Abstract
The present research utilized four schedules of financial reinforcement (Hourly, Fixed Ratio, Variable Ratio, and Variable Ratio-Variable Amount) in an organizational simulation setting. Subjects were hired for what they perceived to be a real job of 4 weeks duration, which required them to learn self-paced material about electronics. Each subject worked for 1 week under each of the four schedules of reinforcement. Performance was lowest under the Hourly schedule, the FR and VR and VR—VA schedules produced higher performance. Attitudes were best under FR. The results were discussed in terms of their practical implications as well as their implications for theory, particularly expectancy-valence theory.
Published Version
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