Non-monetary Incentives Research Articles

أثر التحول الرقمي في تطوير أداء العاملين بالتطبيق على هيئة تقويم التعليم والتدريب في المملكة العربية السعودية

The study aims to demonstrate the impact of digital transformation in developing the performance of individuals working in the Education and Training Evaluation Commission in the Kingdom of Saudi Arabia, in a way that ensures the proper application of this modern digital technology, which helps improve operational efficiency within all departments and departments of the Education and Training Evaluation Commission, and from the results using the descriptive approach, the management used The questionnaire for a sample of 100 workers that the study found is that there is a positive impact on some dimensions of digital transformation: 1- There is a deficiency in the digital transformation process in the Education and Training Evaluation Authority and a weakness in the institutional structure necessary for the digital transformation process in the Education and Training Evaluation Authority. 2- There is a desire among the working cadres The company has to carry out digital transformation to facilitate business and help speed up the completion of tasks. Among the most important recommendations and proposals that the study concluded are the following: 1- The most important recommendation is to give employees with digital talent freedom of action as well as the ability to implement the necessary changes. The company should remain open in accepting failures as digital talents are created and experimented with. Digital talent prefers to work in an environment with a culture that allows and encourages creative thinking and flexibility. 2- Management should be developed within the company in which employees take the initiative in learning and developing their digital capabilities and are rewarded accordingly. This will motivate employees to develop their digital skills. A system of monetary and non-monetary incentives must be created for employees who proactively acquire the digital capabilities needed by the authority.

HOW TO DEAL WITH INSUFFICIENT SAMPLE SIZE DUE TO NON-RESPONSE IN SURVEYS?

Surveys have become indispensable approach for gathering input from diverse people in several fields, including social research, marketing, healthcare, and public opinion polls. However, non-response in surveys is a complex issue that is impacted by a variety of factors. The aim of this study is to enhance approaches to dealing with insufficient sample size resulting from non-response in surveys. This study revealed that there are several approaches in dealing with insufficient sample size due to non-response in surveys, namely: (a) resizing the population by dividing into specific category; (b) ethical and practical constraints as justification; (c) using different sampling techniques in determining sample size; and (d) repositioning the sample of a pilot study and real study. Conclusively, the proposed approaches in this study for addressing non-response and insufficient sample sizes in surveys are anticipated to significantly influence novel methodologies in sampling techniques across a variety of populations. Additional investigation is required to assess the efficacy of several approaches in augmenting the rate of response, including reminders, follow-ups, monetary or non-monetary incentives, and utilisation of online platforms for responding.

Good Words Are Worth Much, and Cost Little: Can Panel Maintenance Communication Be Effective in Increasing Survey Completion in a Volunteer Online Panel?

Abstract Online panels tend to be more affected by nonresponse bias than cross-sectional online and offline surveys due to an accumulating effect of attrition over time. Further, nonprobability panels that do not offer monetary rewards can be more sensitive to nonparticipation, but the existing research on panel maintenance strategies to increase survey completion in nonprobability/volunteer online panels is still scarce. To identify between-wave communications that could serve as cost-effective panel maintenance activities to increase survey completion, a survey experiment was carried out, and two solutions were empirically tested: sending survey results in a report (a long report or an infographic) and sending a prenotification before the following survey (a short or a longer prenotification). The results showed a small effect of sending an infographic, either with or without a short prenotification. Additionally, a positive effect was observed when emailing a short prenotification to those who completed the previous survey questionnaire, indicating a differential impact of between-wave communication. In summary, this study demonstrates how the survey completion rate can be increased in nonprobability online panels with non-monetary incentives, which can be incorporated into panel maintenance strategies for different types of panels.

Carbon Generalized System of Preferences (CGSP) programs: Key design dimensions and attitudes of potential participants

The Carbon Generalized System of Preferences (CGSP) is a tool that employs monetary or non-monetary incentives to promote sustainable behaviors. While CGSP pilot programs have been initiated, its main design dimensions and people’s preferences for these dimensions remain unexplored. This study developed a two-stage framework to summarize key components of the CGSP’s design and delve into participants’ preferences for various CGSP designs. Our findings indicate that individuals aged over 30, with comparatively higher incomes, and living within smaller households, tend to exhibit tendencies towards high-emission travel. Regarding interviewees’ preferences for the key design dimensions of the CGSP, a unanimous consensus emerges that the government should play a leading role in CGSP development. While divergences exist, most interviewees lean towards CGSP programs being voluntary in nature, city-level in scope, and possessing mid-term billing cycles (monthly to semi-annually). Attitudes towards monetary incentives display significant variation among interviewees, with those working in the transportation industry generally exhibiting a greater affinity for non-monetary incentives. The majority of interviewees express comfort with personal information collection for the CGSP, particularly among potential low-emission travelers. This study provides valuable insights for designing and promoting CGSP mechanisms.

Comparing the effects of non-monetary incentives and monetary incentives on prosocial behavior

The crowding-out effects predict that offering monetary incentives to complete a task might negatively affect task performance because the monetary rewards crowd out non-monetary sources of value that people derive from task completion. In this study, we revisit a well-known field experiment by Gneezy and Rustichini (2000) that provides evidence for crowding-out effects in the context of prosocial behavior. We test the robustness of these effects using a larger sample and adjust the experiment's design to better elucidate the role of non-monetary incentives in prosocial behavior. Specifically, we assigned 245 pairs of high school students to different incentives for collecting donations for charity: low monetary incentives (1 % of total donations collected), high monetary incentives (10 % of total donations collected), non-monetary incentives (enhanced task importance and public recognition), or no external incentives. We made it explicit to the students that the monetary incentives were funded by the researchers, not the charities. In line with crowding-out effects and Gneezy and Rustichini's (2000) findings, our results show that low monetary incentives elicit lower performance (collected donations) compared with the absence of external incentives. Importantly, non-monetary incentives elicit higher performance compared with either monetary incentives or the absence of external incentives.

Determinants of willingness to donate data from social media platforms

ABSTRACT Social media data donation through data download packages (DDPs) is a promising new way of collecting individual-level digital trace data with informed consent. Nevertheless, given the novelty of this approach, little is known about whether and how people would share their data with researchers, although this could seriously affect selection bias and thus, the outer validity of the results. To study the determinants of data-sharing and help future data donation studies with detecting the conditions, under which the willingness is the highest, we pre-registered two vignette experiments and embedded them in two online surveys conducted in Hungary and the US. In hypothetical requests for donating social media data via DDPs, we manipulated the amount of the monetary incentives (1), the presence or lack of non-monetary incentives (2), the number of requested platforms (3), the estimated upload/download time (4), and the type of requested data (5). The results revealed that data-sharing attitude is strongly subject to the parameters of the actual study, how the request is framed, and some respondent characteristics. Monetary incentives increased willingness to participate in both countries, while other effects were not consistent between the two countries.

Strategies to increase survey participation: A randomized controlled study in a population of breast cancer survivors

BackgroundData collection by mailing questionnaires to the study population is one of the main research methods in epidemiologic studies. As participation rates are decreasing, easy-to-implement and cost-effective strategies to increase survey participation are needed. In this study, we tested the effect of a pragmatic combination of evidence-based interventions. MethodsWe conducted a two-armed randomized controlled trial, nested in a cohort of breast cancer survivors (n = 1000) in the setting of a health outcomes survey. The intervention arm received a postal pre-notification, a non-monetary incentive (ballpoint with the study logo) and an alternative invitation letter in which several lay-out and textual adjustments were implemented according to behavioural science techniques. The alternative invitation letter also contained a QR-code through which an information video about the study could be accessed. The control arm was invited according to standard practice. Participants had the option to fill-out a questionnaire either on paper or online. A questionnaire with more than 50% of the questions answered classified as participation. ResultsOverall participation rate was 62.9%. No significant difference in participation rate was observed between intervention and control arm (64.5% vs 61.3%, Risk Ratio (RR) 1.05, 95% CI [0.96 – 1.16]). Older age at study (>65 vs <51 years), and high socio-economic status (highest vs lowest quartile) were associated with higher participation rates (RR 1.30, 95% CI [1.07 – 1.57] and 1.24, 95% CI [1.09 – 1.42] respectively). In-situ carcinoma compared to invasive cancer and longer interval since treatment were associated with lower participation (RR 0.86, 95% CI [0.74 – 0.99] and RR 0.92, 95% CI [0.87 – 0.99] per 5 year increase, respectively). ConclusionOverall, the combination of four interventions tested in this study did not improve survey participation among breast cancer survivors. The overall participation rate was relatively high, possibly due to the study population of cancer survivors.

The overlap between randomised evaluations of recruitment and retention interventions: An updated review of recruitment (Online Resource for Recruitment in Clinical triAls) and retention (Online Resource for Retention in Clinical triAls) literature.

The Online Resource for Recruitment in Clinical triAls (ORRCA) and the Online Resource for Retention in Clinical triAls (ORRCA2) were established to organise and map the literature addressing participant recruitment and retention within clinical research. The two databases are updated on an ongoing basis using separate but parallel systematic reviews. However, recruitment and retention of research participants is widely acknowledged to be interconnected. While interventions aimed at addressing recruitment challenges can impact retention and vice versa, it is not clear how well they are simultaneously considered within methodological research. This study aims to report the recent update of ORRCA and ORRCA2 with a special emphasis on assessing crossover of the databases and how frequently randomised studies of methodological interventions measure the impact on both recruitment and retention outcomes. Two parallel systematic reviews were conducted in line with previously reported methods updating ORRCA (recruitment) and ORRCA2 (retention) with publications from 2018 and 2019. Articles were categorised according to their evidence type (randomised evaluation, non-randomised evaluation, application and observation) and against the recruitment and retention domain frameworks. Articles categorised as randomised evaluations were compared to identify studies appearing in both databases. For randomised studies that were only in one database, domain categories were used to assess whether the methodological intervention was likely to impact on the alternate construct. For example, whether a recruitment intervention might also impact retention. In total, 806 of 17,767 articles screened for the recruitment database and 175 of 18,656 articles screened for the retention database were added as result of the update. Of these, 89 articles were classified as 'randomised evaluation', of which 6 were systematic reviews and 83 were randomised evaluations of methodological interventions. Ten of the randomised studies assessed recruitment and retention and were included in both databases. Of the randomised studies only in the recruitment database, 48/55 (87%) assessed the content or format of participant information which could have an impact on retention. Of the randomised studies only in the retention database, 6/18 (33%) assessed monetary incentives, 4/18 (22%) assessed data collection location and methods and 3/18 (17%) assessed non-monetary incentives, all of which could have an impact on recruitment. Only a small proportion of randomised studies of methodological interventions assessed the impact on both recruitment and retention despite having a potential impact on both outcomes. Where possible, an integrated approach analysing both constructs should be the new standard for these types of evaluations to ensure that improvements to recruitment are not at the expense of retention and vice versa.

Health of Tribal Population in India: A Glimpse of the Current Scenario

Abstract Article 366(25) of the Indian constitution refers to indigenous people as “scheduled tribes,” which constitute 8.6% of the country’s population. For decades, the health of the tribal people had remained neglected and incorporated in rural health care because of incorrect assumptions of their similar health needs to that of the rural population. An expert committee coordinating with the Ministry of Health and Family Welfare and the Ministry of Tribal Affairs provided a detailed report on the current scenario and recommendations related to tribal health in India. They considered the health-care needs of the tribal population, highlighted their specific health problems, and gave a roadmap of best approaches. The tribal population has a unique and higher burden of health problems than the mainstream population, influenced by their health-seeking behavior, lack of awareness and education, sociocultural and magico-religious beliefs, customs, and practices. The current health-care system incorporates their health needs with approaches such as differing population norms in tribal areas, nonmonetary incentives to staff, mobile medical units, identification of high-priority districts, and the emergence of the “Swasthya” portal. However, tribal health is transitioning as with the rest of the population. Moreover, the present health-care services are unable to address this. Legal recognition of indigenous peoples’ rights to self-determination, their land, natural resources, and their knowledge is a need of the hour.

Issues of developing an employee motivation system for energy sector companies

As the object of research in the paper practical solutions in terms of material and non-material incentives for personnel in energy companies as well as methodological guidelines justifying their implementation are chosen. The subject area chosen is the processes of personnel motivation in energy companies in Russia. The objective of the study is to formulate directions for improving this work based on the analysis of information presented in the open press about existing approaches to building a system of personnel motivation in energy companies, taking into account modern transformations in the industry and the demand for innovative development. The methods used in this article include theoretical analysis of scientific literature on personnel motivation in relation to the development of the energy sector, graphical method, analysis of statistical data, analysis of documents covering decisions on personnel motivation in energy companies and the application of advanced digital technologies in management. The main result of the study is the conclusion that the basis for the development of the motivation system should be the perception of employees not as one of the company's resources, but as its value asset, the growth of their involvement for the benefit of achieving the goals and objectives which implies a change in the approach to the personnel motivation system, namely, the strengthening of the personalised component. This approach will allow to focus on incentives, tangible and intangible, oriented to each specific specialist, according to his/her role, contribution and prospects for the organisation. Tangible non-monetary incentives may (with equal amounts in terms of monetary equivalent) differ depending on the employee's interests, his/her needs (education, sports, examinations, hobbies, etc.) and the needs of their family. Non-material incentives related to the formal and informal status and personal brand of an employee in the organisation should also be individualised. This implies the use of AI to process an array of information about existing employees and determine their real contribution to the company's development, their performance at their current place of work, and to develop individualised motivational proposals with subsequent measurement of their performance.

The Influence of Teacher Incentives on Student Academic Achievement in Public Secondary Schools

The education sector, in general, faces challenges that suffer quite a lot in terms of quality of education services, curriculum, teacher motivation, and government role that influences school performance and student achievement. One important factor that influences school performance is how teachers get incentives, which makes them motivated and satisfied with their jobs and organization. Performance-based incentives for teachers have considerably attracted attention as a policy tool to improve student outcomes. Education departments intend to allocate large amounts of money as incentives for the teachers based on their performance. This paper evaluates the influence of teacher incentives on student achievement in public secondary schools. Specifically, the study examines the influence of monetary incentives for teachers on student academic achievement in public secondary schools. In addition, it establishes the effect of tangible non-monetary incentives for teachers on student academic achievement in public secondary schools. Moreover, it investigates the influence of intangible non-monetary incentives for teachers on student academic achievement in public secondary schools. The study will revise past literature related to this research topic to obtain all information necessary for the research. The researcher will gather findings and results obtained by the former authors, which are related to the main purpose and objectives of the study. Based on the literature reviewed by the researcher, the study expects that individual incentives will have more effect on the student’s achievements. Literature also shows that merit pay systems have very little influence on student achievement. Lastly, the teacher’s monetary incentives are a function of students’ achievements in their final year of high school.

Do monetary or nonmonetary incentives promote citizens' use of a government crowdsourcing: A case of the City of Omaha's 311‐type of crowdsourcing platform

AbstractIncreasing numbers of local governments have adopted crowdsourcing platforms to engage citizens in public service provisions. As citizen engagement plays a critical role in the success of government crowdsourcing, we focus on incentive strategies to facilitate it. While studies have considered monetary incentives the primary motivator traditionally, recent research has examined the potency of nonmonetary strategies that stimulate citizens' territorial or civic motivation. Linking the coproduction framework of incentives to expectancy theories as a theoretical framework, we compare the effects of those incentives with vignette experiments that include Omahahotline—a 311‐type of government crowdsourcing platform run by the City of Omaha. The results show that not just a material incentive but also a solidary incentive increases residents' willingness to participate in the platform effectively. By conducting experiments with Omaha residents, we offer implications for local governments to use effective incentive strategies to engage citizens in the government crowdsourcing platform.

The effectiveness of between-wave mailings and tailored material incentives on response rates: results from a young adolescent longitudinal survey

ABSTRACT Mailing campaigns are a way to keep longitudinal survey respondents engaged. While mailings usually include a survey answer request, sometimes respondents are contacted between-waves to update contact information or simply to keep respondent contact. Research on the actual impact of these between-wave contacts on response rates is scarce. This paper addresses three research questions: (1) Do between-wave campaigns impact response rate? (2) Does the addition of non-monetary incentives to between-wave campaigns further impact response rates? (3) Do between-wave campaigns also affect other members of the household? Following a one-year break between survey waves, we design a randomized survey experiment assigning respondents to five treatment conditions. Results show that keeping-in-touch mailings did not significantly increase the likelihood of an interview in the National Educational Panel Study for either children or their parents in general. However, when we focus on specific characteristics of the targets, significant differences are found.

Antecedents of electric vehicle purchasing behaviors: Evidence from Türkiye

AbstractThe present study aims to determine the key antecedents that affect consumers' electric vehicle (EV) purchasing behavior. In this context, the study expanded the existing framework of TPB (attitude, subjective norms, perceived behavioral control) by incorporating four new variables (product attributes, cognitive status, monetary incentive policies, and nonmonetary incentive policies). At this point, the study is of great importance in terms of understanding consumers' perspectives on EV purchasing behavior and to help policymakers, businesses, and marketers support sustainable production and consumption by creating effective strategies. In addition, this study conducted in Türkiye, which shares similar consumption behaviors with Middle Eastern, Asian, and European societies, provides valuable insights for a rapid transition to the adoption of EVs. In the study, data were collected from 390 respondents with the survey method and the collected data were analyzed using Smart PLS 4.0 and SPSS 26 statistical software. The findings showed that only attitude together with cognitive status, product attributes, and monetary incentives policy contribute to EV purchasing behavior. In light of these findings, it can be argued that there is a need to increase efforts to develop more positive consumer attitudes toward EVs, to enhance their cognitive status, and to promote product attributes to encourage the widespread adoption of EVs. At the same time, monetary incentives policies are an important element in the adoption of EVs and therefore policymakers need to make great efforts.

Organisational reward system as a tool in enhancing employee performance: a study of some selected public higher education institutions in Enugu State

One of the strategies that many organisations have used to enhance their employees' morale, thereby increasing productvity is applying rewards. The most common rewards are monetary and non-monetary rewards. This study, therefore, sort to examine the effect of reward system on employee performance in selected public higher education institutions in Enugu state, Nigeria. The study adopted the descriptive research design and survey method of data collection. The target population of the study was the staff of Enugu State College of Education (Technical), Institute of Management and Technology, and Enugu State University of Science and Technology.The instrument for data collection was a structured questionnaire administered to 384 respondents. Descriptive and inferential statistics were conducted using frequencies and Linear Regression respectively. The result indicates that monetarty incentives (fringe benefits, promotions, salary, and pension scheme) and non-monetary incentives (training and development opportunities, employee recognition, good working conditions and flexibility of working hours) have significant effect on employees’ performance in the Nigerian public higher education institutions. The study, therefore, recommends that management of these institutions should improve on the provision of both monetary and non-monetary incentives because if well planned and implemented as organizational culture would have long-term positive effects on the performance of the employees

Managing third-party accountability in human services contracting: Contract accountability in human services

This article analyzes the use and limitations of nonmonetary contract incentives in managing third-party accountability in human services. In-depth case studies of residential care homes for the elderly and integrated family service centers, two contrasting contracting contexts, were conducted in Hong Kong. These two programs vary in service programmability and service interdependency. In-depth interviews with 17 managers of 48 Residential Care Homes for the Elderly (RCHEs) and 20 managers of 10 Integrated Family Service Centers (IFSCs) were conducted. Interviews with the managers show that when service programmability was high and service interdependency was low, nonmonetary contract incentives such as opportunities for self-actualization professionally or reputation were effective in improving service quality from nonprofit and for-profit contractors. When service programmability was low and service interdependency was high, despite that only nonprofit organizations were contracted, many frontline service managers reported that professional accountability was undermined by ambiguous service scope, performance emphasis on case turnover, risk shift from public service units and a lack of formal accountability relationships between service units in the service network. The findings shed light on the limitations of nonmonetary contract incentives.

Understanding the role of innovation systems in PES development: A survey of stakeholder perspectives

Water-related ecosystem services of forest land are essential for human well-being. Their provision is related to forest management practices that forest owners and managers apply. When these preferential management practices increase the operating costs, they should be paid/compensated by users of these services. The research focused on identifying the prerequisites of the innovation systems to support payments for ecosystem services (PES) in Slovakia. We analysed the structure, relationships, and functions of the innovation system as monetary and non-monetary incentives, cooperation support and risk mitigation. We collected data using a standardised questionnaire sent out to stakeholders from forestry, nature protection, water management and civil society. The data was processed with simple descriptive methods commonly used in social studies and survey data processing. The information about the potential supply and demand of water-related ecosystem services were obtained from forest owners and managers makes the PES development in the future more feasible. Results revealed that when developing PES schemes, the coordination of stakeholders should follow settled legislation rules at the national level, which still need to be included. Furthermore, the innovation system should provide mainly monetary incentives to providers of ecosystem services.

Involvement of community health workers in the COVID-19 pandemic response in Uganda: A qualitative study.

Community Health Workers (CHWs) are a key human resource for health particularly in low- and middle-income countries. In many parts of the world, CHWs are known to have played an instrumental role in controlling the COVID-19 pandemic. This study explored the involvement of CHWs in the COVID-19 response in Uganda. A qualitative study that involved 10 focus group discussions (FGDs) among CHWs was conducted. The study was carried out in 5 districts of Amuria, Karenga, Kamwenge, Bugiri and Pader. The FGD guide used explored the role of CHWs in the COVID-19 response in their communities including lived experiences, challenges, and coping mechanisms. The data were analyzed thematically with the support of NVivo version 12 pro (QSR International). CHWs were at the frontline of COVID-19 prevention interventions at households and in the community. CHWs raised awareness on prevention measures including wearing face masks, hand hygiene, and social distancing. They identified suspected cases such as new members entering the community, as well as individuals returning from abroad with signs and symptoms of COVID-19. CHWs mobilized the community and increased awareness on COVID-19 vaccination which played an important role in reducing misinformation. They also supported home-based management of mild COVID-19 cases through isolation of patients; provided health and nutritional guidance among patients in their homes; and referred suspected cases to health facilities for testing and management. Both monetary and non-monetary incentives were provided to support CHWs in the COVID-19 response. However, the adequacy and timing of the incentives were inadequate. Routine services of CHWs such as health promotion and treatment of childhood illnesses were disrupted during the pandemic. CHWs played an instrumental role in response to the pandemic especially on surveillance, risk communication, and observance of preventing measures. Strategies to ensure that routine services of CHWs are not disrupted during pandemics are needed.

Non-Monetary Motivation and Performance of Staff of Some Selected Secondary School in Akoko Northeast and West, Ondo State, Nigeria

All organizations are concerned with what should be done to achieve high level of productivity, because the key to an organization’s success or failure is majorly determined by how effectively and efficiently they can utilize the resources at their disposal, This has made it imperative for the management of an organization to guarantee that employees are retained, and the turnover is reduced using non-incentive strategy, hence this study examined the effect of non-monetary incentive on performance of staff of some selected secondary school in Akoko Southwest, Ondo state. A cross-sectional survey research design was used in carrying out this study, The total population of the school was 450 teaching staff, The sample size of this study was derived using Taro Yamane formula which is 211, Purposive sampling technique was employed for this study. To provide answers to research questions and the stated objectives, information gathered on all relevant variables were analyzed using descriptive (frequencies, percentage, mean, and standard deviation) and inferential (regression) statistics with the use of SPSS statistical packages version 20. The results revealed that the predictor variables (employee recognition and staff development) were statistically significant to staff performance. The overall effect of non-monetary incentive and employees performance was significant (F= 7.697, p&lt;0.01). The findings in the study showed that predicting variables have significant effect on the outcome variable using regression analysis. Employees recognition and staff development both positive and significant effect on staff performance of secondary school Akoko, Ondo state, The recommendations and the conclusion agreed upon for this study, which invariably could help in the development of non-monetary incentive among Nigerian institution. Organisation should give a reasonable attention to motivation, most especially non-monetary incentive which gives direction to the achievement of their employees objectives and goals.

How could we retain employees with non-monetary incentives in our organizations?

How could we retain employees with non-monetary incentives in our organizations?