Work Rewards Research Articles

ЛЮДСЬКИЙ ПОТЕНЦІАЛ У ЧАСТИНІ ОБОРОННОЇ ЕКОНОМІКИ ДЕРЖАВИ

The issue of human potential development as one of the main sources of human capital and intellectual work in the field of defense of the country and in the country as a whole is studied. The problems of loss of human potential at the stages of its creation by analyzing the socio-economic and military situation in Ukraine, including demographic changes, changes in gross domestic product, income inequality in comparison with some European countries, the principles of personnel policy in the Armed Forces of Ukraine, management and defense spending in terms of the share of the state budget in the field of defense. The results of the analysis indicate a high level of inequality among the population of Ukraine, low purchasing power, the fact that there is a large arrears of wages, which negatively affects the ability to reproduce human abilities, as well as problems with compliance with international norms and practices. defense. An imbalance in the income of the population between the poor and rich classes, as well as the absence of the middle class. It is determined that it is expedient to create a favorable investment climate for the citizens of Ukraine, change the model of socio-economic development for the use of human capital, development of science and innovation, attract foreign investment, support national producers, preserve and create new jobs, carry out educational reform. scientific specialties that will be relevant in the future, taking into account technological progress, combating income inequality, creating a "middle class", and providing opportunities for citizens to receive a decent reward for honest work. Despite the significant growth of economic indicators, Ukraine is still characterized by a high level of poverty. This problem is solved in developed countries through adequate and effective state policy in the field of economic security, support of the national producer, creation of favorable conditions for investment processes, jobs, ensuring adequate financial support in the field of health, education and science.

Meritocracy and its Enemies: Is There an Alternative to the “Tyranny of the Merit”?

The article examines the idea of meritocracy, now increasingly criticized. It is shown that the relevance of the discourse on meritocracy is due to the objectively increased role of education and various creative and technical talents in the context of rapid technological development. At the same time, critics rightly point out that meritocracy today has become largely a myth that plutocrats turn to justify their privileges, status and wealth. The very idea of a meritocracy that focuses exclusively on the technical competencies and abilities demanded by the neoliberal economy is also criticized. Many authors talk about the need to fairly reward and respect low-skilled workers, who often (especially in the context of the COVID-19 pandemic) bring more public benefit than highly educated financiers or bankers. Nevertheless, the article shows that this criticism is a hidden apology for meritocracy. In this case, critics justify deeper inequalities associated with long-term prospects and self-realization. It leads to cementing the “secondary” status of workers of the “hand” and “heart”, whose fate in the context of automation and the development of artificial intelligence technologies may turn out to be unenviable. In the author's opinion, the only alternative to this state of affairs is the rejection of meritocracy as a normative concept. It should be recognized as an inevitable evil associated with the imperfection of social institutions and, in part, human nature. Accordingly, the author contrasts the meritocratic pursuit of status and power with the ideal of universal striving for the maximum possible and, what is remarkable, all-round development and practical application of the talents of all without exception.

Sturgeon hints at reward for COVID work

Sturgeon hints at reward for COVID work

A Broad Overview of Solution Focused Severe Trauma & Stress Recovery Work, With the Introduction of Two Additional SF Instruments to Promote Thriverhood 🇨🇳 🇹🇼 🇫🇷 🇮🇱 🇮🇷 🇷🇺 🇪🇸

The purpose of this paper is to show how the author’s solution focused (SF) work with both adult survivors of child abuse and neglect; and, adult trauma survivors, has developed from Yvonne Dolan’s severe trauma recovery work (Dolan, 1998). Dolan’s major contribution to this way of working is acknowledged; and, her three-stage Victim – Survivor –Thriver continuum detailed, with an emphasis on the Thriver stage. Other contemporary practitioners’ work is described, in brief, also. From the author’s clinical work with survivors of trauma, over some 25 years, it has become clear that clients need to understand more fully what thriverhood is about, in order to move towards it more effectively. Psychoeducation in the form of in-session verbal information and typed sheets to take away, has proved to be helpful in most cases. Some recent neuroscientific research, with specific reference to neuroplasticity is referred to, to demonstrate how clients improve through this specialist SF application. The handouts ‘What Thriving is Like’ (Figure 1) and ‘The Thriver Progress Questionnaire’ (Figure 2) are more advanced materials to help clients have a better understanding of both what is possible and how to be thriving more fully. It is the author’s intention also, to encourage more practitioners, equipped with the additional tools referred to, to take up the challenge of those important and rewarding work. Russian full article (https://drive.google.com/file/d/1UTwEpWDEc0gTIotzHEO-g1pUQET_miME/view?usp=sharing) Chinese (Simplified) (https://drive.google.com/file/d/1PrecoGaMpry5FIx6ihDjEAJCHFN1aayG/view?usp=drive_link) Chinese (Traditional) (https://drive.google.com/file/d/1M1NrT9bj17FuJ0BFoyoTdaUOAhja09bS/view?usp=drive_link) French (https://drive.google.com/file/d/1Cmh3t0hpTrp5QxJ4IPD_kvKs2Vvdzc9l/view?usp=drive_link) Hebrew (https://drive.google.com/file/d/1Mz2SGfMbVJGPI04R_VDWNmenjOn7lH5Y/view?usp=drive_link) Persian (https://drive.google.com/file/d/1mn22oYIy9RH-YHaR88LlCNd6UsyZJITb/view?usp=drive_link) Russian (https://drive.google.com/file/d/1pKqZbNXJJtnZOK_SHXetAXps8bvRZCdv/view?usp=drive_link) Spanish (https://drive.google.com/file/d/11wlDQ1pRlv_dyuls6WQbufTovHFcOH9o/view?usp=drive_link)

Using Truth Detection to Incentivize Workers in Mobile Crowdsourcing

Mobile crowdsourcing platforms often want to incentivize workers to finish tasks with high quality and truthfully report their solutions by providing proper rewards. Most existing incentive mechanisms reward workers based on the comparison among workers’ reported solutions. However, these mechanisms are vulnerable to worker collusion, i.e., workers coordinate to misreport their solutions. We address such an issue by proposing a novel rewarding mechanism based on a <inline-formula><tex-math notation="LaTeX">${truth detection}$</tex-math></inline-formula> technology, which relies on the independent verification of the correctness of each worker’s response to some question with an <i>imperfect</i> accuracy. We model the interactions between the platform and workers as a two-stage Stackelberg game. In Stage I, the platform optimizes the reward mechanism parameters associated with <i>truth detection</i> to maximize its payoff. In Stage II, the workers decide their effort levels and reporting strategies to maximize their payoffs (which depend on the output of the truth detector). We analyze the game’s equilibrium and show that our proposed mechanism can effectively mitigate worker collusion. We also propose a novel rule, named <i>filtered majority</i> , for the platform to more effectively aggregate the workers’ solutions. Our proposed aggregation rule utilizes truth detection and outperforms the conventional simple majority rule. We further characterize the impact of the truth detection accuracy on the platform’s decisions. Surprisingly, under the simple majority rule, we show that as the truth detection accuracy improves, the platform should always incentivize more workers to exert effort and truthfully report. However, under our proposed filtered majority rule, we show that as the truth detection accuracy improves, in some cases, the platform should incentivize fewer workers and save costs. We further examine the impact of the workers’ imperfect estimation of the truth detection accuracy on the platform’s decisions.

Intrinsically Rewarding Work and Generativity in Midlife: The Long Arm of the Job

Work is a productive activity that can also contribute to the well-being of the next generation. Using two waves of data from the Edmonton Transitions Study, this research examined the link between intrinsically rewarding work and generativity, or one’s perceived contributions to society. Controlling for relevant variables, more intrinsically rewarding work at age 43 predicted increasing generativity over the next seven years, and increases in intrinsic work rewards were associated with increased generativity between age 43 and 50. The results demonstrate the potential of the workplace to prompt growth in midlife generativity.

ASHA Workers : Womxn Warriors Struggling For Survival

In this little piece we've argued that the plight of ASHA workers in India reflects an interesting intersection of caste and gender which denies these workers a safe and rewarding work space, especially during a pandemic.

David Pierce, James Joyce's Portrait: A New Reading (review)

David Pierce, James Joyce’s Portrait: A New Reading (Brighton: Edward Everett Root, 2019), xiii+209 pages Many who read and teach Irish literature will associate David Pierce with his expansive and inclusive 2000 anthology, Irish Writing in the Twentieth Century. His latest book, James Joyce’s Portrait: A New Reading, attempts something different: to be a moderately sized, user-friendly interpretation of Joyce’s classic for twenty-first-century students. Neither a guide nor a commentary, it seeks to enrich a young person’s own reading of the Portrait, providing just enough context and study of parallel texts so that this generation may have a genuine and meaningful encounter with Joyce’s book. Those of us who regularly teach the Portrait share this book’s goal: we know well the challenges and the possibilities. Few of us, however, will have Pierce’s mastery of the subject and ability to judge what should (and should not) accompany a student’s first experience with the book; and for this, we teachers, along with general readers, are much indebted to him. His view of the Portrait is clear and convincing: it is a novel, not an autobiography nor a historical documentary, and its primary subject is writing. More specifically, it is about language and style. Characters matter, and so do settings, but these are secondary to perspective and theme. Pierce asserts that ‘A Portrait is a study in the relationship between narrative and discourse, how a story is told and what we readers make of such a story. It is a study in what was happening then and what it perhaps means to us now’ (8). There is plenty of room for readers here: they are co-creators of this text, not simply receivers or respondents, and they have much rewarding work to do. Pierce has always been interested in the ‘gap’: in his anthology, these were the voices of the dispossessed and the forms not previously regarded as canonical. In this book, he focuses on the internal gaps Joyce placed in the text, such as who or what is narrating certain passages, or the meanings of some important but vague words: ‘smugging’ or ‘soul’, for example. In these sections, Pierce supplies a broad range of ideas from respected Joyceans, and offers his own opinion; but he allows the reader to fill in the gaps, just as Joyce does. His Joyce is not the cold ironist of many twentieth-century critics, and he is definitely not the looming figure that John Banville sees crowding out successive Irish writers. Rather, Pierce’s Joyce resembles the one Seamus Heaney portrayed in ‘Station Island’: he is the friend of twenty-first-century readers and writers, who asks them to listen to the past and then strike their own note in the present. Many Studies • volume 109 • number 435 344 Autumn 2020: Book Reviews of my students agree with Pierce that ‘Joyce can be a surprisingly comforting figure, especially when it comes to getting through a difficult time’ (34). However, today’s readers cannot connect with the Portrait unless they grasp some central themes: freedom, pre-eminently, but also fathers and sons, religion, sexuality, memory, nationality, and so forth.To clarify and to contextualise them, Pierce’s third chapter presents Joyce’s notions alongside those of Yeats. He follows this with a chapter showing how the Portrait grew out of the aesthetic movement, taking cues from similar works produced by J K Huysmans, Walter Pater, George Moore, and Oscar Wilde. This is an important corrective, since the younger Joyce’s work was still in dialogue with writers of the 1880s and ‘90s, and with more than just Ibsen, Dante, and the exemplars Stephen Dedalus lists in the Portrait. Still, Pierce shows how Joyce also broke much new ground, in narration and especially in his focus on the earthly, the daily, and the habitual, that begins in the Portrait and comes to fruition in Ulysses. A real strength of the book is Pierce’s strict separation in his treatments of the text (Chapter 1) and the author (Chapter 2). His close reading of the Portrait’s first chapter is especially insightful. The timeline of Joyce’s life...

Legitimate earnings inequality and national welfare commitment: Correspondence between economic institutions and the pay 80,000+ people in 30 nations think legitimate for ordinary jobs and for elite jobs

In formulating views of just reward for high-status and low-status work, do ordinary citizens take cues from their nation's public stance on income inequality as institutionally embedded in their welfare state, i.e. their social welfare and labor market policies, their "welfarism"? How large a morally correct earnings gap flows from that? Our multilevel analyses (fixed effects, random intercepts) replicate prior research on the impact of individual characteristics and socioeconomic development. They open new territory with the discovery that public opinion on legitimate/just earnings of high-status occupations aligns moderately strongly with welfarism, ceteris paribus, with welfare state citizens advocating lower pay for the elite but not higher pay for working-class occupations: The welfare state is not (or no longer) a matter of helping the poor but instead of bringing down the elite, "cutting down the tall poppies". Data: World Inequality Study v2.1: 30 countries, 71 surveys, and over 88,000 individuals.

STEM and Soft Occupational Competencies: Analyzing the Value of Strategic Regional Human Capital

This research examines the distribution of STEM—science, technology, engineering, and mathematics—and soft-skill competencies in occupations within regional economies in the United States. This research explores the public policy question: Do occupational competencies offer a better measure of regional human capital than the commonly used metric of educational attainment? Policy makers at all levels of government have increasingly emphasized STEM education as vital to economic well-being. This research finds support for the importance of STEM occupational competencies to regional median wage and productivity, but findings also indicate the important contributions of “soft skills” to regional economic well-being. This suggests new avenues for region-focused training and human capital development aligned to occupational skill demands that reward workers and benefit regions.

ПРОБЛЕМЫ МОТИВАЦИИ ВЫСОКОКВАЛИФИЦИРОВАННЫХ СПЕЦИАЛИСТОВ.

Purpose: analysis and assessment of the motivational component of the labor process of highly qualified specialists. Materials and methods: distribution of motivation factors (value orientation) according to the needs pyramid of A. Maslow, questionnaire surveys on the degree of satisfaction with labor, comparison of the rates of change in labor productivity with changes in the average wage, processing of the results of the study using descriptive statistics. Results. The relationship between the main elements of the personnel incentive structure and the actual driving motives is shown. Conclusions. It was revealed that the most problematic point that employees are worried about is the lack of assessment of achievements: lack of socio-psychological motivation, expressed in the lack of a favorable psychological climate in the team, in the absence of a policy of rewards for quality work, in the absence of team spirit. Possible recommendations for improving the motivational component of the labor process are formulated.

KINERJA GURU DITINJAU DARI PENGARUH LINGKUNGAN KERJA DAN PENGHARGAAN

This research aims to determine the effect of the work environment and rewards on teachers’s performance at SMPN 1 Indralaya. This research uses quantitative methods with correlational type of research. The research population was 45 people, namely the teachers at SMPN 1 Indralaya. The number of research samples were 40 people. The sampling technique in this study is simple random sampling. Data collection techniques using a questionnaire. Data were analyzed using simple linear regression test analysis techniques and multiple linear regression. Research results show that: (1) The work environment has no significant effect on the teachers’s performance at SMPN 1 Indralaya. (2) The rewards has a significant effect on the teachers’s performance at SMPN 1 Indralaya (3) Work environment and rewards together have a significant effect on the teachers’s performance at SMPN 1 Indralaya

The role and scope of occupational therapy in Africa

Purpose Occupational therapy (OT) is a global health profession that promotes participation in meaningful occupations to enhance well-being, particularly for persons with disabilities. Occupational therapy is relatively new in many African countries and there is limited research regarding the role of OT in this region. Thus, this study aims to understand the role and scope of OT in Africa by exploring its unique contribution to healthcare and cultural considerations for practicing OT in various African contexts. Methods We conducted an exploratory qualitative descriptive study involving semi-structured interviews with 15 occupational therapists from 11 African countries. Interview questions focused on participants’ work activities, rewards and challenges of their work, and perceived contribution to healthcare. We audio-recorded and transcribed interviews followed by inductive thematic analysis. Results All participants described maintaining multiple roles. Four main themes (with sub-themes) emerged: advocacy (clients and the profession), collaboration (multi-disciplinary team, professional support, and internationally), maintaining core OT principles (occupation, function, participation, empowerment, and holistic practice), and contextual considerations (community-based services, practice approaches, sustainability, cultural norms, and spirituality). Conclusions Occupational therapists working in African contexts have a unique and challenging role involving advocacy and collaboration. They need to maintain core OT values whilst addressing contextual considerations to ensure culturally relevant practice. Implications for Rehabilitation Occupational therapists have an important role in promoting health and well-being; however, practice is influenced by the cultural context. Occupational therapists in Africa maintain multiple roles, including advocacy for their clients and the profession, and collaboration within a multidisciplinary team, for professional support and internationally. African occupational therapists need to be rooted in core OT principles whilst considering their unique context to ensure culturally relevant practice.

Unequal Reward for Equal Work? Understanding Women’s Work and Wage Discrimination in India Through the Meniscus of Social Hierarchy

The Indian society is one of the most unequal societies of the world and divided into different social hierarchies of caste, class, religion, etc. Caste is a determinant of power, economic inequality, poverty and discrimination in contemporary India. When it comes to women, they face the dual burden of discrimination, first gender based and, second, caste based. The practice of discrimination persists between Dalit/tribal and upper-class women, but still, Dalit women are trying to come out of this unequal treatment. Hence, this study investigates the magnitude of discrimination among women workers in terms of the social hierarchy and relative factors responsible for workforce discrimination. Furthermore, this study examines the extent of wage differential between Dalit/tribal and upper-class women workers. The study has used the data of the 50th Employment and Unemployment Survey to the Periodic Labour Force Survey (PLFS) from 1993–1994 to 2017–2018 by the National Sample Survey Office (NSSO). In the first part of the analysis, this study explains how and why the women workforce is decreasing, particularly as far as Dalit/tribal women are concerned. Subsequently, the relative contributions of socio-economic conditions in the women workforce have been assessed using logistic regression. However, the second part of the study examines the wage differential between general and Dalit/tribal women and the extent of wage discrimination using the Oaxaca–Blinder decomposition method. The study reveals that the women workforce has been consistently declining and the vulnerability is intense among Dalit/tribal women. Furthermore, it has been observed that the social hierarchy (caste) is a decisive factor for the remuneration (wage) in the labour market and over the period of study, the wage discrimination between Dalit and upper-caste women has significantly increased.

A Survey of Stress and Burnout in Forensic Mental Health Nursing.

Although it is known that forensic mental health nurses (FMHNs) work in a stressful environment, their experience of stress and burnout remains largely unexplored. The study aimed to measure levels of burnout and workplace stressors experienced by FMHNs. A survey of 205 FMHNs was undertaken. Respondents completed the Maslach Burnout Inventory and the Nursing Stress Scale. Fifty-seven FMHNs completed the survey, representing a response rate of 27.8%. Only five respondents (8.8%) experienced high levels of burnout across all three Maslach Burnout Inventory subscales. The most reported workplace stressors were related to "workload," "conflict with other nurses," and "conflict with physicians." A correlation between total Nursing Stress Scale score and both "emotional exhaustion" and "cynicism" were found (r = 0.45, p < 0.001, and r = 0.34, p < 0.011, respectively), indicating that FMHNs who reported higher workplace stress are at an increased risk of burnout. Most FMHNs in the current study experienced moderate levels of burnout, although they continued to feel self-assured in their practice and found their work rewarding. Consistent with other nursing populations, the FMHNs in this study reported feeling stressed by their workload and as the result of conflict with other nurses and physicians. Reduced well-being, associated with stress and burnout, may lead to increased absences from work and the delivery of poor-quality forensic mental health consumer care. The implementation of staff well-being strategies is recommended to address stress and burnout in FMHNs.

Call centres and job satisfaction in Italy: employment conditions and socio-biographical patterns

ABSTRACTThe article examines job satisfaction in 21 Italian call centres. The results of research carried out on 1715 handlers indicate how dissatisfaction prevails among call centre representatives (CCRs) and how it is influenced by aspects related to some organisational characteristics (service delivered, size and organisational typology), on one side, and to different aspects of working conditions (contract, wage and tenure) and participants’ biographical and working profiles of CCRs (gender, age, educational attainment), on the others. However, the most interesting finding emerges by distinguishing different dimensions of job satisfaction (extrinsic and intrinsic-relational). In particular, the relationship between type of contract and job satisfaction is rather interesting. For non-permanent workers, in fact, the probability of being dissatisfied is decidedly greater if we consider the extrinsic dimension of job satisfaction. Instead, when the intrinsic-relational dimension is taking into account, atypical workers are no more dissatisfied than the permanent ones. Job insecurity and limited perspectives in terms of work alternatives, safeguards and rewards, seem to be the source of greatest dissatisfaction for Italian CCRs. This certainly does not surprise considering the Italian development model and its dualistic labour market, highly segmented between insiders and outsiders.

Factors Influencing Teachers’ Motivation: The Case of Degga Woreda Public Primary Schools

The aim of this study was to investigate factors influencing teachers’ motivation and their effect on performances: in the case of Degga Woreda public primary schools. Descriptive and explanatory research designs were adopted with both qualitative and quantitative research approach. The study population comprised a totaling 297 teachers from primary schools and 170 teachers were sampled for this study by using Yemane (1967). Also to identify the target respondents from total population of the study systematic random sampling techniques was used. Questionnaires, interview, and researcher observation were served as data collection instruments. The data were analyzed using descriptive (mean and standard deviation) and inferential statistics (multiple correlations and regression). The analysis was supported by the statistical software such as Statistical Package for Social Scientists 20 versions and Analysis of Moment Structures 22 versions. The key findings of doing so; reward system; job satisfaction and work situation were influence teachers’ motivation. The study concluded that the reward system, job satisfaction and work situation were highly influencing teachers’ motivation, and they have a major positive indirect effect on the performance of teachers. Finally, the study recommended that the ministry of education in consultation with a teacher’s representative, woreda education office, heads of school, and community should include in improving the reward system, job satisfaction and work situation. Keywords: Reward System, Work Situation, Job Satisfaction, Teachers’ Motivation DOI : 10.7176/RHSS/10-1-05 Publication date: January 31 st 2020

Brazilian sugarcane agro-industry human resources’ management: strategies to increase work intensity

Abstract: The sugarcane agro-industry complex of São Paulo State, Brazil, has undergone significant technical and organizational changes over the last two decades. The harvest mechanization process increased the work productivity and reduced drastically the workforce employed in the sector, requiring modern human resources practices to manage work in this new technical basis. The objective of this study is to analyse how the São Paulo state sugarcane complex human resources management (HRM) practices can increase the work intensity in agricultural production. The primary data of this study was obtained with a questionnaire applied to 38 HR managers of sugarcane companies and with 18 semi-structured interviews to the sector workers and managers. The payment based on production is a traditional HRM strategy in the sector to increase productivity, and its efficiency is conditioned to the capacity of the managers to recruit and control the workforce. Therefore, in this article, the analysis focused on payment, recruitment and training programmes. Data analysis indicate that, generally, the HRM practices logic is to reward workers with higher productivity levels and punish those who flee from behavior patterns and commit deviations of quality. Even so, the heterogeneity HRM structure in sugarcane agro-industry is evident, since companies with different types of management have specific priorities. The central conclusion is that the work intensification still can be an issue in sugarcane agro-industrial complex as the variable remuneration is used to punish and reward workers based on quality and productivity indicators. The effects of this intensification process for machine operators health must be analyzed in further researches.

Radna motivacija i zadovoljstvo poslom zdravstvenih radnika u Vojvodini, Srbija

Introduction/Objective: Employees' job satisfaction represents an integral element of the quality of work in health care institutions and stems from adequate motivation of employees for work. The aim of the study was to examine whether there is a difference in work motivation and job satisfaction among health care professionals in Vojvodina, Serbia. Methods: The study was conducted on a sample of 719 health care professionals, employed in three health centers. A self-administered questionnaire was used for data collection. Student t-test, Spearmen's rank correlation coefficient, ROC analysis and binary logistic regression analysis were used in statistical data analysis. Results: Health professionals were significantly more motivated than satisfied with the following factors of work motivation: achievement of health institution goals, recognition of good performance, good interpersonal relationships, possibilities of promotion and advancement, personal qualities of an immediate manager, monthly income, working conditions, cooperative work atmosphere, secure job, managerial support, availability of up-to-date work equipment, and rewards for exceptional work. Health professionals were significantly less motivated by the factor of work motivation - expert supervision of their work, compared to the degree of its fulfilment/satisfaction provided by their healthcare institutions. Conclusion: Healthcare professionals are more motivated to work than satisfied with the work they do. In order to improve the quality of work in healthcare institution and the provided health care, as well as to increase the satisfaction among the users of health services, it is necessary that management of health care facilities continuously conducts studies on work motivation and job satisfaction.

The impact of social relationships on children's distributive justice.

Previous work has provided evidence that both merit and social relationships guide resource distribution in children. However, no prior studies have addressed the question of how children as third-party distributors balance the 2 factors when they are in conflict with one another. Two studies tested 7-year-old Chinese children's allocation of 3 and 4 rewards for work performed by 3 different pairs of recipients. In each pair, 1 recipient was a stranger and the other recipient was either the child's friend, a disliked peer, or another stranger. The 2 recipients were either equally deserving (Study 1, N = 48) or unequally deserving, with the child's friend/disliked peer/another stranger having completed less (Study 2a, N = 48; Follow-Up study, N = 60) or more (Study 2b, N = 48) work to deserve the rewards. The children generally showed a positive bias toward their friend; the children gave more resources to their friend than to an equally deserving stranger (Study 1) and distributed resources equally when the friend was less deserving (Study 2a and Follow-Up combined). The children also showed negative bias toward the disliked peer by distributing resources equally when he or she was more deserving than the stranger (Study 2b). The children adhered to merit when distributing between two strangers (Study 1, 2b, combined Follow-Up). These findings suggest that, by 7 years of age, children resolve conflicts between social relationships and merit by basing resource allocation decisions on relationships, but they moderate those decisions depending on the recipients' merit. (PsycINFO Database Record (c) 2019 APA, all rights reserved).