Add to ORKGIn this field experiment, we first compared the performance effects of money systematically administered through the organizational behavior modification (O.B. Mod.) model and routine pay for performance and then compared the effects of O.B. Mod.- administered money, social recognition, and performance feedback. The money intervention based on the O.B. Mod. outperformed routine pay for performance (performance increase = 37% vs. 11%) and also had stronger effects on performance than social recognition (24%) and performance feedback (20%)
Intuitively, most people assume that offering monetary rewards is a good way to motivate others to i...
Two contrasting theories concerning the effects of performance-contingent rewards have developed wit...
This paper investigates the impact of monetary rewards on autonomous motivation in an enabling PMS c...
In this field experiment, we first compared the performance effects of money systematically administ...
In the past, research has focused on the general question of whether or not incentive motivators adm...
In the past, research has focused on the general question of whether or not contingent incentives ar...
Research on positive reinforcement has established its utility in areas such as education and mental...
We conducted a field experiment in a controlled work environment to investigate the effect of motiva...
In this study, we provide the conceptual background, meta-analyze available behavioral management st...
Although a considerable body of research exists that supports the use of monetary incentives in the ...
Motivative augmentals are rules or statements that temporarily change the effectiveness of a consequ...
The current study seeks to synthesize concepts from organizational behavior management and behaviora...
Purpose – The purpose of this study is to examine whether the use of money, social recognition, and ...
Results of a primary meta-analysis indicated a significant main effect of the organizational behavio...
To optimize firm performance, both individual employee and organizational performance must be taken ...
Intuitively, most people assume that offering monetary rewards is a good way to motivate others to i...
Two contrasting theories concerning the effects of performance-contingent rewards have developed wit...
This paper investigates the impact of monetary rewards on autonomous motivation in an enabling PMS c...
In this field experiment, we first compared the performance effects of money systematically administ...
In the past, research has focused on the general question of whether or not incentive motivators adm...
In the past, research has focused on the general question of whether or not contingent incentives ar...
Research on positive reinforcement has established its utility in areas such as education and mental...
We conducted a field experiment in a controlled work environment to investigate the effect of motiva...
In this study, we provide the conceptual background, meta-analyze available behavioral management st...
Although a considerable body of research exists that supports the use of monetary incentives in the ...
Motivative augmentals are rules or statements that temporarily change the effectiveness of a consequ...
The current study seeks to synthesize concepts from organizational behavior management and behaviora...
Purpose – The purpose of this study is to examine whether the use of money, social recognition, and ...
Results of a primary meta-analysis indicated a significant main effect of the organizational behavio...
To optimize firm performance, both individual employee and organizational performance must be taken ...
Intuitively, most people assume that offering monetary rewards is a good way to motivate others to i...
Two contrasting theories concerning the effects of performance-contingent rewards have developed wit...
This paper investigates the impact of monetary rewards on autonomous motivation in an enabling PMS c...