Reward People Research Articles

Impact of Reward Mechanisms on Consumers’ Willingness to Use Intelligent Express Packaging Recycling Cabinets: A Case Study in China

The use of express packaging and its recycling produces large amounts of carbon dioxide. In order to achieve China’s “dual carbon” goal, this study adopted a literature research method to explore the idea of intelligent express packaging recycling cabinets. Based on the current design and use of intelligent express packaging recycling cabinets, new ideas for their improvement are proposed. This study also explored methods for improving people’s willingness to use intelligent express packaging recycling cabinets through experimental research and quantitative analysis. The results show that a reward mechanism has a significant effect on people’s willingness to use intelligent express packaging recycling cabinets. Of the two types of rewards, immediate rewards, compared to delayed rewards, can further increase people’s use of intelligent express packaging recycling cabinets. Gain and loss trade-offs play a mediating role between a reward mechanism and people’s willingness to use it, and consumers make that choice after weighing up the advantages and disadvantages. If consumers feel that it is worthwhile to protect the environment, in terms of the rewards they obtain compared to the time and effort they have to spend using intelligent express packaging recycling cabinets, and that the gain outweighs the loss, they will be inclined to use this system. Environmental responsibility plays a moderating role in mediating the trade-off between gains and losses. In the context of low environmental responsibility, cash rewards lead to greater gain and loss trade-offs compared to point rewards, while in the context of high environmental responsibility, there is no difference between cash rewards and point rewards. This study provides ideas for the design and promotion of the use of intelligent express packaging recycling cabinets, with the goal of effectively improving the recycling rate of express packaging waste.

Free Agency, Hard Work, and the Justification of Economic Inequality in the Church of Jesus Christ of Latter-day Saints

Free Agency, Hard Work, and the Justification of Economic Inequality in the Church of Jesus Christ of Latter-day Saints

SocialFi

Decentralized Finance (DeFi) is considered a new vision of banking and financial services based on Peer-to-Peer technology, and in particular on the blockchain technology. Since 2020, DeFi has started to develop in the cryptocurrency markets. Then, with the increase in popularity of digital platforms such as Twitter, Facebook and Instagram, and with the launch of the Metaverse, DeFi has been introduced into the Social environment by the combination of social networking and finance in the blockchain. This new shape of DeFi has been called Social Finance (SocialFi). SocialFi can be seen as the social influence on any medium that can be tokenized, allowing to get monetary benefits from being part of SocialFi platforms. In detail, SocialFi has a special feature that is decentralized, open and user-controlled, and it started to be adopted by the communities. The main component of SocialFi is the Social token used to reward people. In this paper, we describe in detail the concept of SocialFi, and we discuss its application on future Social Media platforms.

Bir Muhaddisten Muʻtezile Manifestosu: Ebû Saʻd es-Semmân’ın Vasiyeti

Kaynaklarda Ebû Saʻd es-Semmân şeklinde anılan İsmail b. Ali, 370/981-983 yılları arasında İran’ın Rey şehrinde doğmuş, ömrünün büyük bölümünü başta hadis olmak üzere ilmi seyahatlere ayırmış ve hayatının sonlarına doğru tekrar memleketine dönerek 1053 yıllarında Rey şehrinde vefat etmiştir. İsmail b. Ali yağ ticareti yapan bir aileden gelmesi itibariyle yağcı anlamında Semmân lakabıyla meşhur olmuştur. Vasiyetinde bıraktığı menkul-gayrimenkullere bakılırsa variyetli bir çevrede yetiştiği aşikârdır. Muʻtezilenin on ikinci tabakasında gösterilen Semmân, kelâm ilminde Ebû Hâşim el-Cübbâî (ö. 321/933) ve Ebü’l-Hüseyin el-Basrî’nin (ö. 436/1044) görüşlerini benimsemiş, döneminde Muʻtezile’nin önderi olarak görülmüştür. Hadiste Ebû Tâhir el-Muhallis (ö. 393/1004), İbn Ebû Nasr et-Temîmî ve Abkasî’den (ö. 405/1014-15) eğitim almıştır. Hanefî fıkhı ve âlimlerine, Hanefilik-Şafiîlik arasındaki görüş ayrılıklarına hâkim olan Semmân, Zeydiyye fıkhında da söz sahibi biridir. Bunların yanı sıra kıraat, hadis ricâli, ensâb, ferâiz ve aritmetik konularında kendini yetiştirmiştir. Çok sayıda kitap yazdığı dile getirilen Semmân’ın Hz. Ali ve ilk üç halife arasında muhabbet ve saygı olduğunu ortaya koymak amacıyla kaleme aldığı Kitâbü’l-Muvâfaka beyne ehli’l-beyt ve’s-sahâbe vemâ ravâhü küllü ferîkın fî hakkı’l-âhar adlı kitabının dışındaki eserlerinin henüz günümüze ulaştığı tespit edilememiştir. Bu yüzden kelâmî ve fıkhî görüşlerine detaylı bir şekilde hâkim olma imkânımız söz konusu değildir. Fakat İbnü’l-Adîm’in (ö. 660/1262) Buġyetü’t-taleb fî târîhi Haleb adlı eserinde aktarılan vasiyeti bize bu konularda fikir vermektedir. Vefatından yaklaşık 2 sene önce verdiği vasiyetinde Semmân, kelâmî-fıkhî temayülünün Muʻtezile-Zeydiyye özelinde Ehlü’l-adl ve’t-tevhîd üzere olduğunu ifade etmekte, vasiyetini Muʻtezilî paradigma üzerine kurgulamaktadır. Bu minvalde Semmân’a göre Allâh tektir ve kadimdir. O’nun kudret, ilim, hayat, işitme, görme, ġınâ sıfatları zât ile kaimdir. Allâh cisimlere ve arazlara benzemez. Allâh’ın bütün fiileri iyidir ondan kötü ve çirkin fiiller sadır olmaz. Allâh günahı dilemez, işlenmesinden hoşnut olmaz ve rıza göstermez. O, kullarını güç yetiremeyecekleri şeylerle sınamaz. Kullarına zulmetmez ve günahsız hiçbir kimseye azap etmez. İyilik yapanlara ödül (vaʻd) kötülük yapanlara da ceza (vaîd) vereceğine dair sözüne sadıktır. Tercihli fiillerinin yaratıcısı kulun kendisidir. Kıyamet ve ahirete dair haller haktır. Dirilerin ölmüşler adına ardından yaptıkları hac, umre, sadaka, Kur’ân okuma ve kabir ziyaretleri fayda verir. Günahların affı tevbe, pişmanlık ve bir daha işlememeye azmetmek iledir. Semmân, iʻtizâlî fikirleri sebebiyle eleştiriye maruz kalmış fakat güvenilirliği, gayreti ilmiyyesi ve kabiliyeti muhalifleri tarafından dahi dile getirilmiştir. Hayatındaki mücadeleci yapısı vasiyetine yansımış, itikādî-amelî düşüncesini bir manifesto edasında dile getirmekten geri kalmamıştır. Bu çalışma muhaddis bir âlimin iʻtizâlî fikirlerini tespit etmeyi ve vasiyetinde iʻtizâlî düşüncesini vurgulamasının muhtemel nedenlerini ortaya çıkarmayı amaçlamaktadır. Çalışmada şahıs üzerine derinleşme yöntemi kullanılmış; şahsın ilmi şahsiyeti, eserleri, kullandığı kavramlar ve görüşleri, içinde yetiştiği dinî, ilmî, sosyo-kültürel şartlar müvacehesinde değerlendirilmiştir.

Public Preferences for Policies to Promote COVID-19 Vaccination Uptake: A Discrete Choice Experiment in The Netherlands

ObjectivesThe COVID-19 pandemic forms an unprecedented public health, economic, and social crisis. Uptake of vaccination is critical for controlling the pandemic. Nevertheless, vaccination hesitancy is considerable, requiring policies to promote uptake. We investigate Dutch citizens’ preferences for policies that aim to promote vaccination through facilitating choice of vaccination, profiling it as the norm, making vaccination more attractive through rewards, or punishing people who reject vaccination. MethodsWe conducted a discrete choice experiment in which 747 respondents were asked to choose between policies to promote vaccination uptake and their impacts on the number of deaths, people with permanent health problems, households with income loss, and a tax increase. ResultsRespondents generally had a negative preference for policies that promote vaccination. They particularly disliked policies that punish those who reject the vaccine and were more favorable toward policies that reward vaccination, such as awarding additional rights to vaccinated individuals through vaccination passports. Respondents who reject vaccination were in general much more negative about the policy options than respondents who consider accepting the vaccine. Nevertheless, vaccination passports are supported by both respondents who accept the vaccine, those who reject vaccination, and those who are unsure about vaccination. ConclusionsThis study provides concrete directions for governments attempting to increase the vaccination uptake in ways that are supported by the public. Our results could encourage policy makers to focus on policy options that make vaccination easier and reward people who take the vaccine, as especially the implementation of vaccination passports was supported.

Differential effects of schooling and cognitive and non‐cognitive skills on labour market outcomes: The case of the garment industry in Ethiopia

AbstractThe paper contributes to the discussion of the effects of educational attainment and skills on labour market outcomes, especially in a fast‐growing economy. The data are derived through the authors’ unique skills assessment of 591 workers at 19 foreign‐invested garment‐production companies in Ethiopia, which allows for the analysis of the impact of cognitive, non‐cognitive, and practical skills separately from that of years of schooling. Instead of using the total score of a written test as a proxy for skills, we examine the composition of skills more closely. Our findings indicate that the schooling record is a significant determinant of wage, although the level of basic cognitive skills does not necessarily correspond to participants’ educational backgrounds. We also find that the non‐cognitive skills needed to perform tasks accurately and with confidence are important for both written test performance and higher wages. Employers reward people with practical skills and knowledge directly related to work, although our findings suggest that overall cognitive capacities are developed holistically from a combination of different types of skills such as mathematical, reading, and analytical. The study highlights how developing economies face different skills assessment challenges than developed economies.

Sidgwick and Rawls on distributive justice and desert

This article explores, comparatively and critically, Sidgwick’s and Rawls’s reasons for rejecting desert as a principle of distributive justice. Their ethical methods, though not identical, each require giving weight to common sense convictions about justice as well as higher-level principles. Both men, therefore, need to find a substitute for desert that captures some of its content – in Sidgwick’s case ‘quasi-desert’ takes the form of an incentive principle, and in Rawls’s case a principle of legitimate entitlement. However their reasons for rejecting desert are unclear, and at points appear to rest on contestable conceptual or metaphysical claims that their methodological commitments are meant to rule out. To clarify matters, the article distinguishes between three levels at which anti-desert arguments may operate: 1) Those purporting to reveal some fundamental defect in the idea of desert itself; 2) Those purporting to show that we cannot find a coherent basis for desert, at least for purposes of social justice; 3) Those purporting to show that it is impossible for social institutions to reward people according to their deserts, no matter which basis is chosen. At each level, the arguments put forward by Sidgwick and by Rawls are shown to be unsound.

CORPORATE COMMUNICATION: INNOVATION, PUBLIC RESPONSABILITY AND CITIZENSHIP IMPACT

The essence of innovation is creativity, which allows finding new solutions to existing problems. Innovative organizations do not depend solely on an entrepreneur, but on teams of experts gathered to create an entrepreneurial spirit. For this reason, it is necessary to use scientific techniques to promote creativity, as well as encourage and reward people and organizations that innovate, through the recognition of successful practices, both in the public and private sectors. Thus, public communication is at the basis of the quality and effectiveness of public service, the modernization of administrations and institutions, as well as the exercise of democracy.
 
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Driver’s black box: a system for driver risk assessment using machine learning and fuzzy logic

Risky driving behaviors can cause accidents, which may result in major material and moral damages. Due to the increase in road accidents, it has become an important issue to identify risky driving behaviors and reward people who drive safely. With the development of technology, it is now possible to model driving behavior through advanced sensors integrated into embedded systems. In this study, we modeled four major risky driving behaviors and created driver profiles using data obtained from accelerometer and gyroscope sensors and applying widely used machine learning algorithms in behavior analysis, including the C4.5 Decision Tree, Random Forest, Artificial Neural Network, Support-Vector Machine, K-Nearest Neighbor, Naive Bayes, and K-Star algorithms. Risky driving behaviors and their risk levels were evaluated in accordance with the expert opinions of traffic officers, and driver risk was modeled using the fuzzy logic method. The applied machine learning algorithms were compared using common validation metrics such as accuracy, f-measure, precision, and recall. In our experiments, the K-Star algorithm was the most successful algorithm, with 100% accuracy. As a result, a highly accurate, low-cost system which acts as the driver’s black box was developed. The system can be integrated into vehicles and it can record the driver’s behaviors and identify the risky ones. It can also open up new horizons for insurance companies to utilize usage-based policies, in which customers who drive safely are rewarded with lower car insurance premiums, encouraging others to do the same.

Does Voter Fraud Pay? Texas Lt. Gov. Dan Patrick’s $1 Million Voter Fraud Offer

On November 10, 2020, Texas Lieutenant Governor Dan Patrick put out a press release stating, in relevant part, “[S]tarting today [I] will pay up to $1 million to incentivize, encourage and reward people to come forward and report voter fraud. . . . Anyone who provides information that leads to an arrest and final conviction of voter fraud will be paid a minimum of $25,000.” This concise Article analyzes whether Patrick’s statement constitutes an offer that contractually obligates him to pay in the event someone accepts by completing the requested action. Additionally, the potential existence of a campaign finance violation is considered.

Editor’s Introduction

Editor’s Introduction

The Comic Stance

AbstractDespite sustained philosophical attention, no theory of humor claims general acceptance. Drawing on the resources provided by intentional systems theory, this article first outlines an approach to investigating humor based on the idea of a comic stance, then sketches the Dismissal Theory of Humor (DTH) that has resulted from pursuing that approach. According to the DTH, humor manifests in cases where the future-directed significance of anticipatory failures is dismissed. Mirth, on this view, is the reward people get for declining to update predictive representational schemata in ways that maximize their future-oriented value. The theory aims to provide a plausible account of the role of humor in human mental and social life, but it also aims to be empirically vulnerable, and to generate testable predictions about how the comic stance may actually be undergirded by cognitive architectures.

Illusions of Justice in International Taxation

International tax law determines which states may tax what. Despite its significance, its normative foundations are poorly understood—cursorily treated by tax experts, and almost entirely neglected by philosophers. In this essay, I criticize a common way of thinking about justice in international taxation, and I propose an alternative. My critical target is a claim I call the Capture Principle. Common ground among many government officials, leading tax scholars, and several of the few philosophers who have thought about international taxation, the Capture Principle asserts that each state should have rights to tax income generated from economic activities within its territory. The Capture Principle appears to embody an ideal of reciprocity. I argue that this appearance is illusory. I examine three arguments that connect those two ideas, and I argue that each fails on its own terms. Even if we ought not to free-ride off others, ought to pay compensation for the burdens we place on others’ public sectors, ought to reward people for the surplus value that they create—the Capture Principle does not follow. This critical work reveals an interesting new research agenda for thinking about justice in international taxation.

Illusions of Justice in International Taxation

International tax law determines which states may tax what. Despite its significance, its normative foundations are poorly understood—cursorily treated by tax experts, and almost entirely neglected by philosophers. In this essay, I criticize a common way of thinking about justice in international taxation, and I propose an alternative. My critical target is a claim I call the Capture Principle. Common ground among many government officials, leading tax scholars, and several of the few philosophers who have thought about international taxation, the Capture Principle asserts that each state should have rights to tax income generated from economic activities within its territory. The Capture Principle appears to embody an ideal of reciprocity. I argue that this appearance is illusory. I examine three arguments that connect those two ideas, and I argue that each fails on its own terms. Even if we ought not to free-ride off others, ought to pay compensation for the burdens we place on others’ public sectors, ought to reward people for the surplus value that they create—the Capture Principle does not follow. This critical work reveals an interesting new research agenda for thinking about justice in international taxation.

Can the failure speak? Militant failure in the academy

Academia is rife with structural issues. We are witnessing a mental health crisis among staff and students, hiring and employment practices are institutionally sexist and racist, and staff are increasingly expected to be a triple threat (research, teaching, and admin superstars). In the face of this discussion of failure can reveal an important fallibility and demystify academic processes. But done badly it can also be self-indulgent and demoralising for those who view themselves as failures. Exhortations from those that have been successful to stick at it and be more resilient do nothing to combat the serious issues that (early career) academics face. This new focus on failure can only be successful if it is collective not individualising and it retains a focus on the structural. Grounded in my own experiences and anxieties, this intervention argues that a commitment to militant research practices can help us achieve this important task, and that discussions of failure need to consider teaching and not just fieldwork and writing processes. If not, nothing will change and we will continue to fetishise and paradoxically reward people who can ‘fail up’, while further silencing and alienating those whose ‘failures’ are more systemic.

Do people exploit risk\u2013reward structures to simplify information processing in risky choice?

The high rewards people desire are often unlikely. Here, we investigated whether decision-makers exploit such ecological correlations between risks and rewards to simplify their information processing. In a learning phase, participants were exposed to options in which risks and rewards were negatively correlated, positively correlated, or uncorrelated. In a subsequent risky choice task, where the emphasis was on making either a ‘fast’ or the ‘best’ possible choice, participants’ eye movements were tracked. The changes in the number, distribution, and direction of eye fixations in ‘fast’ trials did not differ between the risk–reward conditions. In ‘best’ trials, however, participants in the negatively correlated condition lowered their evidence threshold, responded faster, and deviated from expected value maximization more than in the other risk–reward conditions. The results underscore how conclusions about people’s cognitive processing in risky choice can depend on risk–reward structures, an often neglected environmental property.

Managing Their Own Affairs: The Australian Deaf Community in the 1920s and 1930s by Breda Carty

Reviewed by: Managing Their Own Affairs: The Australian Deaf Community in the 1920s and 1930s by Breda Carty Robert Adam (bio) Managing Their Own Affairs: The Australian Deaf Community in the 1920s and 1930s, by Breda Carty (Washington, DC: Gallaudet University Press, 2018, hardbound, 256 pages, $80.00, ISBN 978-1-944838-10-2) Previous publications on the history of the Australian deaf community have tended to be written by hearing people associated with schools for deaf children or deaf organizations, resulting in the subaltern history not being fully told. Burchett (1964), Flynn (1984, 2000), and Crickmore (2000) all wrote about organizations and services working with deaf people in Australian states, but their accounts have tended to feature hearing people as dominant figures and deaf people as a client and subaltern group. With the possible exception of Colefax (Colefax and Lawrence 1999), a deaf woman who published a biographical account of the establishment of the Australian Theatre of the Deaf, deaf women have also tended toward invisibility in the canon. This work deals with an almost-forgotten period in Australian deaf political history when deaf people, added by the leadership of strong and charismatic deaf and hearing individuals, rebelled against paternalism and charity in the form of deaf welfare organizations. However, these gains were temporary and disappeared during the wartime and postwar years. The first chapter sets the historical and social context of the work, including how the colonization of Australia by British and Irish settlers led to the establishment of missions or societies, staffed by both deaf and hearing people, and the beginnings of deaf education. In these organizations, some deaf people had leadership roles, such as caretakers, domestic staff, and collectors (a role that has not been fully [End Page 177] appreciated—society and mission newsletters were distributed by these deaf collectors who "found" isolated deaf children and directed them to the nearest school for deaf children). The second, third, and fourth chapters focus on events in Melbourne, Sydney, and Brisbane. Ernest Josiah Douglas Abraham is introduced in the second chapter and reappears throughout the book. Abraham worked as a missioner in Britain before emigrating to Australia to commence duties at the Adult Deaf and Dumb Society of Victoria in Melbourne. He soon set to work organizing the deaf community, and he established the Australasian Deaf and Dumb Association in 1904, modelling it after the British Deaf and Dumb Association and the National Association of Deaf Mutes in the United States. Carty also describes the fraught relationship between Abraham and J P Bourke, a late-deafened man who was at times an employee, at other times a critic of Abraham and his work (in chapter 5, we see Bourke banned from the Society). The third chapter focuses on events that led to the establishment of a breakaway organization in Sydney, New South Wales. This is the first conflict between benevolent organizations and independent-thinking deaf people that Carty narrates, and was characterized by larger movements of deaf people. Herbert V. S Hersee, who was a son of deaf parents and had worked as a missioner in Portsmouth, England, was the leader of this movement, which resulted in the establishment of the New South Wales Association of Deaf and Dumb Citizens. The following chapter focuses on events in Brisbane that were inspired by the events in Sydney. In this case, John M'Caig Paul, also a son of deaf parents who had worked as a missioner in Scotland, led the movement. The Queensland Mission had a paternalistic approach to deaf people, who were often referred to as "boys" and "girls." Consequently, deaf people in Brisbane formed the Queensland Deaf and Dumb Citizens Reformed Association as a breakaway organization. Chapter 5 discusses the personality cult that arose around Abraham, who was able to variously reward or punish deaf people. Carty notes that: It is possible to use language skill (especially minority language skill) as a way of infiltrating communities, accessing private information, and making those who use the language feel exposed and vulnerable. [End Page 178] Such privileged knowledge can, in the wrong hands, become a tool of oppression, a weapon—and Abraham provides a good case study of...

When do People Value Rehabilitation and Restorative Justice Over the Punishment of Offenders?

ABSTRACTThe authors explored the characteristics of individuals that affect their attitudes toward restorative justice-—in which offenders, victims, and communities meet to redress the damage the offence had caused. Across three studies, participants completed questionnaires that assessed whether they believe that people in general, or offenders in particular, can change fundamentally as well as attitudes toward restorative justice, rehabilitation, and punishment. In one study, the questionnaire also included measures of social dominance orientation, goal orientation, and future clarity. Generally, participants who believed that offenders can change fundamentally were more likely to agree to participate in restorative justice meetings and endorse rehabilitation over punishment. Yet, the belief that individuals in general can change fundamentally was not significantly associated with these attitudes toward alternative responses to crime. Social dominance orientation was inversely, and a learning orientation and future clarity were positively, associated with this belief that offenders can change. Thus, interventions that diminish inequality in income, privileges, and influence—and thus curb a social dominance orientation—may foster an openness toward restorative justice. Initiatives that continually reward people who gradually develop their expertise, and thus promote a learning orientation, should also foster this openness toward alternatives to custodial sentences.

Employer branding and talent retention: perceptions of employees in higher education institutions in Uganda

PurposeThe purpose of this paper is to examine, empirically the relationship between employer branding attributes of reward strategy, people orientedness and; leadership and development on talent retention in institutions of higher learning in Uganda.Design/methodology/approachIn a cross-sectional study, data were obtained form 218 respondents from two public universities. Confirmatory factor analysis (CFA) and structural equation modeling were employed to analyze the data.FindingsThe paper has two major findings: first, CFA maintained three dimensions of employer branding, namely; reward strategy, people orientedness and; leadership and development; and second, only reward strategy and people orientedness emerged as significant predictors of talent retention.Originality/valueThe results suggest that institutions of higher learning that embrace reward people orientedness strategies as measures for employer branding succeed in retaining their employees for longer.

What We Expect and What We Get? Total Rewards for Potential Employees

Abstract It would be advised that those who are looking to change their job or get a new one to be very well informed with respect to what kind of organizational rewards they can expect. In most of the cases, people want to be rewarded, but do not know what they need. Compatibility tests used in professional practice or job rotation on workstations are great possibilities to find out what kind of organizational rewards people are able to claim. Without a doubt, total reward will be applied differently, depending of people's profile (age, seniority, skills, and so on). Usually students from master and PhDs have no work experience and yet, they ask from their first jobs for advancement opportunities. Well, this represent a wrong choice since beginners in work should focus first of all on professional development. This paper explains in two stages, before employment (at the job interview) and after employment, what types of organizational rewards are in demand, according to students from master and PhD programs.