Effects Of Monetary Rewards Research Articles

DO MONETARY REWARDS CROWD OUT THE INTRINSIC MOTIVATION OF VOLUNTEERS? SOME EMPIRICAL EVIDENCE FOR ITALIAN VOLUNTEERS

**: The paper studies the determinants of regular volunteering, taking its cue from the previous literature on extrinsic and intrinsic motivations. Its main contribution lies in the analysis of the role of monetary rewards in influencing intrinsic motivation. It uses frameworks that allow empirical hypotheses to be made about the effects of monetary rewards, intrinsic motivation and the combined term on volunteer labour supply. With an Italy-based survey, the paper shows, controlling for endogenous bias, that monetary payments as well as intrinsic motivation have roles in the real-life decision to supply volunteer work, but monetary rewards do not crowd out intrinsic motivation.

Understanding Situational Online Information Disclosure as a Privacy Calculus

The effect of situational factors is largely ignored by current studies on information privacy. This paper theorized and empirically tested how an individual's decision-making on information disclosure is driven by competing situational benefits and risk factors. The results of this study indicate that, in the context of an e-commerce transaction with an unfamiliar vendor, information disclosure is the result of competing influences of exchange benefits and two types of privacy beliefs (privacy protection belief and privacy risk belief). In addition, the effect of monetary rewards is dependent upon the fairness of information exchange. Monetary rewards could undermine information disclosure when information collected has low relevance to the purpose of the e-commerce transaction.

Effects of monetary reward and punishment on neural activations during successful retrieval of source memories

Effects of monetary reward and punishment on neural activations during successful retrieval of source memories

Differential effects of reward and punishment on conscious and unconscious eye movements

Very little is known about how human movements are influenced by abstract rewards and punishments relevant for human behaviour. The purpose of this study was to expand our knowledge of the behavioural effects of monetary reward and punishment. We introduced a high and low reward and punishment scheme into an antisaccade task where trials were either rewarded for a correct response (+1 or +25p) or punished for an incorrect response (-1 or -25p). The monetary value of the trial was indicated by the go signal, so subjects had to both program the location of the movement and determine the valence in the short interval before the eye movement was executed. We analysed both correct antisaccade responses and prosaccade errors. Importantly, the errors in this task can be either conscious (recognised) or unconscious (unrecognised). Saccades in both high-reward and high-punishment trials were slowed compared to saccades in low-reward and low-punishment trials, respectively. Therefore, unlike moderate rewards only (Blaukopf and DiGirolamo in Exp Brain Res 167:654-659, 2005), combining rewards and punishments and increasing motivation levels leads to a delay in movement execution during high valence trials where all actions are slowed, even errors. However, unconscious errors were differentially affected as they were speeded when punishment was high. We conclude that reward and punishment similarly influence the programming of conscious movements, but the strong saliency for punishment affords unconscious errors immunity from this delay.

Effects of monetary reward and punishment on stimulus‐preceding negativity

This study examined the effects of emotional valence on stimulus-preceding negativity (SPN) using reward and fine. A time estimation task under reward, punishment, combined, and control conditions was performed. Participants were rewarded for accurate responses in the reward condition, and were fined for incorrect estimations in the punishment condition. in the combined condition, correct responses were rewarded and incorrect responses were fined. In the control condition, neither a reward nor fine was used. Results showed a significant interaction of condition x hemisphere. The SPN at the left hemisphere was increased in the reward condition. For the punishment effect, although it evoked right hemisphere dominance, no conditional difference was apparent at the right hemisphere. These results suggest that the SPN is affected by positive emotion: The left hemisphere activation might represent a pleasant emotion accompanying monetary gain.

Visual Selective Attention and the Effects of Monetary Rewards

Outcomes of actions, in the form of rewards and punishments, are known to shape behavior. For example, an action followed by reward will be more readily elicited on subsequent encounters with the same stimuli and context -- a phenomenon known as the law of effect. These consequences of rewards (and punishments) are important because they reinforce adaptive behaviors at the expense of competing ones, thus increasing fitness of the organism in its environment. However, it is unknown whether similar influences regulate covert mental processes, such as visual selective attention. Visual selective attention allows privileged processing of task-relevant information, while inhibiting distracting contextual elements. Using variable monetary rewards as arbitrary feedback on performance, we tested whether acts of attentional selection, and in particular the resulting aftereffects, can be modulated by their consequences. Results show that the efficacy of visual selective attention can be sensibly adjusted by external feedback. Specifically, although lingering inhibition of distractors is robust after highly rewarded selections, it is eliminated after poorly rewarded selections. This powerful feature of visual selective attention provides attentive processes with both flexibility and self-regulation properties.

Hubungan antara imbalan moneter dan kinerja individual dengan level pekerjaan karyawan dan strategi organisasi sebagai variabel pemoderasi

The relationship between reward and performance has been the subject of much discussion in reward research. Because of prior studies didn’t give conclusive results, so it is important to examine level of employee’s position and organizational strategy in the relationships between monetary reward and individual performance. This study examines the effect of monetary reward on individual performance by examining level of employee’s position and organizational strategy as moderating variables. Mailed questionnaires were distributed to 305 employees in big companies in Indonesia. The response rate of this research is 27,87%. Four categories of research variables are discussed and analyzed: monetary reward, level of employee’s position in organization, total quality management based strategy, and individual performance. The results indicated that statistically, the total quality management based strategy plays direct role in the relationships between monetary reward and individual performance. In other word the greater monetary reward, spurred by increasing total quality management based strategy leads to direct influence on individual performance.

Effects of Memory Demand and Motivation on Sustained Attention in Young and Older Adults

In two experiments, young and older adults performed 60-min cognitive vigilance tests in which memory demands were equated for individual differences in digit span. In the first experiment, the effects of monetary reward on subjects' performance were assessed. The sustained attention of young and older adults who were both paid for their participation did not differ, and it did not decline during the vigil, but young adults who were not paid for their participation evidenced a significant vigilance decrement. In the second experiment, memory demands were increased and there was no mention of monetary reward for participation. The attention of young adults declined rapidly, but that of older adults did not evidence a vigilance decrement. Subjects' sustained attention is explained in terms of task characteristics and intrinsic and extrinsic motivational factors.

Stimulating response to market surveys of business professionals

This study presents results of an investigation into the effects of monetary reward, survey sponsorship, and type of appeal on overall response rate and response completeness in surveys of business professionals. It is concluded that: (1) as in surveys of the general public, university sponsorship is more effective than commercial sponsorship, (2) a help-the-sponsor appeal is significantly more effective than other appeals under university sponsorship but significantly less effective under commercial sponsorship, and (3) monetary rewards enhance response rates when used in conjunction with ego or social utility appeals but disenhance response rates when used in conjunction with a help-the-sponsor appeal. Thus, important interactions among these three response-inducing techniques are found and discussed. Finally, it is concluded that these effects do not extend to response completeness.

Threats, Promises, and Coalitions: A Study of Compliance and Retaliation in a Simulated Organizational Setting1

This research sought to examine the effects of threats and promises on compliance and the formation of subordinate coalitions in a simulated employeremployee conflict situation. It also sought to determine some of the motives underlying coalition decisions‐tangible and intangible‐and the conditions under which each of these possible motive types would be salient. Coalition motives were examined by manipulating the consequences for coalition members following their use of coalition power (presence vs. absence of monetary gain). A control condition was present in which no such power was available.Ninety male undergraduate business students were randomly assigned to one of six experimental conditions in a 3 × 2 factorial design. Three Ss engaged in a modified bilateral monopoly bargaining task in which two of them (the “employees”) believed they were exchanging a series of offers and counteroffers with the third (the “employer”) over a hypothetical wage increase for a maximum of eight rounds. Ss were told they would earn a sum of money proportional to the effectiveness of their bargaining. In actuality, all Ss were assigned the employee role and all employer “offers” were pre‐programmed. On round six, the Ss were “sent” either a threat or promise message by the employer demanding that they accept his round five offer. Compliance‐noncompliance was defined as employee acceptance‐rejection of this demand, respectively. In addition to compliance behavior, S s in coalition conditions had the power to form an alliance with the other employee against the employer after the latter used his threat or promise power. Coalitions could confiscate up to 25% of the employer's earnings and, depending on experimental condition, could either keep or not keep any money their coalition acquired.It was hypothesized that threateners would elicit less compliance, and be responded to with more, and more severe subordinate coalitions than would promisers. It was further assumed that there would be less compliance when subordinates had coalition power, and that the effect of monetary reward on the likelihood of coalition formation would be contingent on the type of power (threats vs. promises) the employer used. Specifically, it was assumed that a majority of S s in the Threat condition who had this power would form coalitions against the employer regardless of whether or not they realized any tangible gain for doing so. In the promise condition, however, it was expected that coalition decisions would be based primarily on whether Ss stood to gain monetarily. The hypotheses were supported.These results were discussed in terms of the impact of power acquisition as a variable mediating perception and compliance behavior, and in terms of the role of economic vs. retaliatory motives as factors underlying subordinate coalition decisions. Some of the conditions which influence the relative salience of these two coalition motives were proposed, and the organizational implications of these findings were suggested.

Effect of Monetary Reward on Subsequent Motivation

Summary Most past research suggests that monetary rewards usually lead to a decrease in intrinsic motivation for a task. Many studies which found this, however, had major methodological problems; e.g., the initial “intrinsically interesting task” might not have been very interesting, the assessment of the dependent variable might have been too restricted. This study tried to remedy some of these. Thirty female undergraduates from a university on the east coast of North Carolina served as Ss. The task involved a biofeedback experiment in which each could learn about the electrical activity of her own brain. All Ss were true volunteers; they were randomly assigned to receive $5, $2, or no money. At the conclusion of the experiment they were asked to volunteer for another session with no opportunity of receiving any monetary reward. Results supported the hypothesis that if a task is truly intrinsically motivating then extrinsic rewards have little effect on subsequent motivation.

The Effect of Monetary Reward and Punishment on the Repetition of Responses under Open and Closed Task Conditions

Subjects were given one study and two test trials on a list of paired associates. Critical responses on the first test were those which were rewarded or punished by gain or withdrawal of money. Between subjects variables were (a) whether the critical responses on test 1 were right or wrong, and (b) whether subjects were informed of the second test before or after test 1. On test 2, subjects were asked to repeat their test 1 responses to the appropriate stimuli. When subjects were unaware that they would receive a second test, rewarding a response on test 1 increased its probability of repetition on test 2; punishment had no significant effect. When subjects were aware that they would be tested again, the reward/ punishment treatment had no effect. An explanation based on the Law of Effect is rejected in favour of a cognitive explanation, utilizing the total time hypothesis.

An Integrative Balance Notation for the Attractiveness-Persuasiveness Relationship in Persuasive Communication Versus Forced Compliance

The present paper attempts to employ aspects of the incentive-dissonance controversy regarding the effects of monetary reward in a discussion of the relationship between the likeability or attractiveness of a source and his persuasiveness. To this end 'persuasive communication' and 'forced compliance' are distinguished as two paradigms of social influence. The case is made that a positive attractiveness-persuasiveness relationship follows an incentive rule and has been most strongly supported in the persuasive communication context. In contrast, a negative attractiveness-persuasiveness relation follows a dissonance rule and emerges from the forced-compliance literature. Balance terminology is utilized to molecularly analyze this problem, the separation of 'liking' and 'unit' relations being especially useful in our attempts to diagram the dynamics of forced compliance. Such analysis allows a diagrammatical comparison of the persuasive communication and forced compliance paradigms. In general, our interpretation suggests that the traditional 'positive product' rule for balance is best applied to the persuasive communication paradigm while a 'negative product' rule is most profitably applied to the forced compliance paradigm. What mediates these diverse situations, we suggest, is the formation of a personal unit relation (i.e., p produces the discrepant event through his own actions). Antecedents to personal unit formation are discussed for both paradigms as are applications of our analysis to the general dissonance-incentive controversy.

Effect of monetary rewards on an insight learning task

On an insightful learning task, Ss did not perform significantly different in pay and no-pay situations. Increasing the amount of money did not affect the results. Performance was significantly affected only by prior experience with materials involved in the task. These results indicated that insightful performance by humans can be facilitated by increasing familiarity with the task but not by presentation of external rewards.

Effects of monetary rewards and punishments on vigilance performance.

Effects of monetary rewards and punishments on vigilance performance.

SOME EFFECTS OF MONETARY REWARD AND KNOWLEDGE OF RESULTS ON JUDGMENT.

SOME EFFECTS OF MONETARY REWARD AND KNOWLEDGE OF RESULTS ON JUDGMENT.

The Effects of Monetary Reward and Punishment on Auditory Perception

The Effects of Monetary Reward and Punishment on Auditory Perception