Non-monetary Incentives Research Articles

Challenges and Issues of Nurses in Serving COVID-19 Patients: A Study with Reference to Guntur District of Andhra Pradesh

Health care became priority due to COVID-19 pandemic. Despite governments have taken utmost preventive and safeguarding measures, many people lost their lives due to disorganized medical care system in India. The role of nurses in serving the severe COVID patients is exuberant. Nurses have direct contact with COVID patients and must spend longer hours in and around the patients. The way nurses rendered services under extreme lockdown conditions is quite palpable. They do have lot of stress in discharging duties during the pandemic. The aim of this paper is to address the challenges and issues of nurses while serving COVID-19 patients and to provide appropriate measures to overcome challenges during the pandemic. The study is empirical and descriptive in nature. Shortage of nurses, afraid of viral infection, longer shifts, heavy workload, inadequate PPE, social stigma, maintaining social distance with loved ones of family members, relatives, and friends, lack of appreciation and recognition by the doctors, helplessness towards colleagues, and lack of awareness of safety protocols among COVID-19 positive patients caused physical and psychological stress among nurses. They have adapted a coping mechanism with belief in God, support from family and friends, soothing conversation with a peer group, kind treatment to each other, concern for well-being of humanity to bail out the situation during the pandemic.Outbreak of COVID-19 created unprecedented challenges and lessons to people of the globe. People praise only doctors in contribution of saving lives while healthcare professionals like nurses often are ignored, undervalued, and underpaid in healthcare sector. Nurses play vital role in saving lives with their altruistic services. They too have faced drastic challenges in the pandemic. Insufficient medical staff and equipment, increased workload with longer shifts, social exclusion, fear of being infected, shortage of PPE kits, and mismanagement are some challenges which put nurses in adversity with physical and psychological stress. Monetary and non-monetary incentives such as economic support, word of appreciation and work recognition, safe and adequate PPEs, and appropriate workload would motivate nurses to contribute more during the pandemic. Public health emergency must put in practice to ensure quality healthcare services.

Through the rhetoric art: CEO incentives in sustainability sensitive industries

Purpose This paper aims to explore the relationship between the readability of sustainability reports and chief executive officer (CEO) attributes, comprising monetary, non-monetary incentives and personal characteristics. Design/methodology/approach The study is based on an international sample of companies operating in sustainability-sensitive industries during 2016–2018. Findings The results prove that CEO monetary incentives, as well as CEO non-monetary incentives, negatively influence the readability of sustainability reports, revealed in a positive relationship with readability indexes, by providing reports with greater reading difficulty. Additionally, this study shows evidence about the relation of complementarity between these incentives. Other CEO characteristics have no significant effect on the readability of sustainability reports. Originality/value This research sheds the light on the role of CEO incentives in obfuscating sustainability information to portray the company, operating in sustainability-sensitive industries, in a favorable image.

Pay Now or Pay Later: The Impact of Time on Payment Preference in Hotel Booking

The “book now, pay later” phenomenon is one form of payment which has flow-on effects such as increasing last-minute cancelations. To encourage prepayment, some hotels have been offering a price discount or free upgrade for choosing the “pay now” option, but little is known about which incentives can generate better outcomes. This study aims to examine what types of payment options are preferable based on the time between booking and check-in (i.e. temporal distance), and to investigate how the payment options and temporal distance jointly influence perceived risks. The findings demonstrate that while people prefer the pay now with monetary incentive option when traveling time is in the near future, they mostly prefer the pay later option when traveling time is distant. In addition, people planning a trip in the distant future perceive significantly higher risks from the pay now with non-monetary and monetary incentive options than from the pay later option.

Beyond Institutionalization: Planning for Sustained Investments in Training, Supervision, and Support of Community Health Worker Programs in Bangladesh.

Bangladesh has a long history of mature and institutionalized community health worker (CHW) programs in primary health care. However, there is a lot of variability in the performance of the CHW programs in Bangladesh, as well as challenges associated with retention of CHWs. This study describes the challenges for CHWs, which in turn affect their motivation and performance. This study was conducted from December 2019 to January 2020 in 4 districts in Bangladesh: Cox's Bazar, Khulna, Rajshahi, and Sylhet. Twenty focus group discussions were conducted with 121 participants, including family welfare assistants (FWA), health assistants (HA), and their direct supervisors. Thirty in-depth interviews were conducted with upazila and district-level stakeholders. Data were analyzed using a thematic approach with a particular focus on CHW motivation, job satisfaction, and incentive preferences for improving morale and performance. Several nonmonetary and monetary factors affect CHWs' motivation, performance, and job satisfaction. Recognition by the community, availability of promotions and technical recognition, increased training opportunities, reduced workloads, identification as government employees, access to transportation, provision of working tools, and improvements in the workplace environment were identified as important nonmonetary incentives. CHWs also discussed the importance of sufficient salaries and allowances. Several factors impede the effectiveness of the CHW programs in Bangladesh. Changes to technical ranks and wages for the health care sector need to take a sector-wide lens to enable systematic calibration of wages for all health care workers. This study highlights that institutionalization of CHWs without adequate and sustained support for continued training, compensation, supervision, access to working tools, and recognition is insufficient to drive change. Identifying pragmatic strategies that can be supported through existing government budgets to address these factors is vital to sustaining the community health workforce in Bangladesh.

Employee Motivation and Job Performance: Empirical Evidence from Nigeria

This study aims to establish whether there exists a link between employee motivation experiences and job performance. A descriptive research survey was adopted as 206 senior cadre employees of First Bank of Nigeria were sampled using cross-sectional data from a semi-structured questionnaire. The result revealed that both monetary (competitive salary, salary raise, allowances, bonuses, and percentage profit sharing) and non-monetary (job security, job training, career advancement opportunities, flexible working hours, and retirement benefits) motivational incentives have a significant positive correlation with employee job performance in study organization. Specifically, it was revealed that competitive salary (R= 0.809) is the leading monetary motivational factor as job security (R=0.835) tops the ranking for non-monetary motivational factors. It was recommended that study organization will have to employ a mix of both monetary and non-monetary incentives in driving higher performance. Findings also showed that female employees are more motivated by non-monetary incentives (58%) while male employees are more motivated by monetary incentives (61%). Therefore, management should be more strategic in implementing its yearly financial reward contest and public recognition as this will induce the employees to engage in work behaviour that drives higher-level performance.

Learning from praise: Evidence from a field experiment with teachers

Financial incentive programs for teachers are increasingly common, but little is known about the effectiveness of non-monetary incentives in improving educational outcomes. This field experiment measures how repeated public praise for the best teachers impacts student performance. In treated schools, the students of praised teachers perform better on standardized exams undertaken six months after the intervention. Praised teachers also assign higher marks to their students two months after the intervention. The students of teachers who are not praised in treated schools are assigned lower marks two months after the intervention, but they do not perform any worse on final exams. Compared to costly interventions where teachers receive financial incentives, the effects of public praise for praised teachers are remarkably large.

Payment for ecosystem services and motivational crowding: Experimental insights regarding the integration of plural values via non-monetary incentives

Incentives based on extrinsic motivations such as Payments for ecosystem Services (PES) could negatively affect intrinsic motivations (i.e., motivational crowding-out). This effect may be evidenced when conservation levels, after PES intervention, decline relative to those existing before PES implementation. However, still few experimental studies have assessed PES effects on motivations once economic incentives are missing. Moreover, experimental research still lacks insights on PES designs that may reduce the risk of motivational crowding-out. This paper aims to assess the post-intervention effects of integrating plural values via non-monetary incentives (i.e. environmental awareness, social recognition) into PES design. We conducted a lab-in-the-field experiment followed by a questionnaire involving 120 participants in rural Cali, Colombia. We use non-parametric and Differences in Differences regression analysis to show that integrating plural values (intrinsic and relational) via non-monetary incentives may have a long-lasting effect on conservation (motivational crowding-in) in comparison with a PES alone. We did not find strong evidence of PES motivational crowding-out. We conclude that PES effectiveness and equity-related outcomes could be fostered by integrating the multiple ways of knowing, relating and caring for Nature.

Keep it green, simple and socially fair: A choice experiment on prosumers’ preferences for peer-to-peer electricity trading in the Netherlands

While the potential for peer-to-peer electricity trading, where households trade surplus electricity with peers in a local energy market, is rapidly growing, the drivers of participation in this trading scheme have been understudied so far. In particular, there is a dearth of research on the role of non-monetary incentives for trading surplus electricity, despite their potentially important role. This paper presents the first discrete choice experiment conducted with prosumers (i.e. proactive households actively managing their electricity production and consumption) in the Netherlands. Electricity trading preferences are analyzed regarding economic, environmental, social and technological parameters, based on survey data (N = 74). The dimensions most valued by prosumers are the environmental and, to a lesser extent, economic dimensions, highlighting the key motivating roles of environmental factors. Furthermore, a majority of prosumers stated they would provide surplus electricity for free or for non-monetary compensations, especially to energy-poor households. These observed trends were more pronounced among members of energy cooperatives. This suggests that peer-to-peer energy trading can advance a socially just energy transition. Regarding policy recommendations, these findings point to the need for communicating environmental and economic benefits when marketing P2P electricity trading platforms and for technical designs enabling effortless and customizable transactions.

Vaccination Hesitancy and Conspiracy Beliefs in the UK During the SARS-COV-2 (COVID-19) Pandemic.

BackgroundConspiracy beliefs about vaccination along with vaccination hesitancy are threats to achieving population immunity during the SARS-COV-2 (COVID-19) pandemic. This longitudinal study aimed to clarify the association between these and non-monetary incentives to vaccination in the UK.MethodData were collected at three points: (1) before and (2) after the development of a vaccine and (3) after the vaccination programme was underway. At Time 1, participants completed measures of general and COVID-19-specific concerns about vaccination and belief in conspiracy theories. At times 2 and 3, participants reported their intentions whether or not to have the SARS-CoV-2 vaccine. Those who were hesitant provided qualitative comments about what might change their decision.ResultsVaccination hesitancy decreased between times 1 (54%) and 3 (13%). There were small effects of conspiracy beliefs on vaccine hesitancy, but only at time 1. Most concerns and reported incentives were related to safety, although at time 2, incentives included endorsement by trusted public figures. By time 3, only a minority of participants (N = 18) were adamantly against vaccination, stating that nothing would change their minds.ConclusionVaccination hesitancy declined in the UK during the course of the study. However, concerns about vaccine safety remained and could jeopardise the vaccination programme should any adverse effects be reported. Conspiracy beliefs seem to play only a minor role in hesitancy and may continue to decrease in importance with a successful vaccination programme. Understanding motivations behind vaccination hesitancy is vital if we are to achieve population immunity.

Part 2. Payment for Clinical Education Experiences in Physical Therapy: Perspectives From Stakeholders

Introduction/Review of the Literature: Payment for clinical education (CE) experiences is a current topic of discussion within health care professions wherein incidence of payment is described as rare but growing. The American Council of Academic Physical Therapy (ACAPT) Board charged the National Consortium of Clinical Educators (NCCE) to investigate payment for physical therapist (PT) CE experiences. The ACAPT NCCE Task Force (TF) on Payment for Clinical Experience surveyed academic, clinical, and student CE stakeholders to explore perspectives on the current landscape for payment of PT CE experience. Methods: Two surveys were constructed using an exploratory research design: an academic and clinical stakeholder survey and a student survey. For the academic and clinical survey, the TF used member content expertise and literature review to draft questions. Final questions were crafted after conducting 2 validation rounds by an expert panel. For the student survey, student focus groups created and validated final survey questions. Snowball sampling was employed for survey dissemination through ACAPT and NCCE networks. Descriptive statistics were examined and significant differences (P < .05) between stakeholder groups were analyzed. Analysis of open-text responses was conducted to categorize and identify common concepts. There were 1,883 academic and clinical stakeholder survey respondents, with 84.3% identifying as a clinical-only role; all NCCE regions and practice settings were represented. First-, second-, and third-year doctor of physical therapy student survey respondents (2,815) represented both private and public academic programs. Results: Less than 5% of academic institutions reported paying any portion of full-time CE experiences. A majority of respondents (1,153, 71.9%) were neutral or disagreed that clinical instructors (CIs) should receive direct payment for supervising students and 76.9% indicated that students should not be required to pay for CE experiences. Both intrinsic and extrinsic factors were cited as reasons not to seek payment and as benefits for providing CE experiences. Supervision restrictions and productivity expectations were identified as key barriers to providing CE experiences. Students indicated that prior knowledge of site and CI qualifications would be expected should students be required to pay for CE experiences. Discussion and Conclusion: Most academic, clinical, and student CE stakeholders did not support payment for CE experiences. The stakeholder-identified motivators and nonmonetary incentives to provide CE experiences present an opportunity to explore initiatives that will enhance availability of PT CE experiences aligned with an ACAPT strategic plan on a national level.

The role of university switching costs, perceived service quality, perceived university image and student satisfaction in shaping student loyalty

ABSTRACT While majority of earlier studies have examined service quality, student satisfaction, and university image as determinants of student loyalty, university switching costs have largely been ignored. This study includes university switching costs with perceived service quality (perceived academic quality, perceived administrative quality, and perceived physical facilities), student satisfaction, and perceived university image as determinants of student loyalty. Data was gathered through purposively sampling undergraduate business students from five universities in Karachi. Using exploratory factor analysis and structural equation modeling, a significant impact of student satisfaction, university image, and university switching costs on student loyalty was established. Universities may provide monetary and non-monetary incentives to increase university switching costs and, consequently, help retain students. This study contributes to student loyalty literature by adapting the customer loyalty definition to educational context, examining the role of university switching costs in retaining students, and presenting an empirical model depicting interrelations among determinants of student loyalty.

The effect of Non-Monetary Incentives & work environment on employee’s job satisfaction

This study aimed to investigate the effect of Non-Monetary Incentives & work environment on employee’s job satisfaction. A Stratified random sample, which was chosen, consisted of 234 academic staff within Erbil Polytechnic University, of a population of 601 people. To achieve the objectives of the study, the analytical descriptive approach and SPSS were used. The results indicated that there is a positive statistically significant relationship between the study's two independent variables (non-monitory incentives, and the work environment), reveal that non-monetary incentives are positively correlated with job satisfaction. Also, the results show that employee non-monetary incentives have significant positive effects on employees' job satisfaction so non-monetary incentives have significant positive effects on employees' job satisfaction.

Paying for the quality of life: The impacts of urban livability on CEO compensation

Combining the data of executive compensation of Chinese listed companies and urban livability from 2009 to 2016, this study explores the relationship between executive pay of listed firms and urban livability of the city where the firm is based. We find executive pay drops as urban livability gradually improves, showcasing urban livability's compensation effects on executive pay at firms at the city. At the mean value of the samples, each unit increase in urban livability will reduce executive pay by 30.8%. This study further analyzes the heterogeneity in terms of company size, company age, bargaining ability, ownership property and industry characteristics of the company. The results show that the executive pay is more sensitive to the change of urban livability in larger companies, older enterprises, state-controlled firms, companies with weak bargaining power, and enterprises receiving preferential industrial policy. To mitigate potential endogeneity of urban livability and executive pay, we use earthquake number as the instrumental variable for urban livability, and the results are consistent with the benchmark regression results. This study not only contributes to literature on nonmonetary incentives in executive pay but is of practical significance in cost-benefit analysis of urban livability improvement in developing countries.

Social Exchange and dynamic effects of voluntary employee representation

In this paper we address the question how non-monetary incentives contribute to organizational performance. We consider involvement practices, provided by the management, such as round table confer...

Factors affecting job choice among physician anesthesia providers in Uganda: a survey of income composition, discrete choice experiment, and implications for the decision to work rurally

BackgroundOne of the biggest barriers to accessing safe surgical and anesthetic care is lack of trained providers. Uganda has one of the largest deficits in anesthesia providers in the world, and though they are increasing in number, they remain concentrated in the capital city. Salary is an oft-cited barrier to rural job choice, yet the size and sources of anesthesia provider incomes are unclear, and so the potential income loss from taking a rural job is unknown. Additionally, while salary augmentation is a common policy proposal to increase rural job uptake, the relative importance of non-monetary job factors in job choice is also unknown.MethodsA survey on income sources and magnitude, and a Discrete Choice Experiment examining the relative importance of monetary and non-monetary factors in job choice, was administered to 37 and 47 physician anesthesiologists in Uganda, between May–June 2019.ResultsNo providers worked only at government jobs. Providers earned most of their total income from a non-government job (50% of income, 23% of working hours), but worked more hours at their government job (36% of income, and 44% of working hours). Providers felt the most important job attributes were the quality of the facility and scope of practice they could provide, and the presence of a colleague (33% and 32% overall relative importance). These were more important than salary and living conditions (14% and 12% importance).ConclusionsNo providers accepted the salary from a government job alone, which was always augmented by other work. However, few providers worked only nongovernment jobs. Non-monetary incentives are powerful influencers of job preference, and may be leveraged as policy options to attract providers. Salary continues to be an important driver of job choice, and jobs with fewer income generating opportunities (e.g. private work in rural areas) are likely to need salary augmentation to attract providers.

How to motivate opinion leaders to spread e-WoM on social media: monetary vs non-monetary incentives

PurposeOpinion leaders are increasingly important as a source of information, with consumers judging them to be more credible than other media and more influential than other consumers. Thus, companies have an interest in engaging opinion leaders to post about products and brands, and the authors analyse different incentives for encouraging them to spread the word on social media (via electronic word-of-mouth [e-WoM]).Design/methodology/approachA 2 × 3 between-subjects experimental design was developed in which 359 technological opinion leaders (bloggers) participated. The authors manipulated the monetary incentive (money vs no money) and non-monetary incentives (information only vs return product vs keep product) offered in exchange for a brand post.FindingsVarious techniques for approaching opinion leaders are effective, but to differing degrees. Providing a product free of charge increases the likelihood that opinion leaders will post about it, and the highest intention to post is observed when they are allowed to keep the product. In contrast, giving money to opinion leaders could have an indirect negative impact on their intention to post through the expected negative reaction of followers.Originality/valueIt remains unclear how opinion leaders can best be encouraged to spread e-WoM, as incentives used for consumers may work differently for opinion leaders, who have followers that they want to maintain. The main contribution of this paper lies in its explanation of why opinion leaders react differently to monetary versus non-monetary incentives.

Preferences for derelict gear mitigation strategies by commercial fishers

Local, national, and international efforts to address the issue of derelict fishing gear are often limited by resources and costs. Managers and policymakers have implemented various preventative, impact reducing, and curative measures to decrease derelict fishing gear abundance and impacts, but stakeholder support is essential for success. To identify stakeholder preferences and the most efficient measures to address the issue of derelict blue crab pots in Chesapeake Bay, we distributed a stated preference survey with a discrete choice experiment to 1,032 licensed commercial fishers in Virginia and received a 42% response rate. The choice experiment consisted of hypothetical scenarios with two alternatives that included a combination of derelict pot mitigation activities potentially paired with incentives, and a third alternative for maintaining the status quo. The probability that the average respondent would participate in derelict pot mitigation activities ranged from 0.46 (SE=0.07) for “Recycle at facility on land,” to 0.03 (SE=0.02) for “Pot modification.” Willingness to accept estimates were similarly variable, ranging from US $61 (SE=129) to participate in “Recycle at facility on land,” to US $1,449 (SE=359) for “Pot modification.” Non-monetary management incentives (e.g., bushel limit increase, pot limit increase, or season extension) generally did not induce participation in mitigation activities; however, heterogeneity observed in preferences of fishers could be used to target different segments of the population to participate in specific actions. Addressing the complex problems caused by marine debris, especially derelict fishing gear, is costly, and understanding stakeholder preferences and decision-making can help identify the most cost-effective solution.

Assessing landowners’ preferences to inform voluntary private land conservation: The role of non-monetary incentives

Private land conservation (PLC) is an increasingly recognized strategy to help address the global biodiversity crisis. Understanding landowners’ context-dependent preferences for different PLC policies is key to designing and implementing successful voluntary strategies aiming to foster participation and long-term engagement. However, funding shortfalls and diverse cultural values mean that traditional approaches such as land acquisition or payment for ecosystem services policies may not be the best approaches to increase landowners’ participation in PLC. In this study, we examine landowners’ preferences for monetary and non-monetary incentives and how these might increase participation in PLC. We also address a geographical gap in PLC literature by assessing landowners’ preferences for voluntary PLC policies in Uruguay, a country located in the Río de la Plata Grasslands ecoregion (South America), one of the most endangered and least protected biomes worldwide. This case study provides a useful test-bed of non-monetary incentives, since 96% of the land is privately owned and no voluntary PLC strategies are in place yet. Using a choice experiment, we found that landowners were more willing to engage in voluntary PLC if policies align with their values and needs. Non-monetary incentives, such as access to training and technical support, were preferred over monetary payments, highlighting opportunities to develop context-specific policies that would foster environmental stewardship and long-term engagement. Designing policies by including a diverse set of instruments, flexible contract lengths, and integrating the context-specific social and cultural characteristics underlying landowners’ identities and values, are crucial aspects for increasing participation.

The Effect of Incentivized Electronic Word-of-Mouth (EWOM) on Consumer Purchase Intention

Objective: Social media has a strong impact as a reference for consumers in getting information about the product. Electronic word-of-mouth (eWOM), which is usually delivered by social media, is still the most secure advertising media. This study provides information about incentivized eWOM on purchase intention and other factors that can affect consumers. Research Design & Methods: The method used in this research is the quantitative method with an associative approach. Descriptive analysis and structural equation modeling were used to measure the influence of these variables. Findings: The results showed that the incentivized eWOM had a significant effect on purchase intention but had no impact on the company’s brand awareness. Meanwhile, the attractiveness of advertising messages has no significant effect in influencing purchase intention but has a significant effect on the company’s brand awareness. Implications & Recommendations: Although this research give contributions to the e-WOM literature, several limitations and future research suggestion deserve mentions. Further research can examine the relative effectiveness of non-monetary incentives. Contribution & Value Added: Researchers have provided input and suggestions to SMEs to optimize incentivized eWOM to increase consumer purchase intention.

Foreign Direct Investment in Bangladesh: Analysis of Policy Framework, Impact, and Potential

The paper examines the policy framework toward FDI including monetary and non-monetary incentives offered to attract FDI, analyzes the trend and sources of and the sectors attracting FDI inflows, and the potential for FDI in Bangladesh. The analysis is based on data collected both from primary and secondary sources. Major sectors attracting FDI include RMGs, power, textile and wearing, telecommunications, banking, gas, and petroleum. The analysis shows that fiscal/nonmonetary incentives alone and competitive advantage in factor endowment (cheap labor) are not enough to attract additional FDI into Bangladesh. The key is to adopt proactive policies for creating and maintaining an FDI-friendly business environment in the country Bangladesh. For attracting more FDI into Bangladesh, the efforts need to include, among others, increased infrastructure spending especially in digital architecture, creating functional one-stop investment service center, emphasis on skill training to facilitate technology transfer, targeted measures to attract FDI into backward and forward linkage industries, participation in regional and global value chains.