin abstainers in monetary and social rewards processing. Methods: According to the evaluation of professional doctors in a drug rehabilitation center, 32 male heroin abstainers and 29 normal men matched in age and years of education were selected, who met the diagnostic criteria of opiates in DSM-N. The MID task and SID task were used to investigate the response time, accuracy, and the degree of interest in the task of the two groups. Results: The response speed of the normal control group increased with the increase of the reward range, and there was a significant difference in the response time of the three reward ranges[(538. 2±15. O)ms vs. (499. 1 ±14. 3)ms vs. (479. 9± 13. 8)ms, P < 0. 001], while there was no significant difference in the response time of the heroin withdrawal group in the three reward ranges[ (534. 5 ± 14. l)ms vs. (526. 0 ± 13. 4)ms vs. (521.1±12. 9)ms, P >O. 05]. There was no significant difference in the accuracy of three reward ranges between the normal control group[ ( 94. 1 ± 1. 1) % vs. ( 95. 7 ± 0. 9) % vs. ( 94. 9 ± 1. 1) % ] and the heroin withdrawal group[ (95. 3 ± 0. 1) % vs. (95. 2 ± 0. 9)% vs. (95. 1 ± 1. 0) % ) ] ( P > 0. 05) The level of interest in task in heroin withdrawal group was lower than that in normal control group[ ( 4. 5 ± 0. 2) vs. (5. 8 ± 0. 2), P = 0. 001]. Conclusion: The sensitivity of heroin abstainers to reward range is decreased, while the sensitivity of heroin abstainers to reward range may be commonly found in monetary and social rewards. [ABSTRACT FROM AUTHOR]

Studies have shown that performance‐dependent monetary rewards facilitate visual perception. However, no study has examined whether such a positive effect is limited to the rewarded task or may be generalized to other tasks. In the current study, two groups of people were asked to perform two visual perception tasks, one being a reward‐relevant task and the other being a reward‐irrelevant task. For the reward‐relevant task, the experimental group received performance‐dependent monetary rewards, whereas the control group did not. For the reward‐irrelevant task, both groups were not rewarded. The two tasks were randomly intermixed trial by trial (Experiment 1) or presented block by block (Experiment 2) or session by session (Experiments 3a, 3b, and 3c). Results showed that performance‐dependent monetary rewards improved participants' performance on the relevant task in all experiments and impaired their performance on the irrelevant task in Experiments 2, 3a, 3b, and 3c. These results suggested that monetary rewards might incur a cost on reward‐irrelevant tasks. Finally, the benefit of monetary rewards disappeared when they were no longer provided during the final session. This is the first study that reveals both the bright and dark sides of the performance‐dependent monetary rewards in visual perception. [ABSTRACT FROM AUTHOR]

When a stimulus is important, the corresponding brain responses increase, especially the P300 brain response. This is true for all kinds of important stimuli, also monetary rewards. In our study, we developed a hypnotic suggestion to reduce the subjective importance of monetary rewards. As successful suggestions do not contain negations, we suggested participants to feel safe during hypnosis instead of suggesting that money is not important anymore. We predicted lower P300 amplitudes when participants feel safe during hypnosis. We tested 24 highly suggestible participants playing a risk game in 2 conditions with monetary rewards while we measured their EEG brain responses. In the safety condition, we induced a hypnotic state and suggested that participants feel safe. In the control condition, participants played the risk game without hypnosis. Here we show that participants felt significantly safer in the safety condition and showed significantly lower P300 amplitudes to monetary rewards. Risk behavior did not differ significantly between conditions. Our results are important for substance use disorders, as decreased P300 responses to substance-related stimuli are associated with less craving and better abstinence. Therefore, we conclude that suggestions to feel safe during hypnosis might work as a treatment for individuals with substance use disorders. [ABSTRACT FROM AUTHOR]

This paper evaluates the current state of monetary and non-monetary rewards systems in place in the UK banking sector in an attempt to identify reasons for the preference of monetary rewards over non-monetary rewards. Data was collected from two banks, LLOYDS TSB and Royal Bank of Scotland. The selection of these two banks emanates from their recent bonus crises and the fact that they are both part nationalised, hence the need for a prudent reward system. Questionnaires were used to obtain data and the Evidence Based Reward Management (EBRM) methodology was used to highlight the effectiveness as well as the challenges being faced by the banks with regard to their current monetary reward provisions. Findings reveal that bank employees generally value monetary rewards more than they value non-monetary rewards. Nonetheless, some non-monetary provisions, which virtually do not cost much money, may form the basis for viable alternative reward provisions for bank employees. These findings can help in formulating a more egalitarian reward system in the banking sector. [ABSTRACT FROM AUTHOR]

Abstract Location-based advertising is an entrepreneurial and innovative means for advertisers to reach out through personalised messages sent directly to mobile phones using their geographic location. The mobile phone users' willingness to disclose their location and other personal information is essential for the successful implementation of mobile location-based advertising (MLBA). Despite the potential enhancement of the user experience through such personalisation and the improved interaction with the marketer, there is an increasing tension between that personalisation and mobile users' concerns about privacy. While the privacy calculus theory (PCT) suggests that consumers make privacy-based decisions by evaluating the benefits any information may bring against the risk of its disclosure, this study examines the specific risks and benefits that influence consumers' acceptance of MLBA. A conceptual model is proposed based on the existing literature and a standardised survey was developed and targeted at individuals with known interests in the subject matter. From these requests, 252 valid responses were received and used to evaluate the key benefits and risks of MLBA from the users' perspectives. While the results confirmed the importance of internet privacy concerns (IPC) as an important determinant, they also indicate that monetary rewards and intrusiveness have a notably stronger impact on acceptance intentions towards MLBA. Intrusiveness is the most important risk factor in determining mobile users' intentions to accept MLBA and therefore establishing effective means of minimising the perceived intrusiveness of MLBA can be expected to have the greatest impact on achieving effective communications with mobile phone users. Highlights • Perceived benefits of disclosing location information outweigh the perceived risks. • Privacy not a principal predictor of acceptance of mobile location-based advertising. • Intrusiveness is the greatest risk in non-acceptance of MLBA, especially in Europe. • In The Americas, expectations of monetary reward outweigh concerns of intrusiveness. • Users who allow location tracking more influenced by potential benefits than risks. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the influence of two reward types (i.e., monetary reward and non-monetary rewards, such as competence development, autonomy support, and recognition) on autonomous motivation and further explore whether autonomous motivation plays a mediating role in the relationships between rewards and turnover intention. The study used a survey data from 100 employees working in public sector banks in Pakistan. The hypothesized relationships were assessed using partial least squares structural equation modelling technique. The results revealed that monetary reward and competence development were positively related to autonomous motivation, which in turn had a negative association with turnover intention. The indirect effects of rewards on turnover intention were only supported for monetary reward and competence development, as there was no significant link from autonomy support and recognition to autonomous motivation. We discuss implications for research and practice.

Creative problem solving involves search processes, and it is known to be hard to motivate. Reward cues have been found to enhance performance across a range of tasks, even when cues are presented subliminally, without being consciously detected. It is uncertain whether motivational processes, such as reward, can influence problem solving. We tested the effect of supraliminal and subliminal reward on participant performance on problem solving that can be solved by deliberate analysis or by insight. Forty-one participants attempted to solve 100 compound remote associate problems. At the beginning of each problem, a potential reward cue (1 or 25 cents) was displayed, either subliminally (17 ms) or supraliminally (100 ms). Participants earned the displayed reward if they solved the problem correctly. Results showed that the higher subliminal reward increased the percentage of problems solved correctly overall. Second, we explored if subliminal rewards preferentially influenced solutions that were achieved via a sudden insight (mostly processed below awareness) or via a deliberate analysis. Participants solved more problems via insight following high subliminal reward when compared with low subliminal reward, and compared with high supraliminal reward, with no corresponding effect on analytic solving. Striatal dopamine (DA) is thought to influence motivation, reinforce behavior, and facilitate cognition. We speculate that subliminal rewards activate the striatal DA system, enhancing the kinds of automatic integrative processes that lead to more creative strategies for problem solving, without increasing the selectivity of attention, which could impede insight. [ABSTRACT FROM AUTHOR]

Employees from nearly every sector of work are under the influence of stress that ultimately influences negatively on their job satisfaction. This study aims to see the impact of employees'stress on their job satisfaction in private banks working in Punjab particularly in district Multan. The study was conducted using a structured questionnaire. A total of 185 questionnaires were distributed from which 162 questionnaires were responded back. Reliability test was applied to check the reliability of the research instrument. Data analyses were done using SPSS version 17. Correlation analysis and regression analysiswere used as statistical techniques for data analysis. The impact of work environment, monetary rewards, workload, decision making authority, and management's behaviour on job satisfaction was checked. It was concluded that there is a strong negative relationship of work environment, monetary rewards, decision making authority, and management's behaviour with the job satisfaction. However, positive impact of workload on job satisfaction was also observed. That impactis also supportedby some previous studies. [ABSTRACT FROM AUTHOR]

The creation and sharing of user-generated content such as product reviews has become increasingly 'social,' particularly in online communities where members are connected. While some online communities have used monetary rewards to motivate product review contributions, empirical evidence regarding the effectiveness of such rewards remains limited. We examine the possible moderating effect of social connectedness (measured as the number of friends) on publicly offered monetary rewards using field data from an online review community. This community saw an (unexpected) overall decrease in total contributions after introducing monetary rewards for posting reviews. Further examination across members finds a strong moderating effect of social connectedness. Specifically, contributions from less-connected members increased by 1,400%, while contributions from more-connected members declined by 90%. To corroborate this effect, we rule out multiple alternative explanations and conduct robustness checks. Our findings suggest that token-sized monetary rewards, when offered publicly, can undermine contribution rates among the most connected community members. Data and the online appendix are available at [ABSTRACT FROM AUTHOR]

Does the size of monetary rewards have differential effects on a crowdsourcing contest member's likelihood of (i) participation (i.e. , submitting contribution(s) to the contest), (ii) making appropriate contribution(s) that are accepted for inclusion in the contest, and (iii) winning the contest? In this paper, we develop a theoretical framework to unravel the role of extrinsic motivation through monetary rewards in influencing an individual's performance outcomes. We hypothesize that the size of monetary rewards increases the probability of participation but reduces the likelihood that individual participants will submit appropriate contribution(s) or win the contest. These trade-off effects of monetary rewards can be mitigated significantly through participation of individuals with skills matching the contest requirements and having past experience in crowdsourcing contests. We obtain support for our hypotheses using a unique dataset of 93,677 individual-contest dyads consisting of 50,227 individual contest members who registered for 183 contests on eYeka, a design crowdsourcing platform during the period of 2007–2012. The results imply that increasing the size of monetary rewards needs to be complemented by increasing the participation of individuals with skills match and past experience in order to mitigate the trade-off effects. • Monetary reward size increases the probability of participation in a design crowdsourcing contest • Monetary reward size also reduces the likelihood of submitting appropriate contribution(s) or winning • Skills match and past experience mitigate the negative relationship between monetary reward size and contribution value [ABSTRACT FROM AUTHOR]

Awards are a widespread phenomenon. They cater to the fundamental desire for social recognition and serve as a valuable incentive to influence behaviour. The study of awards such as medals, prizes and titles has in recent years gained momentum in economics, complementing the longstanding focus on material incentives. To evaluate the effectiveness of awards as a motivator is difficult as the effect of awards must be separated from the fact that awards are meant to be given to the best. We show how research on awards has advanced over the last couple of years, thus providing points of departure for future work. [ABSTRACT FROM AUTHOR]