Abstract
The effects of members' interests in incentives offered by collective-action organizations are examined with data from a national sample of American associations. Members expressed interests in six distinct dimensions underlying organizational-incentive systems, and these different aspects are specifically related to different types of member involvement, controlling for other personal and organizational attributes. Members with higher interests in normative and social inducements offered by their organizations are more likely to contribute time, money, and psychological commitment and to engage in internal participatory actions. Lobbying incentives are strongly related to external participation. Overtly utilitarian incentives such as material benefits, occupational rewards, and informational incentives are either unrelated to involvement or actually attract members unwilling to participate. The implications of these results for Olson's by-product or selective-incentive explanation of collective action are discussed.
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