Non-monetary Incentives Research Articles

A Study on the Impact of Wage and Salary Management on the Performance of IT Employees in Hyderabad

This research endeavors to investigate the relationship between wage and salary management practices and the performance levels of Information Technology (IT) employees in the vibrant city of Hyderabad. As compensation is a critical factor influencing employee motivation and productivity, understanding its impact on the performance of IT professionals becomes crucial for organizations operating in the technology sector. Employing a mixed-methods approach, combining surveys and interviews, the study aims to examine the various aspects of wage and salary management, including fairness, transparency, and competitive benchmarks, and their influence on employee performance. Key objectives include assessing the correlation between compensation satisfaction and job performance, identifying the factors that contribute to employee perceptions of fairness in wage and salary structures, and exploring the role of non-monetary incentives in enhancing overall job satisfaction and productivity. Additionally, the research aims to provide insights into the preferences and expectations of IT employees regarding their compensation packages. The findings of this study are anticipated to contribute valuable insights for IT organizations in Hyderabad, helping them optimize wage and salary management practices to attract, retain, and motivate high-performing talent.

Non-monetary Incentives for Participatory Sensing Data Collection: A Sequential Explanatory Design

Non-monetary Incentives for Participatory Sensing Data Collection: A Sequential Explanatory Design

Evaluating incentives to encourage native afforestation on private lands in Aotearoa–New Zealand

Native forest establishment is an important mechanism to sequester carbon, increase biodiversity, prevent erosion, and improve water quality. Designing incentive programmes to encourage rural landholders to plant native trees on their land requires knowing what factors influence their decisions. We used a choice experiment to evaluate the impacts of various incentives to encourage native afforestation and regeneration on private lands in Aotearoa–New Zealand. The survey was completed by over 600 rural landholders, including dairy, sheep, beef and other livestock farmers and lifestyle block (smallholding or hobby farm) owners. We estimated a hurdle negative binomial model to quantify the impact of programme attributes and farm characteristics on both the probability of enrolment and the area committed to native forest establishment. Rural landholders showed interest in joining voluntary programmes to establish native forests if provided with appropriate monetary and non-monetary incentives and when native forest establishment aligned with their properties’ characteristics. Differences in preferences existed between afforestation/planting and reversion/regeneration programmes. Monetary incentives were key to increasing enrolment and area commitment to both afforestation/planting and reversion/regeneration programmes. Providing seedlings or finding seedlings suppliers were the most important non-monetary incentives to encourage enrolment. Help with application and paperwork and help with planning and species selection encouraged enrolment in afforestation/planting programmes but not reversion/regeneration programmes. Property characteristics were important determinants of both enrolment and area commitment to the programmes. These results have important implications for policymakers charged with designing and implementing programmes encouraging native forest establishment.

The Effect of a Merit Point Incentive System on the Willingness to Donate Organs

Although over 90% of the population of the United States supports organ donation, only 60% of the population is registered as donors. Currently, there is a need for a nonmonetary incentive that will improve willingness to donate. We assessed the young adult population's perspective on their willingness to donate organs when merit points are granted to their family members to prioritize their potential transplant if needed. We administered a Qualtrics survey from March 2022 to September 2022 to the undergraduate students volunteering to participate at Saint Louis University, which comprised 10 questions that addressed the attitudes of participants regarding the effects of various factors, including the type of donation and the presence of merit points (vouchers granted to self or a family member to facilitate a potential transplant if needed), on participant's willingness to donate an organ while alive or after death. The responses were analyzed by using SAS software (SAS Institute). A total of 572 participants completed the survey. Overall, only 6.5% of surveyed students were unwilling to donate after death. The willingness to donate while alive to a family member was significantly higher than donating to a stranger (95.8% vs 71.2%, P < .0001). When merit points were added, the unwillingness to donate significantly decreased from 6.5% to 3.8%. However, this change was observed only when the merit points were given to a family member and not to self. When merit points were granted, unwillingness to provide a living donation to a stranger decreased from 28.8% to 16.4% (P < .0001). Merit points to first-degree family members improve students' expressed willingness to donate organs after death; however, self-merit points did not decrease the rate of "unwillingness to donate after death." When living donation is assessed, offering merit points appears to decrease the "unwillingness to donate to strangers." The adoption of a merit point system in the United States may increase the rates of organ donation.

Qrowdsmith: Enhancing Paid Microtask Crowdsourcing with Gamification and Furtherance Incentives

Microtask crowdsourcing platforms are social intelligence systems in which volunteers, called crowdworkers, complete small, repetitive tasks in return for a small fee. Beyond payments, task requesters are considering non-monetary incentives such as points, badges, and other gamified elements to increase performance and improve crowdworker experience. In this article, we present Qrowdsmith, a platform for gamifying microtask crowdsourcing. To design the system, we explore empirically a range of gamified and financial incentives and analyse their impact on how efficient, effective, and reliable the results are. To maintain participation over time and save costs, we propose furtherance incentives, which are offered to crowdworkers to encourage additional contributions in addition to the fee agreed upfront. In a series of controlled experiments, we find that while gamification can work as furtherance incentives, it impacts negatively on crowdworkers’ performance, both in terms of the quantity and quality of work, as compared to a baseline where they can continue to contribute voluntarily. Gamified incentives are also less effective than paid bonus equivalents. Our results contribute to the understanding of how best to encourage engagement in microtask crowdsourcing activities and design better crowd intelligence systems.

Sociodemographic Factors, Work Motivation, Emotional Intelligence, Quality of Work Life, and Their Association with Work Performance in Peruvian Health Workers

Introduction: This study addresses the influence of Emotional Intelligence (EI), work motivation, and quality of work life on the performance of health workers in Peru. Considering the relevance of these variables in clinical contexts, especially during stressful situations like the COVID-19 pandemic. Objective: The aim was to determine how these sociodemographic and psychosocial factors are associated with work performance in this sector. Methods: A descriptive cross-sectional design was adopted, using a random sample of health workers from a significant hospital, with a minimum calculated sample size of 110 professionals. The tools used included the Quality of Life Scale, the Emotional Intelligence Scale, the Work Motivation Scale, and the Individual Work Performance Questionnaire. Results: The results showed higher participation of health workers between the ages of 28 and 37. A significant correlation was found between Emotional Intelligence (EI) and work performance (r = 0,398, p &lt; 0,01), as well as between quality of work life and work performance (r = 0,484, p &lt; 0,01). However, work motivation did not show a significant correlation with performance (r = 0,099, p &gt; 0,05). Additionally, the variables of being female and working in the care area were significantly related to better work performance. Conclusion: The study concludes that work performance in the health sector is positively influenced by Emotional Intelligence and quality of work life. These findings highlight the importance of emotional support, cooperation, and communication in health environments, as well as recognition through non-monetary incentives. This comprehensive approach may be key to improving productivity and the quality of patient care in health facilities.

Correction to: Non-monetary incentives to increase enrollment in payments for environmental services

Correction to: Non-monetary incentives to increase enrollment in payments for environmental services

An exploratory analysis of incentive packages and managerial performance

AbstractThis study explores the interplay among different types of incentives (monetary incentives, non-monetary incentives, and benefits) and managerial performance. We collect data via a questionnaire and use qualitative comparative analysis (QCA) to analyze them. Using data from 614 managers, we identify multiple incentive packages that are consistently related to high managerial performance. Specifically, our analyses reveal that non-monetary incentives in the form of autonomy and development opportunities are as related to high performance in isolation as their combination with recognition. High performance can also be achieved with the combination of traditional tangible benefits with (1) social support benefits and recognition or with (2) monetary incentives. Finally, our findings suggest that monetary incentives, social benefits, and autonomy and development opportunities are more important for the success of CFOs than to non-CFOs. Conversely, tangible benefits are particularly relevant for the high performance of non-CFOs but not for CFOs. Our findings contribute to the incentives literature by showing successful incentive packages that companies are using in practice and how they relate to different theories such as agency theory, self-determination theory, and human capital theory.

Gauging Incentive Values and Expectations (G.I.V.E.) among Blood Donors for Nonmonetary Incentives: Developing a Preference Elicitation Instrument through Qualitative Approaches in Shandong, China.

Blood donation rates remain suboptimal in China necessitating the reform of the current nonmonetary incentive system to motivate donors. This study aims to identify relevant attributes and levels for nonmonetary incentives in repeated blood donation and provide insights for the development of preference elicitation instruments. A qualitative research process was employed, including a literature review, in-depth interviews, attribute ranking, focus group discussions, and cognitive interviews, to identify potential nonmonetary incentives for blood donation. The identified attributes were then incorporated into a discrete choice experiment (DCE) study design. The comprehensibility and acceptability of the DCE questionnaire were assessed through cognitive interviews and a pilot study. Five nonmonetary incentive attributes were identified, including health examination, designated blood recipient, honor for donation, travel time, and gifts. The designated recipient of blood donation emerged as the most important motivator for future donations among the participants. The cognitive interviews and pilot study provided valuable feedback for refining the DCE questionnaire and ensuring its reliability. This study contributes to the understanding of nonmonetary incentives for blood donation and highlights the importance of designated blood recipients, health examination, honor for donation, travel time, and gifts as potential motivators. Moreover, it emphasizes the value of employing cognitive interviews and pilot studies in the development and refinement of DCE questionnaires, ultimately enhancing the reliability and validity of preference elicitation instruments.

The Role of Motivation Theories in Powering Intrinsic Motivation Through Extrinsic Motivators to Induce a Creative and Innovative Workforce

Introduction: In the current scenario, employee motivation enticed the academics and corporate industries. Researchers in the past have attempted to illuminate the magnitudes of motivation with different models of motivation theory’s direct impact on employee motivation in the organization. However, quantitative validation of these models with shreds of evidence is important. Aim: The study attempts to focus on theoretical extracts to develop motivational strategies that would influence employee motivation power-up intrinsically and extrinsically processed towards extrinsic motivators that bring up creative and innovative working ways among employees. Methodology: This review study also bases its current findings on a theoretical idea that explains various elements of employee motivation that positively impact employee motivators intrinsically and extrinsically driven towards performance at work with creativity and innovation. The search engine extracts information from the electronic database to make the study more germane. The literature survey includes motivational theories and practices impacting power-up intrinsic motivation and extrinsically driven motivators published between 2001 and 2022. In order to study the related issues of employee motivation, a large amount of intellectual information is collected from literature from journals and books. Conclusion: This study concludes on built indicative of the above discussion and articulates, the employees’ motivational components with magnitudes drawn through elements such as monetary and nonmonetary incentives, promotion, and working conditions as motivators. This study infers built analytics of the above discussion and articulates, the motivation magnitudes of employees drawn through elements such as monetary and nonmonetary incentives, and working conditions as motivators. That would help them intrinsically and extrinsically motivated, extrinsic motivators power up intrinsic motivation driving extrinsically toward organizational achievement with creativity and innovation that would bring improved performance and positive transformation in the organization.

Going Back with Glee: A Case Study of Indonesian Migrant Workers Engaging in Circular Migration

Driven by a wide range of social and cultural forces, circular migration has become a prominent phenomenon in the contemporary world, and it is especially common among Indonesian migrant workers. The research delved into what pushes Indonesian migrant workers to going back to host countries for employment after returning to their home country. A case study approach was employed by which a total of 24 semi-structured interviews were conducted with Indonesian migrant workers from Blitar, Malang, Ponorogo, and Tulungagung in East Java, Indonesia. The research reveals that non-monetary incentives such as supportive and amicable workplace environments, including the possibility of career advancements and adequate accommodations, as well as productive and family-oriented communities, act as important motivators for Indonesian migrant workers to go back to host countries. Furthermore, the research adds to the widening topography of migration studies by which it provides a broader picture in painting the “human” rationality behind circular migration in Global South.

Blood Donors' Preferences Toward Incentives for Donation in China

Blood donation is critical for health care systems, but donor retention remains challenging. Understanding donors' preferences can inform incentive design and improve retention rates. To identify donor preferences for incentive attributes and their relative importance in promoting blood donation among Chinese donors in Shandong. This survey study fielded a discrete choice experiment (DCE) with a dual response design among blood donors, analyzing the responses under forced and unforced choice settings. The study took place from January 1 to April 30, 2022, in 3 cities (Yantai, Jinan, and Heze) representing diverse socioeconomic strata in Shandong, China. Eligible participants were blood donors aged 18 to 60 years who had donated within the preceding 12 months. Participants were recruited using convenience sampling. Data were analyzed from May to June 2022. Respondents were presented with different blood donation incentive profiles, varying in health examination, blood recipient, honor recognition, travel time, and gift value. Respondent preferences for nonmonetary incentive attributes, attribute relative importance, willingness-to-discard values for attribute improvement, and estimated uptake of new incentive profiles. A total of 650 donors were invited, of which 477 were included for analysis. The respondents were predominately male (308 respondents [64.6%]), aged 18 to 34 years (291 respondents [61.0%]), and had undergraduate degrees or higher (286 respondents [59.9%]). Among the 477 valid respondents, the mean (SD) age was 31.9 (11.2) years. Respondents preferred comprehensive health examination, family members as recipients, central government recognition, 30-minute travel time, and a gift valued at 60 Renminbi (RMB). No significant differences were found between the model results of forced and unforced choice setting. Blood recipient was the most important attribute, followed by health examination and gifts, and then honor and travel time. Respondents were willing to discard RMB 32 (95% CI, 18-46) for an improved health examination and RMB 69 (95% CI, 47-92) for changing the recipient from themselves to family members. Scenario analysis estimated 80.3% (SE, 0.024) of donors would endorse the new incentive profile if the recipient was changed from themselves to family members. In this survey study, blood recipient, health examination, and gift value were perceived more important as nonmonetary incentives than travel time and honor recognition. Tailoring incentives according to these preferences may improve donor retention. Further research could help refine and optimize incentive schemes for blood donation promotion.

Non-monetary incentives to increase enrollment in payments for environmental services

Abstract Payments for Environmental Services (PESs) are increasingly used to foster farmers’ adoption of greener practices, but their effectiveness is often undermined by low enrollment. In a large randomized field experiment (N = 20,000), we test several non-monetary incentives to increase enrollment into the French implementation of the Agri-Environmental Schemes program of the European Union. We find that sending 10,000 information letters triggers the enrollment of 75 ± 52 farmers at a cost of 102 $\pm\ $71 Euros/new enrollee. Pre-stamped reply forms increase contacts with caseworkers but fail to raise enrollment. Testimonies by other farmers seem to decrease the effectiveness of the letters. Diffusion effects could increase the impact of our non-monetary incentives by 40% to 50% and decrease the cost of an additional enrollee by around 30%.

A Study on the Effect of Incentives on Employees Performance

The aim of this study is to research how different incentives affect the employees performance and job satisfaction. In the study , the effects of recognition, participation, feedback, monetary incentives, non-monetary tangible incentives and benefits on performance and job satisfaction are researched. It is posited that different incentives have different effects on performance and job satisfaction. Effects of incentives on performance and job satisfaction are researched through critical literature review and Questionnaire.

Incentive mechanism for promoting the uptake of green building in South Africa

PurposeThe green building (GB) market is maturing after years of practice; therefore, incentives for promoting GB should be adapted to reflect the market transformation. Adapting incentives can positively influence stakeholders' motives, which in turn change stakeholders' behavioural intention towards GBs. Hence, this study aims to examine the parameters influencing the decision to adopt GB and to ascertain how incentive mechanisms promote the uptake of GB in South Africa.Design/methodology/approachUsing a scoping literature review and a sequential mixed research method, primary data were acquired from GB experts in four South African provinces. In analysing the quantitative data, the factors were ranked hierarchically using the mean ranking technique and factor analysis was computed to identify the underlying GB incentives. The qualitative data were analysed using content analysis.FindingsThe results indicate that incentive payment from a utility energy efficiency programme, rebates and discounts relating to environmentally friendly materials and products and providing grants to homeowners and developers to go towards certification were the most essential monetary incentives for promoting GB. In the category of non-monetary incentives, recognition of consultant team members and developers and free marketing/good publicity were the most important incentives. The incentive mechanisms were subsequently categorised as “Economic incentives” and “Reward scheme and technical support”.Research limitations/implicationsThis study was confined to four metropolitan areas in South Africa. Nevertheless, the outcomes have practical implications for GB projects in general and may serve as a good reference for other provinces in South Africa.Originality/valueThe findings of the study are a valuable resource for stakeholders such as the government, municipal assemblies, professional bodies and the Green Building Council of South Africa (GBCSA) in developing effective incentive mechanisms to promote GB adoption. This study adds to the body of knowledge relevant to GB incentivisation in South Africa.

Non-monetary incentives and employee relations in homes of hope nongovernment organisation (Mbarara district)

The purpose of the study was to determine if there is significant relationship between Nonmonetary incentives and staff relations of Kampala International University. A crosssectional survey research design and simple random sampling techniques were used to establish the influence of none-monetary incentives and employees’ relations of teaching staff. Data was analyzed using SPSS descriptive statistics with Likert like scale of 1, strongly agree, 2, agree, 3, undecided, 4, disagree, 5, strongly disagree, showing frequencies and means of the independent and dependent variables. Three none-monetary incentives objective which included, working conditions, opportunities for training and relations, recognition and employees’ relations were computed and also dependent variable, the total mean was divided by the total number of questions to get the mean. The researcher came with the conclusion basing on means of independent variable (2.676) and dependent (2.541) which indicates that there is undecided relationship between nonemonetary incentives and their relations at Kampala International University, that there is a big gap of undecided perception of the employees towards the employers. This necessitates a much readdress of the situation at hand for harmonious relationship. Recommendations were made that, there is a need for the management to improve on the relations of its employees through provision of all necessary working equipment’s, leave, good policy governing training and relations, and ways of encouraging the employees to feel recognized through participation in management which can lead to their relations. Keywords: Non-monetary, incentives and employee relations, homes and NGO.

ROLE OF NON-MONETARY MOTIVATION OF EMPLOYEES: A QUANTITATIVE STUDY

Employee energy, dedication, and creativity are used as a gauge of a person's motivation for their profession. The most crucial management idea is to continually seek methods for ensuring high motivation levels among the workers. Employee rewards, both monetary and non-monetary, are essential in this regard. In the modern era, financial incentives, without a doubt, increase employees' performance levels because money is what keeps the average person going. Promotion, job stability, training, and a friendly working environment are non-monetary benefits boosting motivation. Training and growth, a pleasant work atmosphere, preferred lunch hours, business cards, and a secretary were non-monetary perks. The most effective technique to inspire your team is using non-monetary incentives. They may be a powerful way to show appreciation and increase employee retention. Motivational features or non-monetary advantages are examples of benefits that are fundamental to work. These non-cash benefits are given to employees by their employers. Status, recognition and gratitude, work-life balance, delegation, workplace conditions, job enrichment, and employment stability are some non-financial factors.

Preferences for a payment for ecosystem services program to control forest fires in Burkina Faso: A choice experiment

The successful implementation of a payments for ecosystem services (PES) program depends on a mix of incentives, including nonmonetary incentives. This study investigates local households' willingness to enroll in a PES program that controls forest fires in the Nazinon forest of Burkina Faso. A choice experiment is conducted with 200 household heads to elicit their preferences for the different attributes of the proposed PES program. Five attributes are considered, namely, forms of technical assistance, use restrictions, the number of monitoring trips conducted, the width of the implemented firewall, and monthly financial incentives. A mixed logit model specified in the preference space is used to examine the heterogeneity of preferences for the PES program's attributes. We provide estimates for marginal willingness-to-accept values of the considered attributes. The results indicate that the current PES reduces respondents' satisfaction and decreases the probability of their uptake. Furthermore, the results show that increasing the frequency of monitoring, the width of firewall bands, and technical assistance and improving financial incentives promote households' utility. This study provides valuable insights for policymakers to guide the future design of PES programs and encourage user support to combat forest resource degradation.

MARKETING AND CHALLENGES FOR THE COVID 19 VACCINE IN UTTARAKHAND

Background: The first case in Uttarakhand was recorded on March 15, 2020, and the total positivity rating was 17.5 on May 22, 2020. Given that Vaccination was the only “foolproof” way to fight against COVID-19, the inoculation of the population was necessary to revitalize the economy, protect its citizens and take a step closer to defeating the pandemic. Thus, Vaccine Drives were heavily incentivized and marketed to the general population.Methods: In this research paper, the marketing, and challenges of vaccination in Uttarakhand have been analysed by collecting primary data through questionnaires and secondary data through research papers, articles, official government websites and newspapersFindings: The Uttarakhand government employed various strategies to vaccinate the general public. They provided non-monetary incentives, appointed vaccine ambassadors, provided for workplace vaccinations and associated with private offices to run vaccine programs. These were met with certain barriers caused mainly due to the demographic factors such as nature of locality (rural/ urban), gender, etc. and vaccination shortage.Conclusion: The programs of the Uttarakhand Government were met with mostly satisfactory responses. The problems causing barriers to vaccination have mostly straightforward answers which have to be implemented through long-term plans such as providing technical skills, better accessibility in rural regions and education to be scientifically aware among the general populace.

Effects of monetary and nonmonetary incentives in Individual Low-carbon Behavior Rewarding System on recycling behaviors: The role of perceived environmental responsibility

Nowadays, many governments and companies are aware of the role of incentives in encouraging individuals' low-carbon behaviors. Individual Low-carbon Behavior Rewarding System (ILBRS) is a currently piloted measure in China, whose aim is to encourage public participation in low-carbon behavior through incentives. However, there is little literature evaluating effectiveness of the reward mechanism of ILBRS. In this paper, based on previous studies on incentives, we compared the effect of monetary and nonmonetary incentives on low-carbon behaviors. Moreover, we examined these incentives' effect on driving different types of recycling behaviors: high-willingness behaviors (e.g., bringing your own shopping bags) and low-willingness behaviors (e.g., bringing your own cutlery), and explored the psychological process driving the effect. The results of three empirical studies indicated that for low-willingness recycling behaviors, both incentives are effective in increasing participants' willingness, with nonmonetary incentives being more effective. For high-willingness behaviors, neither monetary incentives nor nonmonetary incentives can further increase the original willingness. Perceived environmental responsibility plays a mediating role to explain the influence of nonmonetary incentives on low-willingness recycling behaviors. Our study provides practical insights for the improvement of ILBRS design, answers how incentives can achieve better results, and contributes to global ecological governance as well.