Thematische Bibliographien / Work Reward

Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte
  6. Berichte der Organisationen

Auswahl der wissenschaftlichen Literatur zum Thema „Work Reward“

Autor: Grafiati
Veröffentlicht am 25. Mai 2024

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Zeitschriftenartikel zum Thema "Work Reward"

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Disurya, Ramanata, Neta Dian Lestari, Rambat Nur Sasongko und Muhammad Kristiawan. „Discipline, Infrastructure, Work Environment, and Work Rewards' Influence on Lecturer Performance“. AL-ISHLAH: Jurnal Pendidikan 14, Nr. 4 (18.10.2022): 6517–26. http://dx.doi.org/10.35445/alishlah.v14i4.2312.

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This study is to evaluate and analyze the hurdles and problems that a lecturer has in obtaining peak performance by examining the impact of discipline, infrastructure, work environment, and work rewards on lecturer performance. The sample of this study were 32 respondents and this study is quantitative and questionnaire was used to collect the data. We identify or uncover causality to determine the link or impact of discipline, infrastructure, work environment, and job rewards on lecturer performance in statistics are used in this study. The findings revealed that the existence of the Work Reward variable as a control variable had an effect on the variables discipline (X1), infrastructure (X2), work environment (X3) and lecturer performance (Y). Thus, it can be inferred that the variables of discipline, infrastructure, and work environment are not the only factors that influence lecturer performance, because another variable, namely the work reward variable, also has an impact on lecturer performance. Work reward, is one of the variables influencing the rise in discipline, infrastructure, and work environment on lecturer performance. Meanwhile, the statistical results of SPSS 25 show that discipline, infrastructure, work environment, and job rewards all have a substantial impact on professor performance.
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Devonish, Dwayne. „Gender, effort-reward imbalance at work, and burnout“. Gender in Management: An International Journal 32, Nr. 6 (07.08.2017): 441–52. http://dx.doi.org/10.1108/gm-06-2016-0128.

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Purpose The purpose of this study is to examine gender as a key moderator in the relationship between effort-reward imbalance (ERI) and burnout among employees in Caribbean workplaces. Design/methodology/approach Based on a survey sample of 323 employees in a small developing country in the Caribbean, this study tested the hypothesis that the stressor–strain relationship (captured by ERI and burnout) is stronger for women than for men. Findings The results revealed that the effect of high effort-low rewards (i.e. ERI) on burnout among females was significantly larger than its effect on burnout for males. In contrast, high effort-high rewards were significantly associated with higher burnout levels for males. Research limitations/implications The study used a cross-sectional approach using self-report measures of burnout, effort and rewards. Practical implications Management in organisations should ensure that male and female employees’ efforts and contributions at work are appropriately and fairly rewarded as a means of reducing negative effects of ERIs. Originality/value The study examined how gender moderated the adverse effects of a popular work-stress model on employee health in a developing country context.
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Momanyi, George O., Maureen A. Adoyo, Eunice M. Mwangi und Dennis O. Mokua. „Strengthening Strategic Reward Framework in Health Systems: A Survey of Narok County, Kenya“. Global Journal of Health Science 9, Nr. 1 (19.05.2016): 181. http://dx.doi.org/10.5539/gjhs.v9n1p181.

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BACKGROUND: Rewards are used to strengthen good behavior among employees based on the general assumption that rewards motivate staff to improve organizational productivity. However, the extent to which rewards influence motivation among health workers (HWs) has limited information that is useful to human resources (HRs) instruments. This study assessed the influence of rewards on motivation among HWs in Narok County, Kenya. METHODS: This was a cross-sectional study done in two sub-counties of Narok County. Data on the rewards availability, rewards perceptions and influence of rewards on performance, as well as motivation level of the HWs, was collected using a self-administered questionnaire with HWs. SPSS version 21 was used to analyze descriptive statistics, and factor analysis and multivariate regression using Eigen vectors was used to assess the relationship between the reward intervention and HWs’ motivation.RESULTS: A majority of HWs 175 (73.8%) had not received a reward for good performance. Only 3 (4.8%) of the respondents who received rewards were not motivated by the reward they received. Overall, reward significantly predicted general motivation (p-value = 0.009).CONCLUSION: In Narok County, the HR’s instruments have not utilized the reward system known to motivate employees. In the study area, hard work was not acknowledged and rewarded accordingly. In addition, there were not sufficient opportunities for promotion in the county. An increased level of reward has the potential to motivate HWs to perform better. Therefore, providing rewards to employees to increase motivation is a strategy that the Narok County health system and its HR management should utilize.
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Sulistiasih, S., und Widodo Widodo. „How do learning organisation and reward system affect lecturers’ innovative work behaviour?“ Cypriot Journal of Educational Sciences 17, Nr. 9 (30.09.2022): 3490–502. http://dx.doi.org/10.18844/cjes.v17i9.8088.

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Innovative work behaviour (IWB) is essential for the survival of individuals and organisations. Therefore, this research examines IWB based on learning organisation, reward systems, and job involvement perspectives. It also proves job involvement’s role in mediating learning organisation and reward systems on IWB. A quantitative approach was adopted with a causal design, and questionnaires were administered to 230 lecturers of private universities in Indonesia to collect data. The result of path analysis showed that learning organisation, reward system, and job involvement significantly affects IWB. Job involvement also mediates the relationship between the learning organisation and rewards system with IWB. Therefore, a new model that learning organisation and reward system affects IWB mediated by job involvement is confirmed. IWB can be improved through learning organisation and reward system with the support of job involvement. Keywords: learning organisation, reward system, job involvement, innovative work behaviour, lecturer.
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Song, Yuhang, Jianyi Wang, Thomas Lukasiewicz, Zhenghua Xu, Shangtong Zhang, Andrzej Wojcicki und Mai Xu. „Mega-Reward: Achieving Human-Level Play without Extrinsic Rewards“. Proceedings of the AAAI Conference on Artificial Intelligence 34, Nr. 04 (03.04.2020): 5826–33. http://dx.doi.org/10.1609/aaai.v34i04.6040.

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Intrinsic rewards were introduced to simulate how human intelligence works; they are usually evaluated by intrinsically-motivated play, i.e., playing games without extrinsic rewards but evaluated with extrinsic rewards. However, none of the existing intrinsic reward approaches can achieve human-level performance under this very challenging setting of intrinsically-motivated play. In this work, we propose a novel megalomania-driven intrinsic reward (called mega-reward), which, to our knowledge, is the first approach that achieves human-level performance in intrinsically-motivated play. Intuitively, mega-reward comes from the observation that infants' intelligence develops when they try to gain more control on entities in an environment; therefore, mega-reward aims to maximize the control capabilities of agents on given entities in a given environment. To formalize mega-reward, a relational transition model is proposed to bridge the gaps between direct and latent control. Experimental studies show that mega-reward (i) can greatly outperform all state-of-the-art intrinsic reward approaches, (ii) generally achieves the same level of performance as Ex-PPO and professional human-level scores, and (iii) has also a superior performance when it is incorporated with extrinsic rewards.
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Narti, Ni Ketut, Ni Ketut Lasmini, Lily Marheni und Ni Komang Suci Martini. „PENERAPAN SISTEM PEMBERIAN REWARD PADA HOTEL INNA GRAND BALI BEACH“. Forum Manajemen 17, Nr. 2 (02.10.2019): 30–41. http://dx.doi.org/10.61938/fm.v17i2.329.

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The purpose of this research is to know the application of reward system at Hotel Inna Grand Bali Beach. The object of research is the implementation of reward system using qualitative and qualitative descriptive approach. Data collection in this research is interview observation, and literature research.The results showed that at Hotel Inna Grand Bali Beach there are 4 types of rewards that are used to motivate employee performance: Reward Incentives, Reward Production Premium, Reward Best Employee, Reward Period. The application of the reward system of each type varies - based on SKD (Directors' Decree) and the basis of reward. Providing incentive rewards based on employee attendance. Reward of production premium based on company productivity. Giving rewards best employee based on employee performance. Giving rewards for working period based on length of employee work. The initial process of checking employee data requires a lot of time making the application of rewards less effective and efficient. This is caused by the data of many employees and done in two checking process that is timekeeping and finger print so that require precision in process of checking data.
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Hayat, Hayat, Sumartono Sumartono, Choirul Saleh und Ratih Nur Pratiwi. „Religiosity Moderation on the Effect of Reward System and Motivation on Work Performance“. IJEBD (International Journal Of Entrepreneurship And Business Development) 3, Nr. 02 (30.03.2020): 152–67. http://dx.doi.org/10.29138/ijebd.v3i02.976.

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The purpose of this study is to analyze the reward system on work motivation of the state civil apparatus and work performance, the effect of religiosity moderation on the influence of motivation on the work performance of the state civil apparatus and the effect of religiosity moderation on the effect of the reward system on the work performance of the civil apparatus country. The research method used quantitative research using WarpPLS 0.6 analysis. The results of research and discussion show that the reward system has a positive and significant effect on work motivation. More rewards given will have an impact on employee motivation. In addition, the effect of the reward system on work performance also has a positive and significant effect. In the aspect of Religiosity as moderation, motivation and work performance effect is insignificant and positively moderates both, even the tendency to weaken. The emphasis is that work does not only depend on competence, skill, and capacity, but must be supported by the belief that there is a God who is always at work, because serving the community is part of worship that rewards God will repay with multiplied kindness.
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Garms, Lydia, Siaw-Lynn Ng, Elizabeth A. Quaglia und Giulia Traverso. „Anonymity and rewards in peer rating systems1“. Journal of Computer Security 30, Nr. 1 (20.01.2022): 109–65. http://dx.doi.org/10.3233/jcs-200113.

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When peers rate each other, they may rate inaccurately to boost their own reputation or unfairly lower another’s. This could be mitigated by having a reputation server incentivise accurate ratings with a reward. However, assigning rewards becomes challenging when ratings are anonymous, since the reputation server cannot tell which peers to reward for rating accurately. To address this, we propose an anonymous peer rating system in which users can be rewarded for accurate ratings, and we formally define its model and security requirements. In our system ratings are rewarded in batches, so that users claiming their rewards only reveal they authored one in this batch of ratings. To ensure the anonymity set of rewarded users is not reduced, we also split the reputation server into two entities, the Rewarder, who knows which ratings are rewarded, and the Reputation Holder, who knows which users were rewarded. We give a provably secure construction satisfying all the security properties required. For our construction we use a modification of a Direct Anonymous Attestation scheme to ensure that peers can prove their own reputation when rating others, and that multiple feedback on the same subject can be detected. We then use Linkable Ring Signatures to enable peers to be rewarded for their accurate ratings, while still ensuring that ratings are anonymous. Our work results in a system which allows accurate ratings to be rewarded, whilst still providing anonymity of ratings with respect to the central entities managing the system.
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Schumacher, Max, Christian Medeiros Adriano und Holger Giese. „Challenges in Reward Design for Reinforcement Learning-based Traffic Signal Control: An Investigation using a CO2 Emission Objective“. SUMO Conference Proceedings 4 (29.06.2023): 131–51. http://dx.doi.org/10.52825/scp.v4i.222.

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Deep Reinforcement Learning (DRL) is a promising data-driven approach for traffic signal control, especially because DRL can learn to adapt to varying traffic demands. For that, DRL agents maximize a scalar reward by interacting with an environment. However, one needs to formulate a suitable reward, aligning agent behavior and user objectives, which is an open research problem. We investigate this problem in the context of traffic signal control with the objective of minimizing CO2 emissions at intersections. Because CO2 emissions can be affected by multiple factors outside the agent’s control, it is unclear if an emission-based metric works well as a reward, or if a proxy reward is needed. To obtain a suitable reward, we evaluate various rewards and combinations of rewards. For each reward, we train a Deep Q-Network (DQN) on homogeneous and heterogeneous traffic scenarios. We use the SUMO (Simulation of Urban MObility) simulator and its default emission model to monitor the agent’s performance on the specified rewards and CO2 emission. Our experiments show that a CO2 emission-based reward is inefficient for training a DQN, the agent’s performance is sensitive to variations in the parameters of combined rewards, and some reward formulations do not work equally well in different scenarios. Based on these results, we identify desirable reward properties that have implications to reward design for reinforcement learning-based traffic signal control.
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Kartikaningdyah, Ely, und Fatimah Rima Ramadhani. „HUBUNGAN PERSEPSI PEMBERIAN REWARD TERHADAP KEPUASAN KERJA DAN LOYALITAS KERJA KARYAWAN PADA PEKERJA PENDATANG“. JOURNAL OF APPLIED BUSINESS ADMINISTRATION 1, Nr. 1 (02.05.2019): 82–95. http://dx.doi.org/10.30871/jaba.v1i1.1270.

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This study examines the extrinsic and intrinsic reward relationship to job satisfaction and loyalty work in manufacturing companies in Batam. The reward system consists of a reward desired and expected reward either extrinsic or intrinsic. Job satisfaction can be met if the reward system fair and equitable to all workers according to their contribution to the company and will reduce labor turnover because of their loyalty to the company's labor and employment. Respondents in this study were 239 labor migrants working in manufacturing companies in Batam that reside in the Flats Muka Kuning, an analytical technique used is the analysis of correlation and independent test samples t-test. The results of the hypothesis: there is a positive and significant relationship between reward extrinsic and reward intrinsically desirable to job satisfaction and loyalty work, there is a relationship reward extrinsic and rewards intrinsic to expect on job satisfaction and loyalty work and not there are reward differences in perception between men and women on job satisfaction.
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Dissertationen zum Thema "Work Reward"

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Novotný, Lukáš. „Reward management in a small IT business“. Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262040.

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The topic of this thesis is reward management and its application in a small-sized IT enterprise. Its goals are to properly document and describe current reward system in the company, evaluate the system and recommend improvements for the system. The first two goals are reached via thorough research of the company through semi-structured interviews, employee satisfaction survey, participant observation and document examination and the last one by applying principles from the current literature and education to the results of the two previous goals. The findings are that the reward system, despite growing organically instead of designed, is relatively effective in some areas, but needs improvement in other areas. The main improvement areas are motivation by contingent pay, communication management and performance management. Relatively well working rewards are especially non-financial reward connected to the work environment and work itself.
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Glisenti, Kevin. „The effect of reward systems on motivating knowledge sharing between people within and across work units /“. [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17970.pdf.

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Roberts, M. Koy. „Performance Measurement, Feedback, and Reward Processes in Research and Development Work Teams: Effects on Perceptions of Performance“. Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2701/.

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Organizations have had difficulty managing the performance of their knowledge work teams. Many of these troubles have been linked to antiquated or inadequate performance management systems along with a scarcity of empirical research on this important human resource initiative. These problems are magnified when managing the performance of research and development teams because greater ambiguity and uncertainty exists in these environments, while projects are unique and continually evolving. In addition, performance management in R&D has only recently been accepted as important while individuals in these settings are often resistant to teams. This study represented the first step in the process of understanding relationships between performance management practices and perceptions of performance in R&D work teams. Participants were 132 R&D team leaders representing 20 organizations that agreed to complete a survey via the Internet. The survey instrument was designed to examine the relationships between performance measurement, feedback, and reward processes utilized by teams in relation to measures of customer satisfaction, psychological and team effectiveness, and resource utilization and development. The most important level of performance measurement occurred at the business unit level followed next by the individual level while team level measurement was unrelated to team performance. A simple measurement system with three to seven performance measures focused on objective results, outcomes, and customer satisfaction appeared ideal. Team participation in the performance management process, most notably the process of setting performance measures, goals, and objectives was also important. The use of multiple raters, frequent performance appraisals, and frequent feedback were identified as meaningful. Specific types of rewards were unrelated to performance although some evidence suggested that business unit rewards were superior to team and individual rewards. It was speculated that R&D teams function more like working groups rather than real teams. The focus in R&D seems to be on business unit projects, products, or designs where the aggregate of individual and team contributions determine larger project outcomes.
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Murtaza, Ghulam. „Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance“. Thesis, Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066/document.

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L’injustice au travail engendre des émotions négatives chez les employés, ces émotions influencent les résultats du travail. Cette recherche vise à mettre en évidence cette perspective en utilisant deux approches théoriques alternatives de l’injustice au travail : La justice organisationnelle et le déséquilibre effort-récompense ainsi que leurs conséquences sur les deux différents échantillons. Basé sur une étude transversale, ce travail compare la justice organisationnelle et le déséquilibre effort-récompense en examinant les perceptions de l’injustice par les employés et leurs relations aux rendements au travail au Pakistan (N=583) et en France (N=241). En plus, nous examinons les effets modérateurs des valeurs humaines sur la relation entre l’injustice au travail et le rendement. Cependant, les résultats de l'analyse de la régression hiérarchique révèlent que les deux modèles théoriques de l’injustice (la justice organisationnelle et le déséquilibre effort-récompense) étaient positivement liés à l'épuisement lié au travail et à l'intention de départ, et négativement liés à l'engagement organisationnel, et au comportement au travail. Nous avons démontré que les valeurs humaines et la sensibilité à l’équité modèrent la relation entre l’injustice et les conséquences du stress dans les deux échantillons. Nous avons aussi abordé notre contribution à la littérature existante, les multiples implications managériales et les pistes de recherches
Unfairness at work often causes in inducing negative emotions among employees that influence their work outcomes or strains. In this research, we seek to advance this perspective by using two alternative theoretical models of unfairness at work: organizational (in)justice and effort-reward imbalance and its consequences on two different samples of employees. Based on cross-sectional two different samples this study offered a comparison between organizational (in)justice and effort-reward imbalance in examining employees' unfair perceptions and their relationships to work outcomes in Pakistan (N=583) and in France (N=241).Further, this research examined the moderating effects of personal human values and equity sensitivity between the relationships of unfairness at work and outcomes. However, results of hierarchical regression analysis revealed that both theoretical models of unfairness (organizational (in)justice and effort-reward imbalance) were positively related to job-burnout, turnover intention whereas negatively related to organizational commitment, employees’ performance, and employees in role behavior. We also found that personal human values and equity sensitivity moderated the relationship between unfairness and stress outcomes in both samples. Contribution towards the existing literature, managerial implications, and future research direction was also discussed
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Murtaza, Ghulam. „Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance“. Electronic Thesis or Diss., Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066.

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L’injustice au travail engendre des émotions négatives chez les employés, ces émotions influencent les résultats du travail. Cette recherche vise à mettre en évidence cette perspective en utilisant deux approches théoriques alternatives de l’injustice au travail : La justice organisationnelle et le déséquilibre effort-récompense ainsi que leurs conséquences sur les deux différents échantillons. Basé sur une étude transversale, ce travail compare la justice organisationnelle et le déséquilibre effort-récompense en examinant les perceptions de l’injustice par les employés et leurs relations aux rendements au travail au Pakistan (N=583) et en France (N=241). En plus, nous examinons les effets modérateurs des valeurs humaines sur la relation entre l’injustice au travail et le rendement. Cependant, les résultats de l'analyse de la régression hiérarchique révèlent que les deux modèles théoriques de l’injustice (la justice organisationnelle et le déséquilibre effort-récompense) étaient positivement liés à l'épuisement lié au travail et à l'intention de départ, et négativement liés à l'engagement organisationnel, et au comportement au travail. Nous avons démontré que les valeurs humaines et la sensibilité à l’équité modèrent la relation entre l’injustice et les conséquences du stress dans les deux échantillons. Nous avons aussi abordé notre contribution à la littérature existante, les multiples implications managériales et les pistes de recherches
Unfairness at work often causes in inducing negative emotions among employees that influence their work outcomes or strains. In this research, we seek to advance this perspective by using two alternative theoretical models of unfairness at work: organizational (in)justice and effort-reward imbalance and its consequences on two different samples of employees. Based on cross-sectional two different samples this study offered a comparison between organizational (in)justice and effort-reward imbalance in examining employees' unfair perceptions and their relationships to work outcomes in Pakistan (N=583) and in France (N=241).Further, this research examined the moderating effects of personal human values and equity sensitivity between the relationships of unfairness at work and outcomes. However, results of hierarchical regression analysis revealed that both theoretical models of unfairness (organizational (in)justice and effort-reward imbalance) were positively related to job-burnout, turnover intention whereas negatively related to organizational commitment, employees’ performance, and employees in role behavior. We also found that personal human values and equity sensitivity moderated the relationship between unfairness and stress outcomes in both samples. Contribution towards the existing literature, managerial implications, and future research direction was also discussed
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Jonsson, Amanda, und Alicia Norén. „Nyckeln till ökad arbetsmotivation : En kvantitativ surveyundersökning om bankpersonalens förväntningar av bonusen“. Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-17589.

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Belöningssystem är något som många organisationer använder sig av för att bland annat skapa arbetsmotivation. Inom banksektorn används mestadels den monetära belöningen allmän bonus. Den allmänna bonusen är en kollektiv belöning som nästan alla i hela banken kan ta del av. I och med detta blir det intressant att studera om denna belöningen skapar arbetsmotivation för de anställda. Förväntningsteorin är en teori som beskriver hur individer skapar motivation. Den fokuserar på motivation i allmänhet, men har även använts som grund av forskare för att analysera arbetsmotivationen. Studiens syfte är att förklara bankpersonalens arbetsmotivation i relation till personalens egna förväntningar och deras upplevelse om värdet av den allmänna bonusen. Detta studeras genom en positivistisk forskningsfilosofi med en deduktiv forskningsansats, vilket grundas i att forskningen är hypotesprövande. Empiriska data mäts utifrån en kvantitativ metod i form av webbenkäter. Undersökningens resultat indikerar att den anställdes individuella upplevda värde av den allmänna bonusen samt personens upplevda nåbarhet av bonusen har en positiv inverkan på dennes arbetsmotivation. Med värde menas hur värdefull individen upplever att bonusen är. En begränsning som har gjorts i arbetet är att den endast studerar respondenter inom en svensk bankkoncern som använder sig av den allmänna bonusen. Detta för att vi förutsätter att bankerna kan ha olika krav, storlekar och regler avseende sådana belöningar. Forskning kring hur vidare banksektorns användande av ett allmänt bonussystem bidrar till ökad arbetsmotivation är nästintill ostuderat. Därför anses denna uppsats ha ett värde för att belysa motivationseffekten av att använda sig av sådana belöningssystem.
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Cheng, Chi-tung Clement, und 鄭子通. „Evaluation of the experimental programme: 'care and concern : a reward scheme for high-risk youths'“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31248081.

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Van, Niekerk Johanna Cornelia. „Cost and reward as motivating factors in distributed collaborative learning assignments : a grounded theory analasis“. Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1103.

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The objective of this research study was to obtain a better understanding of the factors that affect lecturer and student participation in distributed collaborative learning assignments (DCLAs). A substantial number of courses worldwide have included DCLAs in their curricula in an attempt to teach students virtual communication and teaming skills, and to allow distributed students to learn course content collaboratively in a virtual environment. The execution and management of these assignments have proven to be more challenging that expected. Several attempts reported on in the literature had to be abandoned when cost exceeded the rewards for both lecturers and students. In a fouryear cyclical action research project carried out at the PETech (Port Elizabeth Technikon, currently part of the Nelson Mandela Metropolitan University, South Africa), ICT students at several of the PETech campuses were required to complete a DCLA in virtual teams. This project also had to be terminated when it was realised that virtual team learning was minimal and the time investment unacceptably high. For the research study reported on in this thesis the data collected during the four “preresearch” cycles and the experiences reported in the literature were analysed. The lessons learnt were applied to a new additional DCLA cycle which formed part of an ICT course, although this execution still showed room for improvement. A second additional cycle was then executed which had a high participation rate and was overwhelmingly labelled by the participating students as a valuable and enjoyable learning experience. Analysis of the factors affecting participation in DCLAs shows that they are numerous and tightly interlinked, and that each factor is able to take on a wide range of values. This complicates descriptive reporting as each of the DCLAs was unique with unique outcomes and would have to be reported as such in order to iii ABSTRACT iv gain an understanding of the factors. Hence, a level of abstraction was needed, which was accomplished by applying the traditional Glaserian grounded theory method to the data collected during the four “preresearch” and the two additional cycles, and from the literature on the topic. The outcome is a perceived costs and rewards (PCR) theory for participation in DCLAs. As participation is crucial for the learning experience of each student as well as his/her team members in an action learning environment, deciding on participation by continually calculating the costs versus rewards became the focal point of the theory. To the best of the author’s knowledge this research study makes a theoretical contribution to the existing body of ICT educational knowledge in the form of a perceived costs and rewards theory for DCLA participation and a practical contribution in that it provides a theory that can be used to explain, understand, interpret and predict participation in DCLAs. This research study provides guidance for future research in both of these areas.
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Burton, Kimberley Fay. „The Effects of Cultural, Demographic and Occupational Variables on Individuals' Work Values and Preference for Workplace Reward Type and Allocation“. Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7233.

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There is a need for organisations and managers to acknowledge and respond to the increasing diversity in the New Zealand labour force, through making appropriate changes in structures, systems and management. By gaining a greater understanding as to how individuals differ in their work values and reward preferences, the effects of this diversity can be explored and findings could help inform the development of effective compensation systems. This study used a New Zealand sample of 521 participants to investigate the effects of cultural, demographic and occupational variables on work values and preference for workplace rewards and allocations. More specifically, it was hypothesised that differences in culture, marital status, dependents, age, managerial status and employment status would lead to differences in work values and preferences for workplace rewards and allocations. Results showed considerable support for hypotheses. Among findings, within-country cultural differences were reported for Stability work values and for financial reward preference. Certain demographics and occupational variables were also found to relate to particular work values and reward preferences. Practical implications and limitations of this study are discussed.
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Blidberg, Seppälä Cecilia, und Emilia Nojonen. „Belöningar, förmåner och arbetsgivarens attraktivitet : En komparativ studie med två IT-företag“. Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25385.

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Hur kan organisationer behålla och attrahera medarbetare genom belöningar och förmåner? Hur kan vi som personalvetare bidra inom området? Detta behandlar denna studie som genomfördes genom en metodkombination där intervjuer och en enkätundersökning gjordes. Syftet med studien är att identifiera vilka belöningar och förmåner det finns på två IT-företag och se vilka av dem som attraherar medarbetare inom IT-branschen. Tre frågeställningar formades, där syftet var att ta reda på vilka belöningar och förmåner som finns, undersöka vilka likheter och skillnader gällande belöningar och förmåner som identifieras mellan de två IT-företagen samt undersöka hur belöningar och förmåner påverkar arbetsgivarens attraktivitet. Den teoretiska referensramen består av olika teorier gällande belöningar och förmåner, motivationsteorier samt teorier gällande arbetsgivarens attraktivitet. Studien resulterade i diskussion, förbättringsförslag samt slutsatser med hjälp av relevanta teorier inom området. De två IT-företagen har liknande belöningar och förmåner och en slutsats är att dessa påverkar arbetsgivarens attraktivitet. Med grund av denna slutsats är det viktigt att personalvetare och ledning förstår vikten att belöningarnas och förmånernas påverkan på attraktiviteten.
How can organizations retain and attract employees by rewards and benefits? And how can we as human resource managers contribute? This is what the study is about which was performed by a method combination where interviews and a survey was done. The purpose of this study is to identify which rewards and benefits are available in two IT-companies and explore which of them attracts employees in the IT-industry. Three issues were designed, where the purpose was to find out which rewards and benefits are available at the two companies, examine the companies’ similarities and differences and see how these rewards and benefits affect the employer´s attractiveness. The theoretical reference consists theories about rewards and benefits, motivation and employer attractiveness. The study led to discussion, improvement proposals and conclusions with the help of relevant theories in the area. The two IT-companies have similar rewards and benefits and a conclusion is made that these affect employer attractiveness. Because of this conclusion it is important that human resource managers and management understand the importance of the affect that they have on attractivity.
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Bücher zum Thema "Work Reward"

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How to use group contingencies. Austin, Tex: Pro-Ed, 1998.

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al-Jiʻālah ʻalá al-aʻmāl: Mafhūmuhā wa-taṭbīqātuhā. ʻAmmān: Dār ʻAmmār, 2011.

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Consultants, Hay-MSL Management, Hrsg. Equal pay for work of equal value: A code of practice for personnel E.R. and reward professionals. London: Hay-MSL, 1985.

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Northcott, Alan. Everything you need to know about asset allocation: How to balance risk & reward to make it work for your investments. Ocala, Fla: Atlantic Pub. Group, 2011.

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F, Roth William. Work and rewards: Redefining our work-life reality. Westport, Conn: Praeger, 1989.

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F, Roth William. Work and rewards: Redefining our work-life reality. New York: Praeger, 1989.

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Mary, Gleason, und Vachon Vicky, Hrsg. REWARDS. Longmont, CO: Sopris West, 2000.

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Qualitative methods in social work research: Challenges and rewards. Thousand Oaks, Calif: Sage Publications, 1998.

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Rogers, Susan Liller. Communicating total rewards. Scottsdale, AZ: WorldatWork, 2006.

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Scot, Marcotte, Hrsg. Communicating total rewards. 3. Aufl. Scottsdale: WorldatWork, c2010., 2010.

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Buchteile zum Thema "Work Reward"

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Cannon, James. „Reward“. In Toxic Cultures at Work, 160–69. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003307334-15.

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Odaro, Edosa. „Reward – Empowering Flow“. In Making Data Work, 117–28. Boca Raton: Auerbach Publications, 2022. http://dx.doi.org/10.1201/9781003278276-13.

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Theorell, Tores. „Reward, Flow and Control at Work“. In Aligning Perspectives on Health, Safety and Well-Being, 315–32. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_14.

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Samaan, Daniel K. „Work Without Jobs“. In Perspectives on Digital Humanism, 251–56. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-86144-5_33.

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AbstractTechnology has always had an impact on the world of work. This chapter compares the transformation of our societies during the Industrial Revolution with potential transformations that digitalization may bring about today. If digitalization is truly disruptive, more may be at stake than job losses in some sectors and job gains in others. Identifying several key features of digitalization, this chapter sketches a future of work in which not jobs but work itself stands in the center of economic activity. Such a development could open a pathway to more humanistic, more democratic, and more sustainable societies but would require rethinking entirely how we organize and reward work on a societal level.
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Montano, Diego, Jian Li und Johannes Siegrist. „The Measurement of Effort-Reward Imbalance (ERI) at Work“. In Aligning Perspectives on Health, Safety and Well-Being, 21–42. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_2.

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Felderer, Michael, Wilhelm Hasselbring, Heiko Koziolek, Florian Matthes, Lutz Prechelt, Ralf Reussner, Bernhard Rumpe und Ina Schaefer. „Ernst Denert Software Engineering Awards 2019“. In Ernst Denert Award for Software Engineering 2019, 1–10. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-58617-1_1.

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AbstractThe need to improve software engineering practices is continuously rising and software development practitioners are highly interested in improving their software systems and the methods to build them. And well, software engineering research has numerous success stories. The Ernst Denert Software Engineering Award specifically rewards researchers that value the practical impact of their work and aim to improve current software engineering practices. This chapter summarizes the awards history as well as the current reward process and criteria.
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Dragano, Nico, und Morten Wahrendorf. „A Social Inequalities Perspective on Effort-Reward Imbalance at Work“. In Aligning Perspectives on Health, Safety and Well-Being, 67–85. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_4.

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Chen, Liwei, Dingquan Jin, Tong Wang und Yuan Chang. „Multi-agent Adversarial Reinforcement Learning Algorithm Based on Reward Query Attention Mechanism“. In Computer Supported Cooperative Work and Social Computing, 492–501. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-2356-4_39.

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Kivimäki, Mika, und Johannes Siegrist. „Work Stress and Cardiovascular Disease: Reviewing Research Evidence with a Focus on Effort-Reward Imbalance at Work“. In Aligning Perspectives on Health, Safety and Well-Being, 89–101. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_5.

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Levine-Clark, Marjorie. „“A reward for good citizenship”: National Unemployment Benefits and the Genuine Search for Work“. In Unemployment, Welfare, and Masculine Citizenship, 82–106. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137393227_4.

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Konferenzberichte zum Thema "Work Reward"

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Goyal, Prasoon, Scott Niekum und Raymond J. Mooney. „Using Natural Language for Reward Shaping in Reinforcement Learning“. In Twenty-Eighth International Joint Conference on Artificial Intelligence {IJCAI-19}. California: International Joint Conferences on Artificial Intelligence Organization, 2019. http://dx.doi.org/10.24963/ijcai.2019/331.

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Recent reinforcement learning (RL) approaches have shown strong performance in complex domains, such as Atari games, but are highly sample inefficient. A common approach to reduce interaction time with the environment is to use reward shaping, which involves carefully designing reward functions that provide the agent intermediate rewards for progress towards the goal. Designing such rewards remains a challenge, though. In this work, we use natural language instructions to perform reward shaping. We propose a framework that maps free-form natural language instructions to intermediate rewards, that can seamlessly be integrated into any standard reinforcement learning algorithm. We experiment with Montezuma's Revenge from the Atari video games domain, a popular benchmark in RL. Our experiments on a diverse set of 15 tasks demonstrate that for the same number of interactions with the environment, using language-based rewards can successfully complete the task 60% more often, averaged across all tasks, compared to learning without language.
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Raff, Edward. „Does the Market of Citations Reward Reproducible Work?“ In ACM REP '23: 2023 ACM Conference on Reproducibility and Replicability. New York, NY, USA: ACM, 2023. http://dx.doi.org/10.1145/3589806.3600041.

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Bougie, Nicolas, und Ryutaro Ichise. „Towards High-Level Intrinsic Exploration in Reinforcement Learning“. In Twenty-Ninth International Joint Conference on Artificial Intelligence and Seventeenth Pacific Rim International Conference on Artificial Intelligence {IJCAI-PRICAI-20}. California: International Joint Conferences on Artificial Intelligence Organization, 2020. http://dx.doi.org/10.24963/ijcai.2020/733.

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Deep reinforcement learning (DRL) methods traditionally struggle with tasks where environment rewards are sparse or delayed, which entails that exploration remains one of the key challenges of DRL. Instead of solely relying on extrinsic rewards, many state-of-the-art methods use intrinsic curiosity as exploration signal. While they hold promise of better local exploration, discovering global exploration strategies is beyond the reach of current methods. We propose a novel end-to-end intrinsic reward formulation that introduces high-level exploration in reinforcement learning. Our curiosity signal is driven by a fast reward that deals with local exploration and a slow reward that incentivizes long-time horizon exploration strategies. We formulate curiosity as the error in an agent’s ability to reconstruct the observations given their contexts. Experimental results show that this high-level exploration enables our agents to outperform prior work in several Atari games.
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Pereira, Marcio Machado, Jose Nelson Amaral und Guido Araujo. „Measuring Effective Work to Reward Success in Dynamic Transaction Scheduling“. In 2014 43nd International Conference on Parallel Processing (ICPP). IEEE, 2014. http://dx.doi.org/10.1109/icpp.2014.23.

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Rangi, Anshuka, Haifeng Xu, Long Tran-Thanh und Massimo Franceschetti. „Understanding the Limits of Poisoning Attacks in Episodic Reinforcement Learning“. In Thirty-First International Joint Conference on Artificial Intelligence {IJCAI-22}. California: International Joint Conferences on Artificial Intelligence Organization, 2022. http://dx.doi.org/10.24963/ijcai.2022/471.

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To understand the security threats to reinforcement learning (RL) algorithms, this paper studies poisoning attacks to manipulate any order-optimal learning algorithm towards a targeted policy in episodic RL and examines the potential damage of two natural types of poisoning attacks, i.e., the manipulation of reward or action. We discover that the effect of attacks crucially depends on whether the rewards are bounded or unbounded. In bounded reward settings, we show that only reward manipulation or only action manipulation cannot guarantee a successful attack. However, by combining reward and action manipulation, the adversary can manipulate any order-optimal learning algorithm to follow any targeted policy with \Theta(\sqrt{T}) total attack cost, which is order-optimal, without any knowledge of the underlying MDP. In contrast, in unbounded reward settings, we show that reward manipulation attacks are sufficient for an adversary to successfully manipulate any order-optimal learning algorithm to follow any targeted policy using \tilde{O}(\sqrt{T}) amount of contamination. Our results reveal useful insights about what can or cannot be achieved by poisoning attacks, and are set to spur more work on the design of robust RL algorithms.
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Krol, Michal, Alberto Sonnino, Mustafa Al-Bassam, Argyrios Tasiopoulos und Ioannis Psaras. „Proof-of-Prestige: A Useful Work Reward System for Unverifiable Tasks“. In 2019 IEEE International Conference on Blockchain and Cryptocurrency (ICBC). IEEE, 2019. http://dx.doi.org/10.1109/bloc.2019.8751406.

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Rowland, James R. „Work in progress - A continuous-learning reward model for large classes“. In 2007 37th annual frontiers in education conference - global engineering: knowledge without borders, opportunities without passports. IEEE, 2007. http://dx.doi.org/10.1109/fie.2007.4418145.

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Zhao, Zehao, Chaokun Zhang, Tie Qiu und Keqiu Li. „Recruiting MCS Workers Strategy with Non-Fixed Reward in Social Network“. In 2021 IEEE 24th International Conference on Computer Supported Cooperative Work in Design (CSCWD). IEEE, 2021. http://dx.doi.org/10.1109/cscwd49262.2021.9437752.

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Samosir, Lustani. „The Effect of Reward and Physical Environment at Higher Education Toward Motivation of Work“. In 1st International Conference on Education, Society, Economy, Humanity and Environment (ICESHE 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200311.002.

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Parra, Manuel, Nury Karina Cabal, Katja Radon und Denisse Carvalho. „1516 Psychological distress, effort-reward imbalance and work-family interactions in ecuadorian petroleum workers“. In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1623.

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Berichte der Organisationen zum Thema "Work Reward"

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Carrillo, Paul E., Edgar Castro und Carlos Scartascini. Do Rewards Work?: Evidence from the Randomization of Public Works. Inter-American Development Bank, April 2017. http://dx.doi.org/10.18235/0011793.

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This paper evaluates the effect of positive inducements on tax behavior by exploiting a natural experiment in which a municipality of Argentina randomly selected 400 individuals among more than 72,000 taxpayers who had complied with payment of their property tax. These individuals were publicly recognized and awarded the construction of a sidewalk. Results indicate that: i) being selected in the lottery and publicly recognized by the government has a positive but not persistent effect on future compliance; ii) receiving the sidewalk has a large positive and persistent effect; iii) high and persistent spillover effects exist: some neighbors of those who receive the reward comply more too, and these effects can be even larger than the direct effects; and iv) there is no financial motive effect; i.e., people do not pay their taxes just to participate in the lottery. Recognition serves only as a short-term incentive, but the provision of a durable and visible good has more persistent and broader effects. These findings provide evidence on features that make a positive inducement more successful, whether for tax compliance or other policy purposes.
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Bikard, Michaël, Fiona Murray und Joshua Gans. Exploring Tradeoffs in the Organization of Scientific Work: Collaboration and Scientific Reward. Cambridge, MA: National Bureau of Economic Research, April 2013. http://dx.doi.org/10.3386/w18958.

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Alejo Vázquez Pimentel, Diego, Iñigo Macías Aymar und Max Lawson. Reward Work, Not Wealth: To end the inequality crisis, we must build an economy for ordinary working people, not the rich and powerful. Oxfam, Januar 2018. http://dx.doi.org/10.21201/2017.1350.

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Enberg, Cecilia, Anders Ahlbäck und Edvin Nordell. Green recovery packages: a boost for environmental and climate work in the Swedish construction and building industry? Linköping University Electronic Press, November 2021. http://dx.doi.org/10.3384/9789179291327.

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The objective of this study is to explore whether the green recovery packages issued by the Swedish government are aligned with the work of the construction and building industry to become climate-neutral by 2045. We have interviewed heads of sustainability of some of the largest companies in the industry and surveyed companies that have signed the Roadmap for a fossil-free construction and building industry1. Our results show that market-related challenges constitute the most important challenges to the environmental and climate work of the companies in our study. To better respond to these challenges, they require policies that reward frontrunners, primarily green public procurement, and tougher standards and norms. They also requested investments and policies that support the transition to a circular economy. We conclude that while green public procurement is not among the policies and investments included in the recovery packages, other parts are well aligned with the challenges encountered, requested investments and policies, and on-going work. This is particularly true for the above-mentioned investments related to the transition to a circular economy. Further, the study enables us to conclude that it is important to consider the long-term effects of green recovery packages and their potential for return-on-investment in terms of reductions in greenhouse gas (GHG) emissions per SEK. Such packages will also have a better effect if they support on-going environmental and climate work, initiate new actions, and are designed with a systems perspective that facilitates joint action between different companies along the entire supply chain.
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Carrillo, Paul E., Edgar Castro und Carlos Scartascini. Do Rewards Work?: Evidence from the Randomization of Public Works. Inter-American Development Bank, April 2017. http://dx.doi.org/10.18235/0000673.

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Riggs, William, Vipul Vyas und Menka Sethi. Blockchain and Distributed Autonomous Community Ecosystems: Opportunities to Democratize Finance and Delivery of Transport, Housing, Urban Greening and Community Infrastructure. Mineta Transportation Institute, Juli 2022. http://dx.doi.org/10.31979/mti.2022.2165.

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This report investigates and develops specifications for using blockchain and distributed organizations to enable decentralized delivery and finance of urban infrastructure. The project explores use cases, including: providing urban greening, street or transit infrastructure; services for street beautification, cleaning and weed or graffiti abatement; potential ways of resource allocation ADU; permitting and land allocation; and homeless housing. It establishes a general process flow for this blockchain architecture, which involves: 1) the creation of blocks (transactions); 2) sending these blocks to nodes (users) on the network for an action (mining) and then validation that that action has taken place; and 3) then adding the block to the blockchain. These processes involve the potential for creating new economic value for cities and neighborhoods through proof-of-work, which can be issued through a token (possibly a graphic non-fungible token), certificate, or possible financial reward. We find that encouraging trading of assets at the local level can enable the creation of value that could be translated into sustainable “mining actions” that could eventually provide the economic backstop and basis for new local investment mechanisms or currencies (e.g., local cryptocurrency). These processes also provide an innovative local, distributed funding mechanism for transportation, housing and other civic infrastructure.
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Jayne, T. S., R. Ferguson und S. Chimatiro. Bridging demand and supply of private investment capital for small and medium agribusinesses. Commercial Agriculture for Smallholders and Agribusiness (CASA), 2020. http://dx.doi.org/10.1079/20240191147.

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The UK Foreign, Commonwealth and Development Office's (FCDO's) Commercial Agriculture for Smallholders and Agribusiness (CASA) programme is working to increase economic opportunities for smallholders to step up and trade in growing commercial markets. The aim is to increase investment in agribusinesses that source from smallholder farmers, and to provide evidence-based guidance for creating synergistic relationships between agribusinesses and smallholders in ways that promote smallholders' productivity and commercial potential. This study is motivated by an apparent contradiction: suppliers of capital report a lack of investible opportunities in Africa, while demanders of capital cannot find willing partners to provide capital to them. In spite of significant amounts of private capital being available for investment worldwide (World Economic Forum, 2013; Vitón, 2018), institutional and impact investors have found it difficult to mobilize large amounts of private investment for agribusiness opportunities in Africa. This study identifies strategies for development and impact investment actors to bridge the gap between the risk-reward demands (or adjusted risk returns) of investment capital and the available supply of agribusinesses for investment. The study assesses whether what is needed is different forms of capital, or greater work to provide the pre-conditions for private investment in agri-food systems, or both of these. The resulting analysis addresses the needs and interests of both investors and investment support stakeholders.
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West, George, Marco Velarde und Alejandro Soriano. IDB-9: Operational Performance and Budget. Inter-American Development Bank, März 2013. http://dx.doi.org/10.18235/0010526.

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In IDB-9 the Board of Governors of the Inter-American Development Bank (IDB) mandated the adoption of a results-based budgeting process (RBB) that would be aligned to and would help achieve the key performance targets of the Corporate Results Framework (CRF), as well as improve accountability and transparency. In addition, they mandated the use of a Balanced Score Card Performance Management System (BSC) that would incorporate the results from an External Feedback System (EFS). The Governors also requested that the Bank continue its efforts to improve organizational efficiency. The IDB has made significant progress in improving the quality and availability of information related to the budget and the associated work program, and in developing and enhancing the systems to support the budget planning and monitoring process. Many of the actions defined in the RBB Framework document can be considered complete from a technical perspective, but the RBB is still a work in process. One major area that RBB planners underestimated was the effort and time it would take to create an organization that uses data to manage for results. This effort must involve all levels of Management and be accompanied by appropriate incentives. Work on this cultural change has started but will extend beyond the planned three-year RBB implementation period. The BSC effort resulted in organizational learning and the development of a number of performance indicators, but it failed to achieve its objective of implementing a BSC that would provide the Bank with a Strategic Planning and Management system to help ensure the alignment of business activities with organizational strategy and provide a focused, comprehensive perspective of the Bank¿s organizational performance.The EFS is just being restarted, and preliminary results are expected in early 2013. Work is under way to improve operational efficiency, but the RBB data provide limited support to this activity, as most of the efficiency indicators are related to cycle times and not budget. OVE provides several suggestions for future work: (i) increase the focus, attention, and resources devoted to the RBB change management process to help achieve the culture change needed to create an organization that "manages for results"; (ii) plan for the involvement of all levels of Management, use internal and external experts in this process, and recognize that the process will take time; (iii) with Human Resources, create and implement incentives to recognize and reward behavior and good practices that can change the Bank¿s culture; (iv) consider raising the sponsorship level of the RBB, possibly combining it with the Program Optima governance structure; (v) focus on creating a limited set of performance indicators that drive the Bank¿s business and that link to its strategy, objectives and priorities; and (vi) reexamine the budget process to identify key constraints (for example, the head count ceiling) and reexamine the timing of performance reporting and budget allocations/reallocations to ensure alignment.
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Hunter, Matthew, Laura Miller, Rachel Smart, Devin Soper, Sarah Stanley und Camille Thomas. FSU Libraries Office of Digital Research & Scholarship Annual Report: 2020-2021. Florida State University Libraries, Juli 2021. http://dx.doi.org/10.33009/fsu_drsannualreport20-21.

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The Office of Digital Research and Scholarship partners with members of the scholarly community at FSU and beyond to engage with and act on innovative ideas in teaching, research, and creative activity. We privilege marginalized voices and unique contributions to scholarly discourse. We support interdisciplinary inquiry in our shared pursuit of research excellence. We work with scholars to explore and implement new modes of scholarship that emphasize broad impact and access.Our dream is to create an environment where our diverse scholarly community is rewarded for engaging in innovative modes of research and scholarship. We envision a system of research communication that is rooted in open, academy-owned infrastructure, that privileges marginalized voices, and that values all levels and aspects of intellectual labor. In addition to the accomplishments related to our core work areas outlined in this report, we also developed an Anti-Racist Action Plan in 2020 and continue to work on enacting and periodically revising and updating the goals outlined therein.
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Calderón Martínez, Lissette, Ana Regina Vides de Andrade und Anabella Lardé de Palomo. Geographical Exclusion in Rural Areas of El Salvador: Its Impact on Labor Market Outcomes. Inter-American Development Bank, Januar 2002. http://dx.doi.org/10.18235/0011246.

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The main objective of this study is to examine the impact of geographic isolation of individuals living in El Salvador's rural areas on three labor market outcomes: labor force participation decision, sector of employment, and labor income. In this study, it is hypothesized that living in geographic isolation has a negative impact on rural workers' labor outcomes. The main results of this study indicate that the degree of geographic isolation does not discourage men from working; on the contrary, men living farther away from urban and maquila jobs are more likely to work. However, women living in greater isolation are highly concentrated in own-production agricultural activities, where women's skills are rewarded less than comparable men's skills. Through concentration into this sector, women living in geographic isolation obtain worse labor outcomes than men. When working in own-account nonagricultural production, geographic isolation also has a negative impact on men's labor income.
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