Monetary Motivation Research Articles

The impact of monetary and non-monetary motivation on employees' performance: a case study of Hyderabad Electric Supply Company

The aim of this research study is to identify the impact of monetary and non-monetary motivational factors on the performance of the employees of HESCO, Hyderabad, Pakistan. A sample of 217 questionnaires were distributed and filled up by the employees at the head office of HESCO which were based on two sections. On the other hand, descriptive statistics, multi-collinearity, correlation and multiple regression analysis were analysed by SPSS. Researcher concludes that in monetary motivation factors, salary and promotion have positive influence, whereas bonuses have negative impact on employee's performance; in non-monetary motivation factors, job security, recognition and appreciation have positive impact, whereas working conditions have negative impact on employee's performance.

ПЕРЕВАГИ, НЕДОЛІКИ ТА ПЕРСПЕКТИВИ ВИКОРИСТАННЯ ВІДРЯДНОЇ ФОРМИ ОПЛАТИ ПРАЦІ В УМОВАХ ВИРОБНИЧОГО ПІДПРИЄМСТВА

The paper considers the conditions of expediency of using the piece-rate form of pay in the modern industrial environment. The necessity to ensure implementation of the motivational and stimulating role of the pay system is noted, as both business efficiency and employee motivation depend on this choice. The extensive use of piece-rate form of pay at industrial enterprises is related to its proven advantages, the main of which is the obvious relationship between production output and wages. This stimulates to increase individual employee productivity rate and efficiency the production system as a whole. The reason for the piece-rate form of pay to be promising to consist in its flexibility and ability to transform depending on the specifics of production environment and conditions of labour organization. Emphasized that despite mentioned advantages, implementation of piece-rate form of pay has its own certain limitations and risks. Specifically, it does not natively support accounting for a quality parameters of production, may lead to violation of production process synchronicity requirement and omit compliance to the norms of material consumption. Is determined that while choosing forms and systems of pay, it should be clearly understood that the development of an effective such system for successful monetary motivation of employees at the enterprise environment is an extremely complex task and depends on multiple factors, even if we take into consideration industrial enterprises only.

Beyond monetary motivation: the moderation of Hofstede's cultural dimensions

PurposeThis study explicitly examines how Hofstede's cultural dimensions moderate the relationship between nonmonetary motivation factors and performance.Design/methodology/approachThrough the simple random sampling technique, the hypotheses were tested with a sample of 604 employees from a mobile telecommunication company operating in both China and Ghana, two countries that represent two same and opposite cultural poles on Hofstede's cultural dimensions.FindingsThe results point that employee motives such as relationship, supervision, challenging work and achievement are moderated by cultural values. Whilst employees with high power distance cultural values are highly motivated by high supervision, those with low individualistic cultural values are highly motivated by high relationship. The results also depict that whilst the interaction effects between supervision and power distance and relationship and individualism on performance were marginal for both China and Ghana samples, the interaction effect of achievement and masculinity as well as challenging work and uncertainty avoidance on performance had great differences due to the different cultural values for the two countries.Practical implicationsThis study implies that, as organizations are devising strategies to lower personnel costs in a recessionary period, there is the need to redesign motivation factors that go beyond monetary means and based on the cultural background of an employee in order to improve performance.Originality/valueThis is one of the few studies that focused on nonmonetary motives from a cultural management perspective with samples from emerging economies.

Mining Consumer Minds: Downstream Consequences of Host Motivations for Home-Sharing Platforms

AbstractThis research sheds light on consumer motivations for participating in the sharing economy and examines downstream consequences of the uncovered motivations. We use text-mining techniques to extract Airbnb hosts’ motivations from their responses to the question “why did you start hosting.” We find that hosts are driven not only by the monetary motivation “to earn cash” but also by intrinsic motivations such as “to share beauty” and “to meet people.” Using extensive transaction-level data, we find that hosts with intrinsic motivations post more property photos and write longer property descriptions, demonstrating greater engagement with the platform. Consequently, these hosts receive higher guest satisfaction ratings. Compared to hosts who want to earn cash, hosts motivated to meet people are more likely to keep hosting and to stay active on the platform, and hosts motivated to share beauty charge higher prices. As a result, these intrinsically motivated hosts have a higher customer lifetime value compared to those with a monetary motivation. We employ a multimethod approach including text mining, Bayesian latent attrition models, and lab experiments to derive these insights. Our research provides an easy-to-implement approach to uncovering consumer motivations in practice and highlights the consequential role of these motivations for firms.

A ONE-TIME BONUS PAYMENTS IN THE SYSTEM OF MOTIVATION OF PERSONNEL OF HIGHER EDUCATIONAL INSTITUTIONS

Staff motivation is of high importance for improving the efficiency of higher education institutions. At the present stage, institutions use extensive, documented systems of staff motivation, which tend to become more complex and develop. In the event of circumstances that are not provided for by motivation systems, it is possible to pay one-time bonuses, which allows not only to effectively solve economic issues, but also to serve as an incentive to develop and improve the existing system of personnel motivation. When making a decision on the payment of a one-time bonus, there is a need for a reasonable determination of its monetary value. At the moment, numerous scientific works on the study of motivation insufficiently consider the principles of formation and determination of the size of monetary motivation in principle. The author proposes a method for determining the economically justified monetary range, which can be used to achieve employee motivation of consent. Additionally, approaches to calculating the monetary value of a one-time premium are presented. The advantages and disadvantages of the proposed methods for determining the economically justified monetary range, the amount of labor costs, and calculating the average hourly income are evaluated. Examples of using the proposed methods are given. The results of the study may be of academic interest for researchers-economists and practical interest for the work of financial and economic services not only of higher educational institutions, but also of other organizations.

Chapter 9: Writing as Capital: The Emancipatory Act of Writing for Profit, Advocacy, and Charity

Context Writing is an agentive act. Despite drastic improvements over the past few decades in writing instruction and the push for sharing with authentic audiences, the majority of writing students do is still for the teacher. These practices are at odds with those who advocate for classrooms that are culturally relevant, culturally responsive, and culturally sustaining. When students write for the sole purpose of “doing school,” they are denied opportunities to use their writing voices to write about, for, and within their communities. Writing is used to empower—to pose problems and solve them. The distribution of that writing is equally important. Publication matters. It is in the distribution and response to writing that one can experience the power of written words to impact one's world. Purpose In this chapter, we outline authentic purposes for writing centered on culturally relevant, responsive, agentive, and sustaining pedagogies. We describe the writer's workshop, an instructional structure in which to embed these pedagogies. The writer's workshop is the setting in which these students were situated to write purposefully. We take the reader into three classrooms using descriptive vignettes. The three classroom vignettes presented frame emancipatory writing for (a) personal profit to reinforce the value—monetary and social—of using one's intellectual skills and written words for personal gain; (b) advocacy—through fostering critical consciousness that explores equitable and just familial structures and relationships and monetizing written words to directly impact a family through adoption; and (c) charity—through a service-learning project in which students used writing to influence others to financially support a charity that helps people who have been impacted by oppression in the forms of kidnapping, trafficking, and modern-day slavery. Research Design This is a narrative accounting of three teachers’ experience implementing this practice in their own classrooms. Conclusions In all three instances, children were agents who wrote for monetary motivation— seeking and acquiring capital for themselves, for others, or to effect desired social change. Moreover, the outcomes were achieved by students who used their skills and worked within their capacities to meaningfully effect change. Suggestions for implementation and generalization are offered.

A qualitative study of gambling, deprivation and monetary motivations

ABSTRACT The link between gambling and deprivation is well recognized both in the UK and internationally; and manipulating perceptions of relative deprivation can encourage people to gamble. The current study sought to learn more about whether individuals who gamble consciously perceive themselves to be motivated by feelings of deprivation, and how this is contextualized alongside monetary factors more broadly. Thematic analysis was conducted on 25 in-depth qualitative interviews with UK residents who gamble regularly; most of whom resided in areas of high socio-economic deprivation. Monetary themes relating to financial circumstances, the meaning and value of money, and the perception of gambling as a way to make money, all had strong relevance for deprivation, though people did not often endorse the idea that relative deprivation was important to them, per se. We conclude that gambling motivations are complex and heterogeneous, and that it is pertinent for prevention and intervention strategies for problem gambling to consider individuals’ financial circumstances and how they perceive them, along with how this intersects with their gambling motives.

Motivation Differences behind Knowledge Sharing Behaviour among Instagram Food Bloggers in Bandung

Abstract. Since becoming a "pop culture" for the millennial generation in sharing information and knowledge, social media has been able to open opportunities for culinary industry players, especially restaurant owners and food bloggers, to collaborate using social media to achieve mutually beneficial goals. Food bloggers uniquely connect restaurants and consumers through culinary product reviews, categorised as knowledge sharing. However, the difference in the motivation behind the knowledge sharing process raises questions about the practice of knowledge sharing that is carried out because of monetary motivation and non-monetary motivation. Following that question, this study aims to understand the motivation behind knowledge sharing activity and sustainability carried out by food bloggers as knowledge contributors. Using the phenomenological approach and method, this research was conducted by arranging interviews with notable food blog account owners on Instagram to explore their experiences as a food blogger. The phenomenological analysis is used to reveal the essence of their experience related to motivation to become a food blogger that encourages them to share their knowledge on social media. The study conducted found that the shift from non-professionals to non-professional food bloggers was due to the trend of reviewing food and requests for cooperation from other Instagram users. On the go, no food blogger has purely monetary or non-monetary motivations. Both motivations emerge and have their respective impacts. Monetary motivation allows food bloggers to experience knowledge-sharing process and behaviour adjustments due to cooperation with restaurant owners. In contrast, non-monetary motivation enables food bloggers to carry out knowledge sharing processes and behaviours independently. Keywords: Knowledge sharing quality, monetary motivation, non-monetary motivation, food blogger, social media

The level of aspiration as an indicator of a person’s desire for financial well-being

The mobility of the modern world generates interest not only in innovative technologies but also in workers themselves, the assessment of their level of aspiration. Consequently, the level of aspiration falls into the zone of research interest and should be considered as a significant factor of human practical activity. It can be studied through diagnostic procedures aimed at identifying the structural and content components free of the professional subject orientation. This corresponds to the study of the level of aspiration on the material of aspiration for financial well-being. The conducted empirical study explores the characteristics of the level of ambition including a focus on the goal, monetary motivation, professional preferences, assessment of personal resources and capabilities. The study sample consists of 42 budgetary workers at the average age of 35. The overall direction and purpose of the empirical study are associated with revealing the characteristics of the level of ambition and its interrelation with Homo faber’s desires and expectations, motivational and personal characteristics, value orientations, and focus on the goal. The primary research method is a written questionnaire (a survey). Goal orientations are found to be quite strongly expressed in the studied sample, the respondents have developed self-respect and are not inclined to shift the blame to external circumstances but lack ambition. It is revealed that a budgetary worker desires financial well-being and high income and does not mind getting rich but is not ready to change themselves and compromise the established norms of a stable life. The level of aspiration is found to be “split”: the set objective goals are low compared to higher ones kept to oneself.

НОВІТНІ УПРАВЛІНСЬКІ ПІДХОДИ ДО КРЕАТИВНОЇ МОТИВАЦІЇ ПРАЦІВНИКІВ

Статтю присвячено обґрунтуванню необхідності постійно поновлюваного заохочення персоналу та трансформації управлінських підходів до креативної мотивації. Визначено небезпечні наслідки феномена Р. Шпренгера «будь-яке мотивування руйнує мотивацію» для креативного розвитку організації. Доведено, що грошова мотивація також не є ефективним інструментом стимулювання креативного розвитку персоналу. Проведено аналіз результатів комплексного моніторингу планованих змін у практиці винагород вітчизняних підприємств (заробітні плати, програми надання премій і пільг) в галузі управління розвитком персоналу. Визначено основні фактори, що впливають на ухвалення мотиваційних рішень. Обґрунтовано ефект витіснення екстернальним мотивуванням інфернальної мотивації: інтерес до винагороди витісняє інтерес до творчої праці як такої. Описано роль нейромедіаторів. Визначено новітні управлінські підходи до креативної мотивації працівників та їх передумови.

Reconciliation Between Monetary Incentives and Motivation Crowding-Out: The Influence of Perceptions of Incentives on Research Performance

Motivation crowding theories suggest that the influence of performance-based monetary incentives on performance may depend on how employees perceive the incentives. To examine the crowding-out effect, this article analyzed a panel dataset of faculty’s research published over 9 years in a Korean university, focusing on the moderating role of perceptions of incentives. We found that, as the university increased financial incentives for research performance, academic researchers who perceived the incentives as supportive published more papers in higher impact factor journals. In contrast, the quantity and quality of research performance of those who perceived such incentives as controlling were not significantly associated with the increase in the incentives. To improve the performance of the performance-incentive system with potential crowding-out effects, administrators should communicate with employees to help them perceive incentives as supportive and positive.

Holistically assessing collaborative culture in the AEC industry

The insufficient understanding and literature on people collaborating in the Architectural-Engineering-Construction (AEC) industry has prompted researchers to investigate this by conducting project-to-project comparisons. A mixed method-based comparison of two construction projects’ design teams was made in order to present factors to be considered in fostering a positive collaborative culture. Client knowledge and involvement, existing relationships between teams, stronger informal collaboration, a decentralised leadership style and the adequate monetary motivation to a firm were found to be most critical. The study also assessed whether the use of holistic analysis methods can quantitatively show the differences between the projects; in particular, which project had a more positive collaborative culture. The perception based method used correlated the variance of perception of the teamwork environment and systemic risk to the projects with a more positive collaborative culture; 80% of constructs (some postulated attribute of people assumed, to reflect in test performance) supported the qualitative data. Additionally, assessments of the personalities of respondents from the project with a more collaborative culture also showed higher collective agreeableness. Findings suggest that projects with more changes, more assumptions made and uncertainty in requirements affect the collaborative culture negatively.

CEO Pet Projects

Using hand-collected data on CEOs’ personal assets, we find that CEOs prioritize corporate investment projects that increase the value of CEOs’ private assets. Such pet projects are implemented sooner, receive more capital, and are less likely to be dropped. This investment strategy delivers large personal gains to the CEO, but selects lower NPV projects for the firm and erodes its investment efficiency. Using information from CEOs’ relatives as an instrument for the location of their private assets, we argue that these effects are causal. Overall, we uncover CEOs’ private monetary motives in capital budgeting decisions.

도박 부채, 금전동기 및 문제성 도박의 관계: 기질(BAS/BIS)의 조절된 매개효과

도박 부채, 금전동기 및 문제성 도박의 관계: 기질(BAS/BIS)의 조절된 매개효과

The ambiguities of money-making

PurposeIndie developers are part of the creative fringe of the video game industry, fashioning an identity for themselves as a community committed to the development of video games as a cultural expression and art form. In playing this role, money-making is ambiguous inasmuch as economic return is honorable if such interests remain unarticulated and execute minimal influence on the development work process, while the possibility of producing a successful commercial video game is simultaneously one of the primary motivations for new industry entrants. The paper aims to discuss this issue.Design/methodology/approachThe paper reports on the empirical material drawn from a study of indie video game developers in Sweden, a leading country for video game development.FindingsTo reconcile tensions between video game development in terms of being both cultural/and artistic production and business activity, easily compromising the perceived authenticity of the subject in the eyes of audiences (e.g. hardcore gamers), indie developers distinguish between monetary motives ex ante and compensation ex post the release of the game. Indie developers thus emphasize the metonymic function of money as this not only indicates economic value and currency but also denotes a number of business practices that indie developers have otherwise avoided in their career planning as they believe these practices would restrain their creativity and skills.Originality/valueThe study contributes to the scholarship on video game development, the literature on creative industries, and the economic sociology literature examining the social meaning of money and how social norms and values are manifested in professional ideologies and practices.

CHARACTERISTICS OF MOTIVATION IN THE SELLERS’ PROFESSION

The research target is to reveal peculiarities of sellers motivational profile.The research was carried out in “Kego-S” ltd in Almaty city. There have been sellers and founders of “Kego-S”ltd involved in research. The total volume of choice amounted to fifty people. There have been three men and fortyseven women among them. An average age of tested was 33. To research peculiarities of sellers motivational profilewe applied the following methodic: Motivation profile of Ricci Martin, Psychological typology of leading rolesidentification of Meredit Bellbin, Definition of labor motivation type of V.I.Gerchikov, “Constructiveness of Motivation” methodic of O.P.Eliseyev. The recognition gain from other people is leading, i.e. in people around appreciated merits, achievements and various means: from oral gratitude to material encouragement that says about theprevailing factor of non-monetary motivation of the trade personnel. The received arithmetic-mean indicators ofsellers role features in a section of Belbin test results correspond to a standard professiogramm of the seller, implementers and diplomats on the role qualities correspond to this professional identity. The seller with the prevailingrole of the diplomat, is adjusted on cooperation, a susceptibility, diplomacy and prevention of friction, has a highneed for closer contacts with others for establishment of rules and directives of work performance and for a comfortable surrounding situation. As the conclusions drawn by results of research, authors state about need of actionssystem for introduction of not monetary motivation. The main effect reached by means of similar stimulation is anincrease of loyality level and interest of employees in the company.

Energy saving in Italy in the late 1990s: Which role for non-monetary motivations?

The paper studies the relationship between energy saving behaviour, monetary drivers and non-monetary motivations in Italy, in a period, the end of the 1990s, when the energy industry was not yet liberalized, there were no energy saving incentive schemes, and the environmental sensitivity and information were lower. We consider as dependent variable the frequency with which individuals switch the light off when leaving a room; as monetary drivers, income and perceived energy costs; while non-monetary motives in our model are measured by proxies of pro-environmental attitudes, environmental information, social pressure, and pro-social behaviours. The analysis is based on probit and logit models estimated on a sample from the Multipurpose Household Survey dataset, conducted by the Italian Statistical Office. We find that individuals who were less concerned about environmental issues were also more attentive in energy saving behaviour, suggesting, together with results about income and perceived energy costs, that monetary motivations were primary in driving this energy saving behaviour. Such findings are robust to the inclusion of variables accounting for pro-social behaviours. Altruism by individuals who claim to be more concerned about broad environmental externalities may have adversely affected their propensity to optimize energy consumption.

The Effects of Monetary Motivation on the Relationship between Pain-Related Fear and Avoidance Behavior

The Effects of Monetary Motivation on the Relationship between Pain-Related Fear and Avoidance Behavior

Postindustrial transformations of administrative approaches to creative motivation

The decisive feature of creative management is the creation of conditions for self-realization, which determines the relevance of the study of the transformational vector of creative motivation for the development of creative capabilities of staff. A significant problem of psychological management approaches to creative motivation is the awareness of the need for continuously updated material incentives for staff. A reward received as a deserved prize may cause its unjustified expectation in the future, and its absence begins to be perceived as an unfair incentive system. Monetary motivation is also not an effective tool for stimulating the creative development of staff, because its positive-motivating effect only manifests itself in the first 48 hours. The introduction of a bonus system as a short-term incentive usually indicates the desire of managers to mechanically control the motivation of employees. The use of bonuses is based on the incorrect assumption that an employee does not fully utilize his own potential, and this leads to a motivated inconsistency between the actual and the possible volume of work. Thus, the system of bonus incentives, not taking into account the complex interweaving of market factors, market conditions, prices, products, competition, can destroy the employee's responsibility for achieving the resultant results. Motivated systems that directly rely on quantitative results of work often target workers to achieve short-term success, ignoring long-term development prospects. The effect of displacement of internal motivation with external motivation is manifested: interest in remuneration displaces interest in creative work. Material incentives appear to be incapable of motivating most of them to a long-term desire for self-improvement, development and achievement of creative results. Job satisfaction, diverse activities that require dedication, self-planning goals, education and training, and participation in management are often more important than attractive wages and bonuses in the form of a bonus. The psychological danger to the head is also the use of established non-material methods of stimulating creativity, which often provoke material expectations from the staff. The newest managerial approaches to creative motivation must mutually coordinate the nonlinear combination of different directions of material and immaterial stimulation, despite their certain contradictory nature. Thus, the motivation of creativity focuses on the psychological self-regulation of the individual, integrating the intellectual, motivational, volitional and emotional components of creative activity.

PARTICIPATION MOTIVES, MORAL DISENGAGEMENT, AND UNETHICAL BEHAVIOUR IN IDEA COMPETITIONS

Idea competitions are becoming increasingly used as a resource for supporting the front end and downstream acceleration of innovation. But unethical behaviour of participants in such competitions can be detrimental, both for the organiser and for the motivation of the participating community. We assume that unethical behaviour can be explained by examining personal motives for participation and their influence on moral disengagement (MD) in which people are able to disengage from the self-regulatory process that normally impedes individuals from acting in a way inconsistent with their own moral standards. We hypothesise that monetary motives as representative for extrinsic motives for participation are positively related to MD while hedonic motives as representative of intrinsic motives are negatively related to MD. Our findings offer support for the positive relationship between MD and the tendency to make unethical decisions. Moreover, our results confirm a negative relationship between hedonic benefits and unethical behaviour. In addition, MD mediates the relationship between participants’ motivation for hedonic benefits and the tendency to make unethical decisions.