Material Incentives Research Articles

Patterns and Predictors of Resilience in Frontline Nurses Before and After Public Health Emergencies: A Latent Transition Analysis.

To explore the stability of resilience among frontline nurses and to analyse the predictive role of internal and external factors on the patterns of resilience transformation in China during public health emergencies. The study used a longitudinal design and surveyed 258 frontline nurses at three different time points: February-March 2020 (T1), May-June 2020 (T2) and May-June 2022 (T3). The survey included the 10-item Connor-Davidson resilience scale, the Emotion Regulation Questionnaire and the Simple Coping Style Questionnaire. Latent profile analysis and latent transition analysis were used to examine the potential classes and changes. Multivariate logistic regression analysis was applied to evaluate the predictors of resilience transitions. The resilience of frontline nurses was divided into three categories: fragile group, general group and high resilience group. From T1 to T2, the general group exhibited the least stability, with a probability of maintaining its original latent state at 72.9%. Marriage and positive coping styles significantly impacted the transition between resilience categories. From T2 to T3, the fragile group showed the lowest stability, with a 74.9% likelihood of retaining its initial latent state. In this context, supportive hospital management (including psychological counselling, restful environments, and both spiritual and material incentives) and individuals' emotional regulation and sleep quality significantly affected the transition between resilience categories. These findings emphasise the necessity for early intervention. For frontline nurses, conducting initial assessments of resilience coupled with sustained hospital support is crucial for maintaining mental health and improving the quality of nursing care in public health emergencies. This study offers a fresh perspective for understanding the resilience of frontline nurses during public health emergencies. At the same time, it reveals the factors that promote or hinder the change in resilience among frontline nurses at both individual and organisational levels. This provides a theoretical basis for future resilience interventions and helps us formulate effective crisis management strategies to respond to future public health emergencies. For frontline nurses with diverse resilience characteristics and relevant transformation factors, a personalised multi-mode resilience improvement plan can be developed to mitigate public health emergencies' potential adverse psychological impact on frontline nurses, especially those in the fragile group. No patient or public contribution.

Understanding the formation process of positive customer engagement behaviors: a quantitative and qualitative interpretation

PurposeTo investigate the impact of cognition, emotion and other factors on positive customer engagement behaviors and to identify the differential formation processes and dynamic changes in these behaviors.Design/methodology/approachWe used cognitive appraisals and coping theory as well as justice theory, to analyze comment data from the Xiaomi Community with natural language processing and binary logistic regression.FindingsOur results indicate that cognition and emotion are unnecessary for positive customer engagement. Users expressing different cognitions and emotions exhibit varied positive engagement behaviors. The behavioral dimension was the most frequently combined, followed by the affective and cognitive dimensions. Managers should adopt material or spiritual incentives to encourage users with positive emotions and cognition to become loyal. Additionally, addressing comments with distributive justice cognition can promote positive customer engagement.Originality/valueThis study clarifies the complex interplay between cognition, emotion and customer engagement behaviors, providing actionable insights for brand managers to foster customer loyalty and positive customer engagement.

The Effect of Implementing Servant Leadership Practices on the Adoption of Digital Transformation for Companies in the Telecommunications Sector

This study aims to analyze the effect of implementing servant leadership practices on adopting digital transformation among employees at Algeria Telecom’s commercial agencies in Laghouat. The independent variable, Servant Leadership, is explored through five dimensions: Moral Love, Empowerment, Humility, Vision, and Trust. Conversely, the dependent variable, the Adoption of Digital Transformation, is assessed through three dimensions: Operational, Relational, and Transformational. To fulfill the objectives of this research, a questionnaire was developed and administered to a sample of 74 employees. The data were analyzed using SPSS software version 25. To test the hypotheses, the study employed Structural Equation Modeling via Partial Least Squares (PLS-SEM) and the Bootstrapping method of testing the hypotheses of the study, through the Smart -PLS (4) software. The findings reveal that servant leadership practices notably influence the adoption of digital transformation among employees, with significant effects observed specifically in empowerment and trust, which recorded probability values of 0.008 and 0.024, respectively. In contrast, the dimensions of Moral Love, Humility, and Vision were found to exert no significant effect, as their probability values were 0.388, 0.183, and 0.167, respectively, which are above the significance level of 0.05. Based on these results, the researchers propose several recommendations: granting a portion of decision-making autonomy to employees to foster empowerment, encouraging teamwork towards common organizational goals, streamlining communication channels for efficient information delivery, and enhancing trust and job satisfaction through both material and moral incentives within the organization.

Повышение мотивации сотрудников производственных объектов нефтегазовой отрасли в области промышленной безопасности и охраны труда

The study considers problems of motivation for compliance with industrial and occupational safety requirements by employees engaged in production facilities and the necessity of motivation to achieve the required protection level. A set of measures implemented at enterprises to ensure industrial and occupational safety has been outlined; special attention has been paid to the need for diagnostics of the psycho-physical state of employees, their training, and motivation methods (external and internal). Most respondents have shown their interest in improving their knowledge to reduce accident risks at production. They believe that safety can be increased via the use of reminders at each stage of work. The study helped to identify the basic causes of low motivation for compliance with industrial and occupational safety rules and determine approaches to resolving the issue. The factors affecting low motivation and the degree of involvement in the process are insufficient attention to safety issues from the top management, insufficient involvement in the decision-making to improve safety, lack of material incentives for compliance with safety rules, and lack of opportunities for professional development. Criteria enabling the establishment of safe activity motivation principles have been identified, and certain measures to improve motivation have been proposed. The respondents have listed the following methods to increase the motivation of employees of oil and gas production facilities in the area of industrial safety: practice-oriented training with visual aids and case studies, the use of both material and moral components of positive encouragement to reinforce safe behavior, re-evaluation of safety programs based on employees’ feedback, results of monthly surveys and studies, and video recording of the work process.

Понятие и сущность наградной системы субъекта РФ

Based on the analysis of regional legislation, the article conducts a study of state incentives in the Subjects of the Russian Federation. Due to the fact that state encouragement is carried out in various forms, including material and moral incentives, the specifics of the award system of the Subject of the Russian Federation as a subject of regulation of award Law are established. It is concluded that the award system of the Subject of the Russian Federation includes precisely the awards of the Subject as objects of the material world, as well as the award Law of the Subject of the Russian Federation regulating the establishment, assignment, awarding and deprivation of awards in the Subjects of the Russian Federation.

Kinks as Goals: Accelerating Commissions and the Performance of Sales Teams

Piecewise-linear reward schemes are very common in workplaces; by definition, they divide the set of possible performance levels into disjoint intervals that could have psychological value to workers. When these schemes take the form of lump-sum bonuses, any psychological rewards associated with attaining a performance interval are hard to distinguish from material ones because both material and psychological incentives predict bunching at the output needed to earn the bonus. To disentangle these effects, this paper studies a common but understudied class of piecewise-linear pay—accelerators—in which the mechanisms’ predictions conflict. Using the distributions of daily sales in 103 small retail teams, we find that daily sales bunch at accelerators, which is inconsistent with models in which only material rewards matter. Combining simple theoretical models, institutional evidence, and heterogeneity analyses, we argue that this unexpected bunching results from teams’ decisions to use the convenient, salient kink points as shared goals, which yield symbolic utility to their members when the points are attained. This paper was accepted by Lamar Pierce, behavioral economics and decision analysis. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2023.01661 .

Вплив емоційного вигорання на поведінку персоналу

The article is devoted to «emotional burnout syndrome» and «professional burnout syndrome». The similarities and differences between these concepts are considered. The author presents models of professional burnout caused by stress and overwork, emotional burnout caused by stress and overwork, and imbalance in the employee’s personal life. Two groups of emotional and professional burnout symptoms are described – physical and behavioral. Attention is paid to the characterization of behavioral manifestations in the presence of two syndromes, under the influence of the depressive triad (low mood, inhibited intellectual activity, motor inhibition). In particular, the manifestations of incorrect, erroneous thinking in personnel (maximalism, overgeneralization, unfounded conclusions, selective perception, conclusions based on emotions, exaggerated sense of responsibility, personalization) are characterized. The author identifies and describes the dynamics of burnout, which includes six stages, according to G. Freudenberger’s research, whose views are shared by modern researchers on this problem. The desire to be liked and to join the team forces the employee to push himself in order to increase personal effectiveness; then he begins to feel external pressure on himself; then the employee begins to ignore his own needs and loses touch with himself; the employee worries fails and forces himself to work even harder and more, but physically and psychologically is no longer capable of practical work, so he begins to blame himself. Accordingly, the types of employees who have experienced professional burnout are characterized: «The Overachiever,» «The Taskmaster,» «The Perfectionist,» «The Micromanager,» «The Competitor,» «The People Pleaser,» «The Ruminator.» An attempt has been made to outline measures to prevent professional burnout by the company’s management and employees. Among the means of preventing and combating professional burnout on the part of the employer are moderate deadlines and indicators of planned productivity; resource support for the implementation of tasks; formation and maintenance of a favorable moral and psychological microclimate in the team; material and moral incentives, according to individual results, etc. The means of preventing and counteracting professional burnout at the employee level include self-knowledge and self-determination, horizontal career, etc. Keywords: emotional burnout, professional burnout, behavior, stress, staff, depressive triad, employee type.

Create Motivation for Commune-Level Civil Servants by Material Stimulation

The objective of this study is to present, analyze, and measure the motivation created for communal-level civil servants by material incentives in Hai Phong city. Based on the research overview and expert interview results, the creating motivation for communal-level civil servants by material incentives is measured by 7 attributes (components). Quantitative research method with the support of SPSS software. The author conducts descriptive statistics, analyzes the reliability of the scales through Cronbach's alpha coefficient, and EFA analysis. The research results show that the surveyed subjects evaluated the current situation of creating motivation for commune-level civil servants in Hai Phong city by material incentives at an average level of 3.99/5; the Cronbach's alpha coefficient of the component attributes is greater than 0.6; and is statistically significant. Based on the research results, the author proposes a number of recommendations to improve the creation of motivation for commune-level civil servants by material incentives in Hai Phong city.

Towards Sustainability: Exploring Community Involvement in Tourism Development

ABSTRACT This study examines the relationship between community involvement and sustainable tourism outcomes in Kelardasht, Iran, through the lens of empowerment theory and canonical correlation analysis. Using Pretty's Participation Typology, the research assessed residents' perceptions of seven constructs: self-mobilization, interactive, functional, material incentives, consultation, passive, and manipulative. It also evaluated sustainable tourism indicators across economic, political, social, environmental, cultural, and technological dimensions. Findings reveal that self-mobilization positively influences economic, political, and social sustainability, while interactive participation negatively affects economic, environmental, and cultural sustainability. Participation by consultation was found to reduce technological sustainability. The results indicate that greater participation empowers communities to shape tourism development, fostering economic and social-political cohesion. However, limited interactive engagement or superficial consultation may threaten sustainable development in the community. This study offers important insights into the complex dynamics of community participation and sustainable tourism, guiding efforts to maximize benefits and minimize negative impacts.

After Online Innovators Receive Performance-Contingent Material Rewards: A Study Based on an Open Innovation Platform.

In recent years, enterprises have increasingly recognized the pivotal role of external users in driving product innovation. Open innovation platforms (OIPs), which facilitate interactions between companies and external innovators, have emerged as critical conduits in this regard. However, OIP managers face the challenge of motivating innovators to sustain their contributions. While some OIPs have implemented material incentives, the impact of such rewards on users' ongoing innovation efforts remains uncertain. This study utilized a large-scale dataset from an OIP to examine how performance-contingent material rewards influence the subsequent behaviors of online innovators. Employing a quasi-experimental design involving propensity score matching (PSM) and difference-in-differences (DID) analysis, we found that receiving performance-contingent material rewards led to a decrease in the quantity of subsequent ideas generated by innovators. However, these rewarded innovators produced ideas of higher quality. Interestingly, the novelty of ideas submitted by innovators declined following their receiving of rewards. Moreover, newly enlisted innovators exhibited a more positive response to these incentives. Our findings provide valuable insights for platform managers seeking to optimize incentive mechanisms. We suggest adopting diversified incentive approaches and refining incentive strategies to effectively motivate continuous innovation among users on OIPs.

Platform incentives, user engagement and knowledge collaboration performance in online knowledge community: a cross-cultural perspective

PurposeThe purpose of this paper is to analyze the effect and mechanism of platform incentives on users’ knowledge collaboration performance (KCP) and the configuration leading to high KCP in online knowledge communities (OKCs) in the post-COVID-19 pandemic era from a cross-culture perspective.Design/methodology/approachA survey method and a standard questionnaire were applied. The data was analyzed using multiple regression and fuzzy set qualitative comparative analysis.FindingsThe results indicate that, for both kinds of users, self-enhancement and communication positively affect the KCP. User engagement significantly mediates the relationship between communication and KCP and knowledge absorptive capacity moderates the relationship between user engagement and KCP. In contrast, material incentive positively affects the KCP of Chinese users, while hurting the cross-cultural sample. And the promotion of KCP for cross-cultural samples does not require a higher engagement and knowledge absorptive capacity, while paying more attention to short-term interests, such as communication and self-enhancement.Research limitations/implicationsThe study only divides users into Chinese and cross-cultural foreign users, without a distinction between foreign users in different countries. In addition, the research is based on cross-sectional data and failed to try to explore the long-term effects of these incentives from the time dimension.Originality/valueThis study explores the incentive mechanism and configuration of OKC platforms to achieve high KCP for different users from a cross-cultural perspective. It provides new ideas and solutions for precise incentives for users of OKC platforms.

Experience of Material and Non-material Incentives for Teachers in Russian and Foreign Universities: Objectives, Methods and Results

Experience of Material and Non-material Incentives for Teachers in Russian and Foreign Universities: Objectives, Methods and Results

The Influence of Religious and Ethical Values on Mitigating Money Politics Among Women in Aceh

Money politics continues to pose a significant challenge in Aceh, notably among populations less acquainted with political processes and facing urgent economic needs. This study aims to explore the influence of religious and ethical values in countering money politics among Acehnese women. Employing a qualitative phenomenological approach, this research gathers primary data through interviews and supplements it with secondary data from existing literature. The findings reveal that although financial and material incentives are compelling, they do not invariably secure women's votes. Adherence to religious teachings, ethical considerations, and personal life philosophies significantly influence their decision-making processes. Although women in Aceh are highly susceptible to money politics, they are more likely to decline such offers compared to men, primarily due to their strong religious and moral convictions. To combat money politics effectively, strategies should emphasize political education and economic empowerment, reinforced by robust religious and ethical instruction, aiming to cultivate a more equitable and healthier democratic environment in Aceh.

Удосконалення системи мотивації персоналу на прикладі АТ «УКРПОШТА»

Companies must constantly look for new ways to increase efficiency and improve management systems in today’s competitive environment. We all know that talent is an organization’s most important resource. The more investment and attention paid to talent, the better the overall efficiency and profitability of the enterprise. Motivation is one of the main components of people management. When exploring the nature of motivation, it is essential to consider that motivation is a process that drives a person’s behavior in a specific direction, forcing them to behave in a certain way in a particular situation. By understanding motivational methods that have yet to be sufficiently studied, we can better explain people’s behavior at work or in other situations. At the current stage of business and logistics industry development in Ukraine, Ukrposhta faces challenges and tasks related to increasing competitiveness and improving customer service. One of the crucial factors influencing the successful fulfillment of these tasks is the compelling motivation and management of personnel. The incentive system at Ukrposhta may need to be revised or improved to ensure high productivity and employee satisfaction. Motivation processes need to be more transparent, non-individualized, and able to consider the needs of different groups of employees, such as couriers, sorters, managers, etc. This situation can lead to low productivity, decreased motivation, increased staff turnover, and deterioration in the quality of customer service. The purpose of the article is to study the peculiarities and importance of forming an effective labor motivation system at an enterprise, as well as to analyze the current state of the motivation system at Ukrposhta JSC and to find ways to improve it. Improving the staff motivation system is crucial to any organization’s successful management and development. Companies can achieve many benefits with a properly designed and implemented motivation system. Motivated staff work more efficiently and achieve high results, contributing to the company’s productivity. Suppose employees feel valued and have development opportunities. In that case, it reduces the risk of losing valuable staff and the need to find new employees. Satisfied employees are more focused on the quality of their work and customer service, which helps to attract and retain customers. An effective incentive system can foster creative and innovative solutions among employees. A well-designed incentive system can improve the working climate, make the work environment more conducive, and promote teamwork. A robust incentive system can be a tool for attracting and retaining talented employees. Thus, at Ukrposhta, remuneration is the main economic incentive. The company uses various forms and systems of labor. Management pays attention to material incentives but ignores stimulating the moral needs of subordinates, such as improving work performance and conditions, maintaining team spirit, etc. Keywords: motivation, motivation system, staff motivation, improvement of motivation, ways of motivation.

THE CONCEPT OF PERSONNEL ADAPTATION AT ENTERPRISES: ONBORDING AND E-LEARNING

It is substantiated that the basis of the successful activity of any enterprise today is its personnel potential. From the qualification level of personnel, his general experience and motivation depends on the effectiveness of the enterprise. It is proved that possessing specific operational and strategic functions, the staff provides a leading role in the development of any enterprise. Until recently, such concepts as "personnel adaptation system" and "personnel management" were completely absent in the practice of management at enterprises.It is analysed that modern conditions of management require HR management to improve the system of adaptation of personnel at enterprises. This is the most important factor in the system of ensuring the efficiency of staff.It is substantiated that the adaptation of personnel is a complex process of familiarizing new employees with the conditions and rules of work in the enterprise, as well as assistance in integrating a new colleague into the team. This adaptation is necessary for both new employees and those who change positions, but remain to work in the enterprise. The article notes that in addition to the individual selection of personnel, the general system of personnel adaptation at enterprises is aimed at creating a favourable microclimate in the team, establishing partnerships, securing new employees at the enterprise. As a result of the functioning of this system, the enterprise receives economic stability, increasing labour productivity and the level of individual responsibility, increasing staff motivation, creating a positive image of a company or enterprise, improving competitive positions in the labour market. It is investigated that despite the fact that each individual enterprise carried out adaptation and management of personnel directly through the top management, it had an established system of personnel management. In connection with the processes of decentralization, all talent management systems needed a thorough review and updating. Change of these systems began with the introduction of social packages, flexible work schedules, moral and material incentives for staff

Development of a Community-Driven Waste Reduction Education and Action Program

Mismanaged and excessive waste has adverse effects on natural environments, economies, and human health. To address these waste issues, the Sustainability with Awareness and Prevention Solutions Program was developed and implemented in communities along the Mississippi Gulf Coast (USA) with the aim to provide the knowledge and actions needed to reduce or eliminate mismanaged and excessive waste. The program uses four educational modules focused on (1) microplastics in the watershed, (2) food waste, (3) single-use plastics, and (4) involvement in community prevention and removal programs. The program curriculum was written to meet education standards in Mississippi for 5th grade gifted, 6–8th grades, and 9–12th grades, and can be easily adapted to other states’ curriculums. The program provides material incentives to participants so knowledge learned can immediately be translated to behavior change. The program is continually being developed to find the best methods to implement behavior change at multiple scales.

The role of organizational culture in material and non-material incentives for employees

Aim. To identify the role played by organizational culture in material and non-material stimulation of employees.Objectives. To describe and structure the key components of organizational culture; to disclose the concept of organizational climate and identify its relationship with organizational culture; to characterize the influence of the type of corporate culture on the prevailing type of incentives.Methods. The conducted research is based on the descriptive method, analysis and comparative method. Innovative, systemic and scientific approaches were applied as basic ones.Results. In today's highly turbulent global economic space, the survival of a company serves as an essential element of its strategy. Within the framework of counteraction to destructive forces from the external environment it is the organizational culture that today acts as a staple that allows to maintain the company at the proper level. In the context of understanding the essence of organizational culture, the authors adhere to this approach. The author's definition of the concept under study is given in the article. The approach based on the position that organizational climate is a part of organizational culture is presented. The influence of the type of corporate culture on the prevailing type of incentives is estimated.Conclusions. The study of organizational culture as a process reflects the understanding that each type of it has its own peculiarity. Practically there is no strictly defined type, especially since each company creates an individual organizational culture. The article traces the understanding that in the formation of organizational culture should pay close attention to the role played by one or another of its type in the material and non-material stimulation of employees.

الحوافز المادية وأثرها على إنتاجية الموظفين: إدارة التعليم بحفر الباطن نموذجاً

The research problem is evident in studying: What is the impact of financial incentives on the productivity of employees in the Education Department in Hafr Al-Batin Governorate? The study aimed to examine the financial incentive system in place in institutions and their role in improving employee performance. The objective limits of the study include its focus on knowing the impact of incentives, both material and moral, and their impact on employee productivity in the Education Department in Hafar Al-Batin as an example. The application of the study was limited to employees in the Education Department in Hafr Al-Batin Governorate during the year 2023-2024. The study relied on the descriptive correlational approach to determine the level of material incentives and their impact on the productivity of employees in the Education Department in Hafr Al-Batin. The study population consists of employees of the Education Department in Hafr Al-Batin Governorate, while the target study sample consists of employees whose number ranges from (228) employees. The study found that responses are statistically distributed according to relative strength (68.70%). The study recommends that the standard for evaluating employees' performance be the standard of reward and punishment within the work environment, so that the use of incentives, whether positive or negative, against employees comes in a way that ensures achieving the goals of the incentive system.

Research on the Incentive Mechanism of Teachers in Private Schools

In the face of the vigorous development of today's society, with the continuous progress of economy and society, the education policy is constantly improved, and the people's attention to education is constantly increasing, and the demand for high-quality education is gradually rising. Under such a social background, private education has entered a period of rapid development. The number of private schools and the number of students has been on the rise, and the education of private schools has become an important part of the development of education in our country. However, due to the relatively short development time of private schools, the relatively weak teachers in some schools, and the imperfect internal incentive mechanism of schools, there are problems in the incentive mechanism of private teachers in the current stage, such as poor evaluation of professional titles, disharmony between material incentives and spiritual incentives, and low participation of teachers, which is not conducive to the improvement of teachers' enthusiasm and work level. Therefore, improving the incentive mechanism of teachers in private schools is conducive to stimulating the enthusiasm of teachers and improving the quality of teachers' work, and plays a positive role in enhancing the overall strength of private schools. This paper takes S private school as the research object, based on the two-factor theory and equity theory, mainly through some problems in the current teacher incentive mechanism of S private school, and puts forward improvement suggestions in view of existing problems, to provide some references for other private schools.

Evaluating the Impact of Financial Incentives for Employees of the Libyan Rural Bank

This study aimed to clarify the impact and importance of types of financial incentives, and to evaluate the current status of the incentive system for bank employees, which included various categories of employees in the general administration of the Libyan Rural Bank, so that the problems and obstacles they face are identified, and to present a package of proposals and recommendations that can help increase.Individual performance and improving and developing the incentive system. The study was conducted on 71 individuals working at the bank, who occupy most of the senior, intermediate and lower administrative positions working in the general administration of the Libyan Bank. Therefore, a comprehensive survey was preferred over selecting a random sample representative of the research community. The most important results revealed by this study are the presence of a strong correlation between the general performance variable and other variables, and it is arranged in descending order as follows: material incentives, general satisfaction, then training and promotions. There is no correlation between the general performance variable and the variables of the impact of material and moral incentives on employees and attention to them. The perception of the study community's vocabulary was positive regarding phrases in the field of general job performance, phrases in the field of material incentives, and phrases in the field of the impact of material and moral incentives on employees. There are no statistically significant differences between the vocabularies categories of the research community regarding phrases in all fields related to gender, age, marital status, number of family members, educational level, housing, years of experience, or income, while there are only differences in the field of material incentives belongs to gender.